There seems to still be a lot of considerable barriers despite the investment to develop more diverse graduate workforce.
Previously I have worked in sectors where there has been a lot of work in terms of developing a more diverse workforce.
Improving diversity within any workforce is less about analysing and changing selection processes. It is an attraction strategy challenge at the very start of the recruitment process.
Female graduates are less likely to apply for but more likely to land a graduate training scheme than their male peers, according to research from The Association of Graduate Recruiters (AGR). The Diversity and Inclusion report found that when women do apply they are more successful at getting job offers; though only 47% of female graduates apply to graduate schemes, female graduates represent nearly half (49%) of graduate scheme hires. Women were consistently more successful in the selection process regardless of industry. For example, while only 27% and 25% of graduate scheme hires in IT and engineering firms respectively are female, these sectors are doing relatively well in terms of gender balance considering only 17% and 15% (respectively) of students studying these subjects are women. Three-quarters (74%) of those employers surveyed by AGR had a diversity strategy in place.