Gender
Most graduate employers are very fair in their recruitment practices and actively seek to recruit well balanced work forces. They are also well aware of the dangers of asking discriminatory questions at interviews. The following will help you identify women and non-binary friendly employers:
- Talk to employees at fairs and presentations to get a feel for their approach.
- Are there case studies available of women succeeding?
- Are all genders represented in senior management positions?
- Is the employer's literature and/or website actively promoting equal opportunities?
- Are there additional benefits particularly attractive to some women, eg flexible working arrangements, childcare provision, etc?
Equality Mark Schemes
Athena Swan Charter Members subscribing to this charter are committed to advancing the careers of women including trans staff and students. The charter now recognises work undertaken to address gender equality more broadly, not just barriers to progression that affect women.
Networks
Find out about networks, at Warwick and externally, to support women's development.
Networks
Promotion
Promotion obviously depends on lots of factors but in some organisations it can be subtly in favour of men. You can help swing the odds in your favour by:
- Networking - making the most of any networking opportunities. Many employers actively promote networking as its crucial to getting noticed.
- Trying to be flexible. If you have dependents your manager may be reluctant to put you forward for certain projects, particularly if they require extra hours. Perhaps you could volunteer for interesting work and discuss your intentions during appraisals.
- Attending relevant courses. You might miss out on training opportunities if you work part time and this can hinder promotion. Try to ensure that you can go on relevant courses even if you have to swap your days.
- It can be helpful to have a mentor to guide you at work and again many employers offer this.