London iMasons Meetup Workshop 2 - Implementing the 50-50 Solution (50% women in tech)

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1	http://bit.ly/imlon1
2	“What ideas should be included in an iMasons 50-50 hiring guide, a short publication on recruiting more female tech talent?”							“What ideas should be included in an iMasons 50-50 hiring guide, a short publication on recruiting more female tech talent?”
3	Table 1	Table 2	Table 3	Table 4	Table 5	Table 6	Table 7

4	Offer flexible working..a reality. It has to be enshrined in company, not just promises. However, it needs to address the fact mission criticla industries don't support this well.	Start from an early age	Aim at school children earlier on in school	The re-introduction of vocation colleges	men have more confidence, which is confused with competence, so need to adjust interviewing proc ess to separate and be sure to recruit & promote on competence	encourage children into engineering and technology careers, especially around ages 12-14	Openness and aspiration required to attract young people
5	Discussion point: Consider offering women a signing on bonus.	Visit Schools as an ambassador to the industry	Its not on their radar from an early age	Construction companies to encourage diversification example MACE	confident women are perceived as aggressive whereas men's confidence is perceived more positively	run all female courses	School trips, guided visits to Data Centers
6	Support working from home.	Need to change the image of what an engineer/It person is	Data centre hiring app	Educating students at an early age about what data centres are about	not enough women are studying engineering at university, so the pool is smaller	change the perception engineering being a dirty job	Where is the secracy coming from ?
7	Put in the career profiles/role model examples in the hiring example.	Parents stereotyping children	Need to entice more younger women into engineering in school and university	Copy the airline, petro checmical industry in how they encourage tech talent	women are cultured from a young age not to play/learn more technically/practically	change the male mindset of accepting engineers	Sharing best practices is necessary for sectoral benefit
8	Provie good remote working tools.	Competitive industries are winning	Need to break down the data centre business into more manageable parts that can be understood and people can identify a part they want to work in.	Data Centre industry to overtly advertise the fact that there it's an even palying field	women want more flexibility in working condfitions so need to change working patterns	encourage current female engineers to be STEM ambassadors	Making Data Center spaces more attractive for employees rather than an obscure gray place
9	Brand the effort to recruit with sexy brands etc (Snapchat, instagram etc)	we need a route to market	Define career progression better	Get high profile women in the data centre industry to talk up why other women should also get involved, through magasine articles/ TV shows. Elaine Feeney to be introduced to the Click TV programme also Sky tech show Swipe (which is hosted by a women	need to give girls a Lego set, ptreferably robotic versions	explain the industry age-age. get children to explain to children	Creativity is necessary in Data Centers , the argument to attract women can be built on that.
10	List the roles and tasks more clearly to more accurately show the job...it may be better than they	Google/FB is in the mnds of children from an early agei	Need to show more investment in the personnel that are hired.	Target the university students who are taking engineering carreers	TV adverts show kid playing with the toy on their own but the child wants socialisation opportunity	promote apprenticeship programmes and dispell the myth that apprenticeship is a low level educational route	Academies to be built in companies with specialized trainers
11	Promise to fund networking opportunites to meet /work with other women.	need to improve the traditional workplace environment - to compete with Google	We need to get the industry with an image on the same par as a PWC, Deloittes etc. Somewhere where they can see a future if they join the industry.	Enagage with the tech city	need to sell the industry as property development and management - sell the other skill sets required not just the technology aspects	UTC's (university technical college) for data centres	Facilities should be added to rotation programmes for graduates/trainees
12	To overcome reluctacne to ask for pay, promotion, build in a process to review progress. Promise transparency for all promotions, pay etc. Focus on job satisfaction.	The industry is not considered sexy enough - considered boring compared to developing cool apps	Target women coming back to work after doing the family part of their career	Create flexible working environment and encourage a long term career i.e. return after maternity leave	Men need to value women's opinions and competence more readily because it is exhausting to work twice as hard to prove themselves		Women role models are necessary
13	Try to locate offices/front of house in attractive locations.	Be more transparent about what we do and how we do it - encourage visits to DC	Take a leaf out of the M/S, Google, Facebook book of hiring.	Target women leaving the military	have a recognition process which is based on competence (not confidence) to encourgae women and be sure they get promotions they deserve
14	Promise to support and fund mentorship and advocacy from outside agency.	Become a Unicorn through industry funding	Use successful examples of women in this business and how they got there		actions to change sub-conscious bias that makes it easier for women to feel comfortable at work
15	Provide a mechanism to promote career mobility.	Increase female mentors - empower them to become mentors	Recruit more women speakers at events/conferences		Offer more flexibile work terms and encourage women to come back after having children
16	Highlight beneifts: job mobility; progression.renumeration (high); variety of experience; choice of disciplines. Career mobility; its leading edge; geographical mobility. New opportunities because of rapid change.	Why do other countries/cultures succeed in attracting women into the tech industy (india eg) what cen we learn from that	Women on the iMasters senior team.		review working conditions and audit working culture
17	Offer all exisitng and new staff bonuses for introducing women into the company.	Improve the gap between leaving school and the advise/path towards entering the DC industry	Visibility of the industry as a whole.		The gender disparaty is most acute in the US and UK; other European cutures have more women
18		We should all be STEM ambassador	Get more women in to do this workshop		need an Institute of Data Centres and have greater professional recognition
19		Inclusion of Infrastructure in the school syllabus			create linkages to schools and colleges to inform women about the opportunities and aspects that will interest them - need to "sell" data centres as a career
20		Apprenticeships - Apprenticeships - Apprenticeships - Skills for life
21		Stages of Losing professionals (lose at 6-7 parental influence) - early teems subject choice (parent/Techer influence) Early 20's job choice (brand perception Rolls Royce v Equinix) Where did we lose the 56% to
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