The Royal Academy of Engineering has today (17 November) published two new reports to help tackle diversity in engineering.

The Academy has produced a case study toolkit, Increasing diversity and inclusion in engineering, which is packed with useful guidance and best practice. A survey report, which provides a benchmark against which to measure future progress in improving diversity across the engineering sector, has been published alongside the toolkit.

The survey says that, while gender must continue to be a key area of focus, the profession ought to do more to understand and address barriers that might inhibit other underrepresented groups from joining and remaining in the engineering profession.

Extending the focus on diversity and inclusion activity beyond gender could be one way to further address the engineering skills shortage – the UK needs 1.8 million more engineers by 2020.

People from ethnic minorities make up 25% of the UK's primary school children, 25% of engineering graduates and 12% of the working age population but account for only around 6% of those in employed as professional engineers.

CIHT published a parallel toolkit in October to help employers in the highways and transportation sector recruit, retain and develop a diverse workforce. Routes to Diversity and Inclusion offers practical guidance, case studies and links to expert advice.

This work complements the wider study by the Academy which has been published today.

Sue Percy, CIHT Chief Executive, said:
 
“The business case for diversity and inclusion has been highlighted a number of times in the media recently, however implementing the changes necessary to take advantage of these business benefits does not appear to be a priority for some employers. Often, this is simply a case of not being sure where to start and this is where both the Royal Academy of Engineering’s ‘Increasing diversity and inclusion in engineering’ toolkit and the CIHT ‘Routes to Diversity & Inclusion’ toolkit can help.
 
“CIHT believes there needs to be a step change in the way that the industry engages with issues around diversity and inclusion as part of a long term skills strategy. We believe that this toolkit will help to inspire that step change.”