From Evidence to Action: What We Heard from Scotland’s STEM Employers

When Equate Scotland launched the General Inclusion Practices in Scottish STEM Organisations (GIPSO) research in May, the focus was on evidence. The research highlighted both the progress being made across Scotland’s STEM sector and the persistent barriers that continue to limit equality, diversity and inclusion (EDI).

But the conversations didn’t end with the research findings.

Throughout the event, employers, industry leaders, policymakers and partners shared their own experiences of building more inclusive workplaces. While every organisation was at a different stage of its journey, a common thread emerged: the commitment to improve is there. The challenge is knowing where to start, how to sustain momentum and how to turn good intentions into lasting change.

Those conversations reinforced exactly why Equate Scotland launched its new Partnership Programme alongside the GIPSO report. The research provides the evidence. Employers are asking for practical support to put that evidence into action.

Employers are ready to act

During the panel discussion, speakers reflected on the realities behind the GIPSO findings.

Whether discussing leadership accountability, workplace culture, data collection or the unique challenges facing SMEs, one message came through clearly. Most organisations no longer need convincing that inclusion matters. They are looking for practical, achievable ways to embed it into everyday business practice.

That same message continued in conversations throughout the day.

Voices from across Scotland’s STEM sector

One of the most rewarding parts of the day was hearing directly from the people putting inclusion into practice. We invited attendees from across Scotland’s STEM community to share their thoughts on leadership, workplace culture, flexible working, recruitment and the challenges organisations continue to face. Together, their voices paint a picture of a sector that is committed to change, while recognising there is still much work to do.

“We need to see people like us.”

One of the strongest themes was the importance of visibility.

Dr Carol Marsh OBE from Celestia UK reflected on the importance of networks and role models in helping women see long-term careers for themselves in STEM.

“What’s missing for women employees? I think it’s networks. There’s no networks there, and there aren’t enough role models. It’s really difficult to see people in high positions and think, ‘I could get there too.’ We need to make those career journeys much more visible so women know there are opportunities to progress.”

Her comments echoed one of the key recommendations from the GIPSO research: building inclusive workplace cultures where people feel they belong and can see opportunities to progress.

Flexibility is no longer a benefit. It’s an enabler.

Another recurring theme was flexible working.

One attendee described how flexible working arrangements had made it possible to continue in their role.

“Being able to work flexibly has made all the difference. I genuinely couldn’t do my role without that flexibility. It might seem like a small adjustment, but it’s had a huge impact on my ability to continue my career while balancing everything else in my life.”

The GIPSO research identified flexible working as one of the most widely adopted inclusion initiatives across Scottish STEM organisations. For many employees, however, flexibility is more than a policy. It is what enables them to balance work with caring responsibilities, remain in the workforce and continue developing their careers.

Leadership shapes culture

Lynn Houmdi from Flexible Working Scotland emphasised that inclusion cannot be achieved through policies alone.

“ED&I is not something that’s one and done. You can’t run a workshop or launch a policy and think the work is finished. It’s about living it every day, demonstrating it through leadership and creating a culture where people genuinely feel included.”

Her comments reflected one of the strongest themes from both the research and the panel discussion: organisational culture is shaped by everyday leadership behaviours. Inclusion becomes meaningful when leaders model it consistently and create environments where people feel valued, respected and able to contribute.

Inclusion is a business strategy

Alison McLeod from Technology Scotland challenged a misconception that continues to hold some organisations back.

“A lot of organisations still see EDI as an HR function rather than a strategy for their business. But if you’re trying to attract talent, retain people, innovate and grow, inclusion has to become part of how the organisation operates. It’s a business issue, not simply a people issue.”

This was a point reinforced throughout the panel discussion. As Scotland faces skills shortages and increasing competition for talent, inclusion is no longer simply a people initiative. It is fundamental to attracting, retaining and developing the skilled workforce that STEM organisations need to thrive.

SMEs want to make progress, but need practical support

For many smaller organisations, the biggest barrier is not a lack of commitment.

It’s capacity.

JP Farrington from AAC Clyde Space summed up a challenge shared by many SMEs attending the event.

“The desire to do it is really there. I don’t think anyone is questioning whether inclusion is important anymore. The biggest challenge is always the availability of time and resource. When you’re a smaller organisation, you’re balancing so many priorities, so having practical support available can make a real difference.”

The GIPSO research found that smaller organisations often have fewer dedicated HR and EDI resources, making it harder to collect workforce data, develop long-term strategies and evaluate progress. Yet many are highly motivated to improve.

Supporting these organisations is essential if Scotland’s STEM sector is to achieve meaningful, sector-wide change.

Learning together

Jennifer MacDonald from Scottish Engineering highlighted another important theme.

“One of the biggest benefits of events like this is the opportunity to connect with other organisations, hear what’s working for them and take those ideas back into your own workplace. Those conversations are incredibly valuable because they help turn ideas into action.”

The event itself demonstrated the value of bringing organisations together to share challenges, exchange ideas and learn from one another.

Building inclusive workplaces is not something organisations have to do alone.

Turning evidence into action

Throughout the day, one question kept surfacing:

“What do we do next?”

Recognising this need, Equate Scotland launched its refreshed Partnership offering alongside the GIPSO research.

Designed around the challenges identified through the research and echoed throughout the day’s discussions, Equate’s partnership package supports organisations at every stage of their inclusion journey. Whether an employer is just beginning to explore EDI or looking to build on existing progress, the partnership provides practical, evidence-based support tailored to different organisational needs.

Rather than offering a one-size-fits-all approach, organisations can choose the level of support that best suits their ambitions, resources and priorities. Partnership options include guidance on developing inclusive recruitment practices, strengthening workplace culture, improving leadership capability, supporting career progression, delivering training and workshops, and using data to measure impact.

Importantly, the partnership package recognises that meaningful change takes time. It focuses on building long-term capability rather than delivering one-off interventions, helping organisations embed inclusion into strategy, culture and everyday practice.

For SMEs, it also provides access to specialist expertise that may not otherwise be available in-house, enabling organisations to benefit from practical tools, shared learning and expert guidance without the cost of large-scale consultancy.

🔗 Learn more about our Partnership Package

Why partnership matters

The conversations throughout the event made one thing abundantly clear.

Scotland’s STEM employers are not asking whether equality, diversity and inclusion matters.

They are asking how to make meaningful progress.

Some organisations need better data.

Others want to strengthen leadership capability.

Many are looking for practical ways to improve recruitment, retention and progression.

Across every conversation, there was a shared willingness to learn and collaborate.

That is where partnership makes the difference.

By bringing together research, expertise, training and a growing community of employers, Equate Scotland is helping organisations move beyond intention and build workplaces where everyone can thrive.

Join the conversation

The GIPSO research provides the evidence.

The panel discussion explored the challenges.

The conversations throughout the day demonstrated the appetite for change.

Now comes the opportunity to turn that momentum into action.

Whether your organisation is just beginning its inclusion journey or looking to take the next step, Equate Scotland’s Partnership Package offers practical support, expert guidance and a collaborative network to help create more inclusive STEM workplaces across Scotland.

🔗 Explore the Partnership Package

🔗 Get in touch with our team: info@equatescotland.org.uk