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Shaping inclusive workplaces

On Wednesday 17 June, we had the pleasure of hosting organisations from across the country at our first WISE Gender Equity Solvathon event at IET Birmingham: Austin Court.

We welcomed colleagues from Synoptix, Balfour Beatty, Heathrow Airport Ltd., Assystem and Gridtec Ltd who formed a highly engaged and open group of participants. Together, they joined us in exploring solutions to real challenges in the sector, including exclusionary workplace banter, lack of applications from women, and intergenerational tension. Participants collaboratively explored these challenges, offering valuable insights from their own workplaces to develop actionable sector-wide solutions.  

Throughout the session we worked through a number of scenarios to offer practical, discussion-based learning. Here’s a summary of what we learned:

Workplace banter

Creating the right culture is essential for striking the right balance when it comes to workplace ‘banter’. For banter to be 'safe' the following three criteria need to be met:

  1. Everyone involved understands that it is intended as banter
  2. Everyone finds it funny
  3. Everyone feels included and safe

When these conditions are in place, light-hearted interactions can help strengthen working relationships. However, it’s essential that banter doesn’t become exclusionary and undermine a positive workplace culture.

Fostering an inclusive culture where this balance is understood can be challenging. It requires consistent reinforcement from the top down, with leaders modelling the values and behaviours that shape an organisation’s culture.

At the same time, creating an inclusive environment is a shared responsibility. Colleagues at all levels need the skills and confidence to contribute positively, which makes ongoing support and training essential. Open dialogue is key—ensuring employees feel included in the conversation and are supported appropriately, particularly where there may be resistance to change.

Lack of female job applicants

Reframing job titles and descriptions may encourage applicants from non-traditional STEM backgrounds and encourage diverse talent towards your organisation.  

Adverts should use inclusive language and promote flexible working if available, and where possible, focus on non-technical, strengths-based skills. A more personalised approach to recruitment can also be effective. For example, employers can send direct invitations to apply to potential candidates via open social media platforms.

Many organisations now partner with training providers to offer technical bootcamps to those without a STEM background. This is creating new entry routes, with strong results from candidates transitioning from arts backgrounds through phased learning and mentoring.

Returners and veterans are another valuable talent pool, bringing transferable skills well suited to STEM roles.

Diverse interview panels and speedy access to resource groups or mentors during onboarding can also encourage applicants to proceed.

Intergenerational tension

We’re now in an era where we have four different generations working together. Each brings its own experiences, values, and preferences around communication, feedback and ways of working.

Clear and inclusive communication practices are key. This might include setting shared expectations around core working hours, availability, the use of different communication channels (such as email, messaging, or meetings), and agreed approaches to meeting and messaging etiquette. These practices help ensure that everyone can work effectively, regardless of their preferred style.

Encourage opportunities for cross-generational working, whether this is through project work or more targeted initiatives such as mentoring or reverse mentoring. Finding common ground is often the first step to breaking down barriers.

Overall, it was incredibly encouraging to see the openness and enthusiasm in the room, with participants sharing their knowledge and experiences so candidly. There was great energy, engagement and collaboration throughout the session. Bringing organisations together to create new connections and take away inclusive practices back to their workplace.

We’re looking forward to the next one. If you’d like to be updated on the next Solvathon or any of the work we do at WISE, please get in touch with us at wise@theiet.org.