Ruth Parker – Director & Co-Owner, Alexander Associates

Can you share some details about your background and the path your career has taken up until now?

I started my career in recruitment 22 years ago, working my way up from Consultant to Divisional Manager before becoming a Director. Today, I am one of the owners of Alexander Associates. I am driven by a desire to be successful and to deliver a service to clients and candidates that was honest and ethical. Recruitment is about more than just placing people in jobs—it’s about building trust, creating meaningful opportunities, and making a genuine impact on people’s careers and businesses. Alongside my work in recruitment, I am a strong advocate for gender diversity and inclusion, particularly in engineering—a sector where representation is still evolving.

What’s your proudest achievement in your recruitment career so far?

One of my proudest achievements has been launching the #ShesAnEngineer campaign, which highlights the careers of inspiring women in engineering. Through this initiative, we’ve showcased the achievements of women in a traditionally male-dominated field, helping to change perceptions and encourage more young women to consider engineering careers. Additionally, making Alexander Associates a company with a 50% female board of directors has been a significant milestone, demonstrating that leadership roles in recruitment—and beyond—should be accessible to everyone, regardless of gender.

What challenges do you think women in the recruitment industry face, and what steps can we take to address them?

Despite many women excelling as recruitment consultants, leadership remains heavily male-dominated due to unclear career progression pathways, work-life balance challenges, industry biases, and a lack of female mentors and sponsors. Many agencies promote ‘top billers’ into leadership without structured management training, which can favour those who push aggressively for promotions rather than those with leadership potential. This creates a cycle where women, who may excel at relationship-building and strategic thinking, are overlooked in favour of those who fit a more traditional "sales-first" leadership model.

One of the biggest barriers is the informal networking and relationship-building practices that have historically favoured men. Many senior-level deals and promotions happen outside of the office—whether over drinks, in private networking groups, or on the golf course. I personally experienced this early in my career when clients would hold Golf Days, which I wasn’t invited to. These weren’t just social events; they were where key deals were done, relationships were strengthened, and strategic partnerships were formed. The exclusion of women from these spaces meant they weren’t part of those crucial, career-defining conversations, reinforcing the male-dominated leadership pipeline.

This "boys' club" culture still exists in some areas, making it harder for women to break through to business ownership and senior leadership. Unless recruitment businesses actively change these dynamics, women will continue to be at a disadvantage when it comes to leadership opportunities.

To remove these barriers, businesses need to:

• Create structured leadership pathways that value mentorship, strategic skills, and emotional intelligence, not just top billers.
• Normalise flexible leadership roles, making it easier for women balancing caregiving responsibilities to step into senior positions.
• Break the cycle of informal male networking by actively inviting women into decision-making spaces—whether that’s industry events, investment conversations, or leadership discussions.
• Encourage women to advocate for themselves and apply for leadership roles even if they don’t meet 100% of the criteria. Men apply when they meet 60%; women often wait until they meet every requirement.
• Ensure male leaders act as sponsors, actively championing talented women and bringing them into leadership discussions.

How can women in recruitment collaborate to offer support, mentorship, and encouragement to one another?

• Mentorship & Sponsorship – Women in leadership should not just mentor but actively sponsor other women—helping them gain visibility, get promotions, and take on leadership roles.
• Breaking Barriers in Networking – Women must build their own professional networks and ensure they are included in key industry discussions. If leadership conversations are happening on the golf course or in private networking groups, we need to create spaces where women are equally visible and influential.
• Advocating for Change in Company Culture – Senior women in recruitment must push for more inclusive leadership structures, ensuring leadership styles and promotions are based on merit, not outdated perceptions of what a leader should look like.
• Amplifying Each Other’s Voices – One of the most powerful ways women can support each other is by ensuring each other’s achievements are recognised. Too often, women downplay their successes—we should be promoting and celebrating each other at every opportunity.
• Encouraging Women to Take Risks – Many women hesitate to step into leadership or business ownership due to risk aversion. We need to encourage more women to embrace entrepreneurship, invest in themselves, and see leadership as an achievable goal.

Ultimately, true change happens when both men and women actively work to remove the barriers that have kept leadership so male-dominated for so long. If we shift the culture, normalise different leadership styles, and ensure women are part of key conversations and opportunities, we can create a more balanced and diverse recruitment industry.

Is there a female role model who has inspired you? Who is she, and what about her inspires you?

Dame Stephanie "Steve" Shirley – Tech Entrepreneur & Advocate for Women in Business

• She broke into the male-dominated tech industry in the 1960s, a time when women were rarely taken seriously in business.
• In 1962, she founded a software company, Freelance Programmers, which was one of the first businesses to focus on remote work, long before it became mainstream.
• To be taken seriously in a man's world, she signed her name as "Steve Shirley" in business letters—otherwise, men wouldn’t respond.
• She hired and championed women in tech, creating opportunities for female software engineers, many of whom were mothers who needed flexible working hours.
• Her company became hugely successful, winning contracts with major businesses and even working on software for the black box flight recorders used in airplanes.
• When she eventually sold the business, she made 70 of her employees’ millionaires, most of them women.
• Today, she is a philanthropist focusing on autism research, tech innovation, and women in STEM.
• She challenged gender norms in one of the most male-dominated industries.
• She was a true innovator in remote work, flexible careers, and women’s empowerment.
• She built a multi-million-pound business from scratch, proving that women entrepreneurs can thrive even in challenging environments.
• She gave back by supporting women and children through philanthropy.

If you were to offer advice to women working in recruitment and aiming for leadership roles, what would you say?

Own your ambition and be unapologetic about it. Too often, women hold back from putting themselves forward for leadership roles because they feel they need to be 100% qualified before stepping up. In reality, confidence and resilience are just as important as experience. Seek out mentors, advocate for yourself, and remember - you belong at the table.

 Aimee Hall - Recruitment Consultant, Alexander Associates

Can you share some details about your background and the path your career has taken up until now?

I began my career as an office administrator at an Estate Agents, but after quickly reaching the limits of what the role could offer, I made the bold decision to transition into recruitment. I joined the Structural Engineering division at Alexander Associates, and with the guidance and support of my team, I quickly progressed from Trainee Recruitment Consultant to Consultant, where I moved into our new Space division to help drive its growth.

What’s your proudest achievement in your recruitment career so far?

The achievement I’m most proud of in my recruitment career is the way I’ve pushed myself outside of my comfort zone on a daily basis. From networking to public speaking, I’ve seen a remarkable boost in my confidence in this role. The messages I receive from satisfied candidates and clients make it all worthwhile.

What challenges do you think women in the recruitment industry face, and what steps can we take to address them?

One of the biggest challenges women in recruitment face is the gender bias and stereotypes about our capabilities, especially in male-dominated industries like engineering, where we are often underestimated.

How can women in recruitment collaborate to offer support, mentorship, and encouragement to one another?

It’s essential to have more female role models in the recruitment sector who can offer guidance on overcoming challenges and advancing in our careers. We need to work together to spread awareness of the bias and actively work toward creating a more diverse, educated and inclusive workforce.

Is there a female role model who has inspired you? Who is she, and what about her inspires you?

It may sound cliché, but my mum is undoubtedly my role model. From the very beginning, she was committed to raising me to be a strong, independent woman who advocates for herself and is not intimidated by the opinions of others. Her strength and compassion continue to inspire me, and I've learned that I am capable of far more than I ever thought possible.

Samantha Breckenridge - Head of Green Energy & Sustainability – Executive Search, Alexander Associates

Can you share some details about your background and the path your career has taken up until now?

I’m Samantha, and I currently lead the Green Energy and Sustainability Executive Search team at Alexander Associates. Our firm has a strong legacy in technical recruitment, and I’m thrilled to play a role in connecting top talent with opportunities in the growing green energy sector.

I began my career in 2007 within early years education, where I developed a passion for helping individuals grow and thrive. Following this, I started my degree in child psychology while continuing to work in the private schooling system. I later became the Manager of a startup nursery, hiring the entirety of the team. This journey led me to transition into education recruitment, where I refined my skills in matching the right talent to the right opportunities. In 2022, I took a career break to travel around South East Asia and Fiji, where I got my PADI certifications. It was an eye-opening experience, seeing diverse marine life up close and really understanding how important it is to protect our oceans and coral reefs. It’s something I’ve carried with me since.

After returning from my travels, I transitioned into executive search, specifically within strategy and corporate development, where I’ve honed my expertise in sourcing top-tier talent. Today, I’m excited to combine my recruitment skills with my passion for sustainability and marine life, helping to drive meaningful change in the green energy sector.

What’s your proudest achievement in your recruitment career so far?

My proudest achievement in recruitment has been the opportunity to work within the Green Energy and Sustainability sector, especially at such an exciting time. It's been amazing to see sustainability shift from a niche idea to something that’s now central to business and society. What really excites me is how sustainability today goes beyond just the environment, it’s about social responsibility, innovation, and building something that lasts.

Being part of an industry that’s shaping how we live and interact with the planet feels really meaningful. I’m inspired by people who are not only experts but who genuinely care about creating a more sustainable world. The progress we’ve made and the challenges still ahead keep me passionate about what I do, and I’m grateful to be part of something that aligns so closely with my own values.

What challenges do you think women in the recruitment industry face, and what steps can we take to address them?

Women in recruitment often face the challenge of balancing career growth with family responsibilities. While maternity and paternity leave, as well as support for surrogacy and adoption, have improved, many women still worry about losing touch with clients or falling behind on their desk when they take time off. That fear can make them hesitant to take full parental leave. To remove these barriers, we need to create stronger systems that allow women to maintain client relationships and offer more flexible return-to-work options, so they don’t feel like they’re sacrificing their career for their family.

The positive shift in how women’s leadership is viewed has helped as well. What was once considered too direct or forceful is now seen as confident, strong leadership. The traditional "boys' club" mentality is slowly being replaced with a focus on inclusivity and recognising the value of diverse leadership styles. With flexible working patterns, remote contracts, and an increased focus on work-life balance, recruitment has become a more supportive and sustainable career for women. There’s still work to do, but we’re definitely heading in the right direction to create a more supportive and sustainable career path for all women in the industry

How can women in recruitment collaborate to offer support, mentorship, and encouragement to one another?

Supporting other women within the recruitment sector starts with creating an environment of openness and collaboration. One key way to do this is by offering mentorship and sharing knowledge. It’s important for women to recognise and celebrate each other’s achievements, particularly in leadership roles. Offering guidance on navigating challenges, such as overcoming biases or dealing with industry pressures, helps create a space where women can thrive and feel empowered in their careers.

Another way to support one another is by championing diverse leadership styles. The recruitment industry is evolving, and it’s crucial to embrace the fact that women bring unique perspectives and strengths to leadership roles, whether it's emotional intelligence, strategic thinking, or a collaborative approach. By uplifting each other, recognising our collective potential, and continuing to challenge the traditional norms, we can create a stronger, more supportive environment where women are heard, valued, and given equal opportunities to succeed.

Is there a female role model who has inspired you? Who is she, and what about her inspires you?

My role model is undoubtedly my mum. Before my brother and I were born, she was a qualified nurse, a testament to her intelligence and her natural ability to care for others. She’s always been someone who can handle anything life throws at her. With my dad’s career in the Royal Navy, we moved around a lot- countless - and she was always there to keep everything together. She organised moving into our new homes, arranged our new schools, found new doctors, dentists and vets for the dogs. But what always stood out to me was how she made each new house feel like a home, no matter how many times we relocated. Moving so much has helped me build resilience and a deeper understanding of people and different cultures, something I truly believe I learned from her. She’s a remarkable woman, and I often find myself in awe of her strength, her creativeness, and her kindness. Family for us has always come first and her unwavering dedication to those she loves is something I deeply admire. I aspire to be like her every day, and I’m always touched when others notice the similarities between us. My mum has shown me what it means to be resilient, compassionate, and unapologetically yourself. She’s truly an icon in my eyes.

 Connie Farnes - Recruitment Consultant, Alexander Associates

Can you share some details about your background and the path your career has taken up until now?

I joined Alexander Associates as a Resourcer in 2022, excited to take on a new challenge and grow within the recruitment industry. From the very beginning, I was eager to learn, and it didn’t take long for me to realize that my ambition extended beyond the Resourcer role. I wanted to develop my skills further and pursue a career as a Consultant. After months of hard work and learning from the experienced team around me, I achieved my goal and was promoted to Consultant shortly after returning from maternity leave. This was a significant milestone in my career, and it reaffirmed my commitment to growing and excelling in the recruitment field. Although I’m still early in my career, I’m incredibly excited for the future. I’m passionate about helping clients and candidates, building meaningful relationships, and continuing to develop my expertise.

What’s your proudest achievement in your recruitment career so far?

My proudest achievement in my career so far is the strong relationships I have built with existing clients, which have directly led to exclusive working opportunities. From the outset, I made it a priority to not only meet client expectations but to truly understand their unique needs and goals. By taking the time to listen, provide tailored solutions, and consistently deliver on promises, I’ve been able to foster trust and loyalty with those I work with. Over time, these relationships have evolved into more than just transactional connections; they’ve become long-term partnerships based on mutual respect and a shared commitment to success. As a result, I’ve been fortunate enough to secure exclusive working opportunities with clients, which has been incredibly rewarding.

What challenges do you think women in the recruitment industry face, and what steps can we take to address them?

Recruitment can be demanding, with high expectations, making it challenging for women who may face societal pressures related to caregiving and family responsibilities. While many companies are adopting flexible work policies, a stigma can still exist around taking time off for personal or family reasons. It's crucial for companies to support women’s return to the workplace by offering flexible work arrangements like remote working and flexible hours. I was fortunate to have this opportunity when returning from maternity leave, which allowed me to transition gradually back to full-time hours while continuing to pursue my career.

How can women in recruitment collaborate to offer support, mentorship, and encouragement to one another?

Women can support each other in the recruitment sector by offering mentorship, sharing knowledge, and advocating for career advancement opportunities. Creating networking events, promoting inclusivity, and acting as allies in the workplace helps build a collaborative environment where women can grow and succeed. By working together, women can ensure equal opportunities, provide guidance, and foster a supportive community within the industry.

Is there a female role model who has inspired you? Who is she, and what about her inspires you?

I feel incredibly fortunate to be surrounded by such inspiring women, including my daughter, who continuously motivate me. These women not only teach me valuable lessons but also serve as role models in various aspects of life. We all face different challenges as women, both personally and professionally.  Whether it’s balancing career and family, overcoming societal expectations, or navigating workplace dynamics, women often encounter unique obstacles. However, I believe these challenges also provide opportunities for growth and connection, and I’m grateful for the women who inspire and support me along the way.

The United Kingdom’s need for sovereign space launch capabilities has never been more apparent. As geopolitical tensions rise, new technological frontiers open, and space exploration becomes increasingly critical, Britain must carve out its own path in the space race. From political upheaval to technological innovations, the demand for a UK-based space launch industry is increasingly evident—and is essential for national security, economic growth, and international standing.

A Push for Independence: The UK's Growing Need for Sovereignty

Sovereign launch capability refers to a nation’s ability to design, manufacture, and launch its own rockets from within its own borders. For the UK, this is not just a matter of pride; it’s about securing control over a critical area of infrastructure that could affect everything from communication networks to national security.

As noted by the UK-based company Orbex, the UK’s dependency on international launch services, particularly those provided by private US companies like SpaceX, has left the country vulnerable. In the wake of growing global uncertainties—exemplified by Russia’s invasion of Ukraine—the ability to independently access space has taken on new urgency. Phillip Chambers, CEO of Orbex, emphasises that Britain's need to "own its own space launch capability" is critical. With increasing reliance on satellite technology in both military and civilian sectors, the geopolitical landscape demands that the UK secure direct access to space without having to rely on foreign powers.

Lessons from History: The UK’s Past Space Failures

Historically, the UK has been a significant player in space exploration, yet its reliance on foreign partners has limited its potential. The UK’s last home-grown satellite launch vehicle, the Black Arrow rocket, launched in 1971 from Australia’s Woomera Test Range. Since then, Britain has failed to consistently build and launch its own rockets, instead relying on international providers. The 2023 attempt by Virgin Orbit to launch a satellite from Cornwall—a mission that ultimately failed due to an unexpected rocket malfunction—illustrates the fragility of such partnerships.

As Virgin Orbit spiralled into bankruptcy, the event served as a stark reminder of how the UK could lose vital access to space if it continues to depend on foreign companies. The failure of this mission highlighted just how precarious the country’s reliance on international space launch services can be. For the UK, it is clear: the future of space exploration depends on developing a robust, sovereign launch capability.

New Hope on the Horizon: The Rise of British Space Startups

Despite setbacks, British innovators are pushing forward with new projects aimed at ensuring the UK’s future in space. Companies like Orbex and Skyrora are at the forefront of these efforts. These startups are not only working to develop new rocket technology but also to establish UK-based launch sites, such as SaxaVord Spaceport in the Shetland Islands, which will soon host its first mission from a British-made rocket.

Orbex’s Prime rocket, which is set to launch in 2025, will be the first British-made rocket to reach orbit since the Black Arrow. The company has already secured significant funding, including a £20 million investment from the UK government, but success is far from guaranteed. Orbex is in the early stages of scaling its operations and, like SpaceX in its early years, it faces financial hurdles and the ever-present risk of failure. However, the potential rewards—both in terms of national pride and economic growth—are immense.

By developing a domestic launch capability, the UK not only secures its position in the competitive global space market but also opens the door to creating thousands of high-tech jobs and fostering a thriving space economy. For Orbex, the goal is clear: a fully operational spaceport capable of launching multiple rockets per year, contributing to both Britain’s space ambitions and the European Space Agency's goals.

The Global Context: Why Sovereignty Matters More Than Ever

In a world where geopolitics is increasingly influencing technological access, Europe can no longer rely on Russia’s Soyuz rockets—once a staple of its space program. The war in Ukraine severed that relationship, leaving the European Space Agency scrambling to find alternative solutions. Meanwhile, SpaceX’s dominance, while impressive, also exposes Europe’s vulnerabilities. Elon Musk’s company, while successful, has ties to political forces in the US that may not always align with Europe’s interests. The unpredictable nature of Musk’s business dealings has further compounded concerns about relying on SpaceX for space access.

This shifting dynamic has intensified the urgency for a sovereign launch capability within Europe, and especially within the UK. A national space launch capability gives the UK more control over its space assets and reduces the risks associated with external dependencies. As Chambers rightly points out, "We would be foolish not to own our own [space launch] capability."

A Vision for the Future: Britain's Galactic Ambitions

The UK has made significant strides in developing the infrastructure needed to support a sovereign launch industry. The government has supported space startups like Orbex with vital investments and has provided the policy framework necessary to nurture this emerging sector. However, as Orbex’s Chambers has pointed out, the UK must go beyond just “halfway” funding; it needs long-term investments to build a sustainable space industry.

With this in mind, the potential for launching rockets from UK soil could serve as a catalyst for broader ambitions. The UK government has already expressed interest in turning Britain into a hub for space exploration, with plans for more spaceports and further investments in cutting-edge aerospace technologies. As companies like Orbex prepare to launch their rockets from UK bases, they are not only aiming to push technological boundaries but also to position Britain as a key player in the space economy for decades to come.

Boosting Recruitment and Talent in the Space Sector

One of the most significant benefits of developing sovereign launch capabilities in the UK is the potential to attract and retain top talent in the space sector. As the demand for skilled professionals in science, technology, engineering, and mathematics (STEM) continues to grow, the establishment of a robust space industry with launch capabilities will provide a unique opportunity to recruit and nurture the next generation of innovators.

According to the UK Space Agency’s 2021 UK Space Industry Report, the space sector in the UK contributes around £16.4 billion to the economy, with an estimated 47,000 people employed in the space industry. This figure is projected to rise as new spaceports and launch capabilities are developed. The creation of UK-based spaceports, such as SaxaVord Spaceport in the Shetland Islands, will offer cutting-edge, real-world environments where engineers and scientists can apply their skills to solve complex problems, making the sector an attractive career path for graduates and seasoned professionals alike.

The global space industry, including the UK, is experiencing rapid growth. According to Space Foundation’s The Space Report 2023, the global space economy grew by 10% in 2022, reaching a value of $469 billion. This explosive growth is driving demand for skilled workers, and the UK will need to invest in its own workforce to stay competitive. The space sector in the UK alone is expected to create an additional 30,000 jobs by 2030, a significant portion of which will be in launch and satellite services.

Additionally, sovereign launch capabilities allow for a more localised, sustainable workforce. Rather than relying on foreign space programs or outsourcing projects to other countries, Britain’s own space ambitions can stimulate local economies, particularly in regions like Scotland, where startups such as Orbex and Skyrora are already setting up shop. The development of these spaceports and launch technologies can generate high-tech jobs and foster collaborations with UK universities and research institutions. A study by Oxford Economics in 2020 indicated that the UK space industry could generate up to £40 billion annually by 2030, further emphasising the economic impact of creating home-grown launch capabilities.

The presence of a national space launch program is likely to encourage more STEM students to pursue careers in aerospace engineering, astrophysics, data science, and robotics. The UK government has already acknowledged this need by allocating £20 million in funding for space startups like Orbex and Skyrora. Universities and colleges, recognising the growth in the sector, are also investing more in space-related programs. For example, the University of Strathclyde in Glasgow offers one of the UK’s leading space engineering programs, with students gaining hands-on experience in spacecraft and rocket development.

The global space race is intensifying, and as nations around the world ramp up their own space programs, the competition for talent will only become fiercer. By positioning itself as a hub for space innovation, the UK can tap into a global pool of professionals who want to be part of cutting-edge space missions. According to Space Workforce Development by SpaceX in 2021, the company alone has contributed significantly to growing the space talent pool in the US, underscoring the importance of a home-grown space industry in talent retention.

In short, the creation of sovereign launch capabilities doesn’t just advance the nation’s space agenda; it provides a springboard for a flourishing, talent-rich space sector that will keep the UK at the forefront of the global space economy for years to come. With projections of job creation and increasing investment in the sector, the UK is poised to benefit from the growing demand for space-related expertise, helping to foster innovation and ensuring the country's position as a global leader in space exploration.

The Time to Act Is Now

The need for sovereign space launch capabilities in the UK is clearer than ever. With geopolitical tensions on the rise, an increasingly volatile space industry, and the quest for space-based technologies becoming more critical than ever, Britain must act decisively. By supporting the development of its domestic space industry, the UK can ensure that it not only competes on the global stage but also secures its place in the new frontier of space exploration.

As the efforts of companies like Orbex and Skyrora progress, and with government support, Britain has a genuine opportunity to reclaim its role as a leader in space technology. The race for space is not just about technological superiority; it’s about strategic autonomy. For the UK, the time to invest in sovereign launch capabilities is now.

Ready to be a part of the change?

Interested in joining the expanding space industry? Whether you're seeking a new role in the sector or looking to apply your transferable skills, connect with our expert space recruitment team today.

Contact us: Recruit@alexander-assoc.co.uk

The UK's nuclear industry is experiencing a significant resurgence, presenting a wealth of opportunities for those eager to embark on a career in this dynamic sector. With the government's commitment to expanding nuclear capacity to 24 GW by 2050, the industry is poised for substantial growth, necessitating a skilled and diverse workforce.

Understanding the UK's Nuclear Landscape

As of 2024, the civil nuclear sector in the UK employs approximately 86,908 individuals, marking a 60% increase over the past decade. This surge is largely attributed to major projects like Hinkley Point C and Sizewell C, which have significantly boosted employment in regions such as the South West and North West of England.

Diverse Career Paths in Nuclear Energy

The nuclear industry offers a broad spectrum of career opportunities across various disciplines:

• Engineering: Roles include nuclear, mechanical, electrical, and civil engineering, focusing on the design, maintenance, and decommissioning of nuclear facilities.
• Project Management: Professionals oversee the planning and execution of nuclear projects, ensuring they adhere to safety standards and timelines.
• Safety and Environmental Management: Specialists ensure compliance with environmental regulations and the safe handling of nuclear materials.
• Research and Development: Scientists and engineers engage in innovative projects, such as developing Small Modular Reactors (SMRs) and advancing nuclear fusion technologies.

Competitive Salaries in the Nuclear Industry

A career in the nuclear sector is not only rewarding but also financially attractive. According to industry data, the average salary in the UK nuclear sector is around £50,000 per year, significantly higher than the average salary in general engineering, which is approximately £38,000 per year. Senior engineers and project managers in the nuclear industry can earn upwards of £70,000 to £100,000 per year, particularly in high-demand roles such as nuclear safety and regulatory compliance.

Moreover, apprenticeships and graduate programs in nuclear tend to offer competitive starting salaries, often ranging from £27,000 to £35,000, which is higher than many other engineering graduate roles. This makes nuclear a financially stable and lucrative career choice compared to other engineering disciplines.

Pathways into the Nuclear Sector

1. Apprenticeships: Ideal for those seeking hands-on experience while earning qualifications. Organisations like the National College for Nuclear offer apprenticeships in science, engineering, project management, and business administration.
2. Graduate Schemes: Many leading companies, including EDF Energy and Rolls-Royce, provide structured graduate programs that offer comprehensive training and development opportunities.
3. Specialised Courses: Pursuing degrees or certifications in nuclear engineering, physics, or related fields can enhance your prospects. Institutions like the University of Birmingham offer postgraduate courses tailored to the nuclear industry.

Staying Informed and Building Networks

Engaging with professional bodies and networks can provide valuable insights and opportunities:

• Nuclear Institute (NI): As the UK's professional body for the nuclear industry, NI offers resources, events, and networking opportunities for professionals at all stages of their careers.
• Young Generation Network (YGN): A branch of the NI, YGN focuses on supporting young professionals through events, lectures, and facility tours, fostering knowledge transfer and professional development.

Transferable Skills and Industries of Interest

The nuclear sector actively seeks professionals from various industries with transferable skills. Key skills that can transition well into nuclear roles include:

Health and Safety Expertise: Professionals from construction, oil and gas, and manufacturing industries bring strong knowledge of risk management and regulatory compliance.

Project and Programme Management: Those with experience in infrastructure, aerospace, and defence are well-equipped for managing complex nuclear projects.

Technical and Engineering Skills: Individuals from automotive, power generation, and rail industries have valuable mechanical, electrical, and process engineering expertise.

Data and Digital Proficiency: Cybersecurity specialists, IT professionals, and data analysts from technology sectors are increasingly in demand to support nuclear digitalisation efforts.

Skilled Trades: Welders, electricians, and fabricators from shipbuilding, aerospace, and steel production have the hands-on expertise required in nuclear site construction and maintenance.

Industries that frequently transition professionals into nuclear include:

• Oil & Gas
• Aerospace & Defence
• Construction & Infrastructure
• Renewable Energy
• Rail & Transport
• Manufacturing & Engineering
• Water Treatment

If you have experience in any of these industries and are considering a move into nuclear, your skills could be highly valued in this growing sector.

Are you ready to take the leap into the nuclear industry?

Embarking on a career in the UK's nuclear industry offers the chance to contribute to a sector vital for the nation's energy security and environmental sustainability. With a diverse range of roles and clear pathways for entry and progression, now is an opportune time to explore the possibilities within this expanding field.

If you're interested in a career in nuclear, reach out to our specialist team and send your CV to recruit@alexander-assoc.co.uk.

As we celebrate National Apprenticeship Week 2025 (February 10th–16th), it’s the perfect time to highlight the crucial role that apprenticeships play in the UK’s engineering industry. This year’s theme, “Skills for Life,” underscores how apprenticeships equip individuals with lifelong expertise while addressing critical skills shortages in key sectors, particularly engineering.

Addressing the Skills Gap

The engineering industry is currently grappling with a significant skills shortage. A recent study by the Department for Education revealed that nine in ten English businesses are struggling to fill skills gaps, with entry-level positions being the most affected. Entry-level roles constitute 32% of the skills gap in small and medium-sized enterprises, while specialist areas contribute to 29%. The shortage of qualified individuals—particularly in technical, IT, and soft skills—poses a significant challenge

The Role of Apprenticeships

Apprenticeships offer a practical solution to this challenge by combining on-the-job training with academic learning. They provide individuals with the opportunity to earn while they learn, gaining hands-on experience and industry-recognised qualifications. For employers, apprenticeships serve as a strategic investment in cultivating a skilled workforce tailored to their specific needs.

In the 2023/24 academic year, over 300,000 people began apprenticeships across various sectors, including engineering, healthcare, and digital technology.

This influx of apprentices is essential for bridging the skills gap and securing the industry's long-term success.

Encouraging Diversity and Inclusion

Apprenticeships also play a key role in fostering diversity and inclusion within the engineering industry. By offering alternative routes into the profession, they help to break down traditional barriers to entry and attract a more diverse talent pool. This is especially important in engineering, where women and ethnic minorities remain underrepresented. A more inclusive workforce not only improves innovation and problem-solving but also ensures that the industry better reflects the society it serves.

Economic Benefits

Investing in apprenticeships yields significant economic advantages. Companies benefit from increased productivity, innovation, and employee retention. According to the Institute for Apprenticeships and Technical Education, 92% of companies that have hired apprentices believe this results in a more motivated and satisfied workforce, and 80% have seen a significant increase in employee retention.

Strengthening Local Communities

Apprenticeships contribute to the growth of local economies by providing employment opportunities and supporting small and medium-sized enterprises (SMEs). By training individuals within their communities, companies help stimulate regional development and reduce economic disparities across the UK.

The Future of Apprenticeships in Engineering

As we celebrate National Apprenticeship Week 2025, it's essential to recognise and promote the value of apprenticeships in the engineering sector. They are not only a pathway for individuals to develop "Skills for Life" but also a strategic approach for businesses to cultivate the talent necessary for future success.

Sources:

• thetimes.co.uk
• acaciatraining.co.uk
• theguardian.com
• constructionmanagement.co.uk

The integration of Artificial Intelligence (AI) and the Internet of Things (IoT) is revolutionising the UK's highway infrastructure, leading to safer, more efficient, and sustainable road networks. These advancements are not only enhancing the driving experience but also contributing to environmental goals and economic efficiency. From predictive traffic management to real-time hazard detection, this blog explores how AI is shaping the future of transportation.

AI-Powered Road Maintenance

Maintaining road infrastructure is a constant challenge, particularly when it comes to identifying and repairing potholes before they become hazardous. Traditional road inspections rely heavily on manual assessments, which can be time-consuming, costly, and sometimes inefficient. However, with the advent of AI-driven solutions, local authorities are finding innovative ways to improve road maintenance, making it more proactive and efficient.

Surrey County Council’s AI-Driven Approach

Surrey County Council has taken a major step forward in modernising road maintenance by integrating artificial intelligence into its operations. The council has equipped highway maintenance vehicles with advanced computer vision cameras that automatically detect and photograph potholes in real-time. These AI-powered cameras continuously scan road surfaces, identifying cracks and defects that may not be visible to the naked eye.

Once a pothole is detected, the system records its precise location and severity, generating detailed reports that allow maintenance teams to prioritise repairs. This automation not only speeds up the repair process but also reduces the need for manual road inspections, thereby improving worker safety and minimising disruption to traffic.

In a similar vein, researchers have developed a self-healing bitumen that repairs cracks as they form, preventing potholes without human intervention. This innovation, created by an international team in collaboration with King's College London and Google Cloud, uses machine learning to model the material's behaviour. The self-healing roads could be in use in the UK within a few years, potentially extending road lifespans by 30%.

Smart Traffic Management with IoT

The IoT is playing a crucial role in transforming traffic management on UK highways. By connecting devices, sensors, vehicles, and central control systems, IoT enables real-time, data-driven approaches to traffic management. For instance, AI-driven image recognition technology can automatically alert traffic management centres to dangerous situations, allowing for quicker emergency responses and reducing the likelihood of secondary accidents.

With AI and IoT sensors monitoring traffic in real time, predictive analytics can forecast congestion patterns before they occur. These insights allow authorities to:

• Redirect traffic – Digital road signs and navigation apps can suggest alternative routes in advance.
• Implement variable speed limits – Adjust speed limits dynamically to prevent stop-and-go traffic.
• Issue early weather warnings – Sensors detect fog, ice, or heavy rain, automatically warning drivers via digital signage.

Manchester’s AI-Powered Traffic Flow Management

Manchester has deployed an AI-based traffic prediction model that analyses data from IoT sensors to forecast congestion. If an area is predicted to experience heavy traffic, the system can redirect vehicles using navigation apps like Waze or Google Maps, reducing bottlenecks.

Digital Roads

The Digital Roads Initiative aligns with the UK's broader goals of enhancing transportation infrastructure, promoting sustainability, and embracing technological advancements to improve public services. By integrating cutting-edge technologies and data-driven strategies, the initiative aims to create a safer, more efficient, and user-friendly road network for the future.

National Highways Digital Roads Initiative

National Highways has launched the Digital Roads initiative, aiming to harness data, technology, and connectivity to improve the design, construction, operation, and use of the Strategic Road Network (SRN). This approach includes digitally enabled design, modular and standardised construction methods, and automated operations leveraging data for pre-emptive interventions. The goal is to enhance safety, increase efficiency, and provide better information to road users.

AI in Traffic Law Enforcement

AI is also being utilised to enhance traffic law enforcement. New AI cameras have been introduced on UK roads to automatically detect various driving offenses, such as using a mobile phone while driving or not wearing a seatbelt. These cameras use AI to analyse footage of passing vehicles and identify infractions, which are then reviewed by a human before issuing penalties. This technology aims to improve road safety by reducing distracted driving.

1. AI-Powered Speed Enforcement

• Speeding remains one of the leading causes of accidents on UK roads. AI-driven speed cameras and IoT-enabled radar systems are improving speed limit enforcement in the following ways:
• Average Speed Check Cameras – Instead of detecting speed at a single point, these cameras track a vehicle’s speed over a stretch of road to prevent drivers from slowing down momentarily near a speed camera.
• IoT-Connected Speed Sensors – Placed along highways, these sensors monitor traffic speed in real-time and issue automated alerts or penalties to drivers exceeding limits.
• Dynamic Speed Enforcement – Smart cameras adjust enforcement based on traffic density, road conditions, and weather, ensuring more context-aware policing.

2. The UK’s "Smart Motorway" Speed Cameras

On Smart Motorways, AI-powered speed cameras enforce variable speed limits, ensuring smoother traffic flow while automatically penalising violations.

3. Automated Red-Light and Stop Sign Violation Detection

• Running red lights and stop signs is a major cause of urban accidents, particularly at intersections. AI-integrated enforcement cameras can:
• Detect vehicles crossing on red and automatically issue fines.
• Capture high-resolution images and video of offenders for evidence.
• Sync with traffic lights to ensure accurate enforcement without false positives.

4. ANPR (Automatic Number Plate Recognition) for Law Enforcement

• AI-driven Automatic Number Plate Recognition (ANPR) cameras are widely used in traffic law enforcement to:
• Detect uninsured or untaxed vehicles – The system cross-references databases in real-time to identify vehicles without valid tax or insurance.
• Identify stolen vehicles – Law enforcement can track and locate stolen cars instantly.
• Catch repeat offenders – ANPR can flag vehicles with outstanding fines or multiple violations.

The UK’s National ANPR Network

The UK operates a nationwide ANPR system that scans millions of vehicles daily, aiding in crime prevention, stolen vehicle recovery, and road safety enforcement.

Challenges and Future Prospects

While the integration of AI and IoT in UK highways offers numerous benefits, it also presents challenges, including data privacy concerns, cybersecurity risks, and the need for substantial investment in infrastructure. However, ongoing trials and initiatives demonstrate a commitment to overcoming these hurdles. As these technologies continue to evolve, they hold the promise of creating a more intelligent and responsive highway system, ultimately leading to safer and more efficient travel for all road users.

The integration of Artificial Intelligence (AI) into the UK's highway infrastructure is ushering in a new era of smart roads, enhancing safety, efficiency, and sustainability. By leveraging AI, the UK aims to transform its road networks to better serve the needs of its citizens and economy.

In today’s rapidly evolving world, the need for diversity in engineering is more critical than ever. Yet, despite efforts to promote inclusivity, women remain underrepresented in engineering roles. The percentage of female engineers in the workforce remains disproportionately low compared to their male counterparts. In the UK, for example, only 16% of engineers are women, according to a 2023 report by the Women’s Engineering Society (WES). This gap not only limits the potential of engineering firms but also hinders innovation and diversity of thought.

As companies strive to meet growing talent demands, attracting and retaining female engineering talent has become a strategic priority. A gender-diverse workforce is proven to enhance creativity, improve problem-solving, and increase overall productivity. Here, we explore key strategies engineering companies can use to attract and retain female talent, drawing from insights found in research and industry best practices.

1. Create a Women-Friendly Work Environment

The foundation of attracting and retaining female engineering talent starts with cultivating a work environment that is welcoming and inclusive. Many women face unique challenges in male-dominated fields, from subtle biases to lack of mentorship opportunities. Engineering companies can address these challenges by fostering a culture that values diversity and inclusion.

Flexible Work Options: Flexibility in work schedules or the option to work remotely is crucial for women balancing professional and personal commitments. Research from McKinsey & Company indicates that women are more likely than men to face challenges with work-life balance, particularly when juggling family responsibilities. Engineering firms that offer flexible work arrangements and supportive parental leave policies make themselves more attractive to female candidates.

Zero Tolerance for Bias: Addressing unconscious bias in hiring and promotions is another vital step in creating an inclusive environment. Companies should provide unconscious bias training for all employees involved in recruitment and decision-making. This helps ensure that hiring processes are fair and that female candidates are given equal opportunities for advancement.

2. Provide Mentorship and Career Development Opportunities

One of the primary reasons why women leave engineering fields is the lack of career progression and mentorship opportunities. According to a study by the National Girls Collaborative Project, 40% of women in STEM report not having access to a mentor, compared to 30% of men. To retain female engineers, companies must invest in robust mentorship programs and career development initiatives.

Formal Mentorship Programs: Establishing structured mentorship programs that pair female engineers with senior leaders can provide the guidance and support needed to navigate the challenges of the industry. These programs help women build confidence, expand their professional networks, and gain valuable advice from those who have faced similar challenges. Here are some valuable mentoring programs to explore:

Society of Women Engineers - https://swe.org/membership/mentoring/

Women’s Engineering Society - https://www.wes.org.uk/mentorset/

The Institution of Engineering & Technology - https://www.theiet.org/career/professional-development/mentoring

Royal Academy of Engineering - https://raeng.org.uk/access-mentoring

Leadership Development: Providing leadership development programs for female engineers can also increase retention. These programs can equip women with the skills needed for higher-level positions, ensuring they have a clear path to advancement within the organisation.

3. Highlight Successful Female Role Models

Visibility of successful female engineers within an organisation is key to inspiring the next generation of talent. Companies should actively highlight the achievements of female engineers, both within the company and across the broader engineering community.

Showcase Success Stories: Sharing success stories through internal newsletters, social media, and at company events can serve as a powerful tool for motivating women in the workplace. When female engineers see others in leadership positions, they are more likely to believe that they, too, can succeed.

Encourage Employees to Apply for Engineering Awards: Companies should actively support and encourage women within their organisation to apply for prestigious award ceremonies, showcasing their achievements. This not only benefits the individuals but also enhances the company's employer brand, attracting more female engineers by highlighting a commitment to an inclusive and supportive work environment.

Support Women in Leadership: Companies should ensure that women are represented in leadership roles and on boards. According to a study by the Peterson Institute for International Economics, companies with more women in leadership positions tend to have better financial performance. This not only benefits the company’s bottom line but also sends a message to female engineers that their potential for leadership is recognised and valued.

4. Foster a Culture of Inclusivity

It’s essential to create an organisational culture that promotes respect, collaboration, and inclusivity for all employees, regardless of gender. An inclusive culture helps ensure that female engineers feel valued and supported in their work environment.

Promote Collaboration Over Competition: Companies can combat the “boys’ club” mentality by encouraging a collaborative approach to problem-solving, where all voices are heard and respected. A more inclusive work culture enables women to contribute freely without fear of being overshadowed by their male colleagues.

Support Networks and Employee Resource Groups (ERGs): Establishing ERGs for women in engineering can provide a safe space for employees to share experiences, offer advice, and support one another. These groups can also act as an advisory body for leadership, helping the company identify and address potential gender-related challenges in the workplace.

5. Address Gender Pay Gap and Equal Opportunities

Equal pay for equal work remains a crucial issue for women in many fields, including engineering. According to the WES, women in engineering earn, on average, 10% less than their male counterparts. Addressing this pay gap is essential for attracting and retaining female talent.

Conduct Regular Pay Audits: Engineering companies should regularly conduct pay audits to ensure that there is no pay disparity between male and female engineers performing the same roles. Transparent salary structures can also help attract more female talent, as candidates are more likely to trust organisations that are committed to fair compensation.

Equal Opportunities for Advancement: To retain women in engineering, companies must ensure that all employees, regardless of gender, have equal opportunities for promotion and advancement. This includes providing fair and unbiased performance reviews and ensuring that women have access to high-impact projects that can accelerate their career growth.

6. Partner with Educational Institutions

A long-term strategy to encourage more women to pursue engineering is to engage with educational institutions, especially during the early stages of their careers. While some larger engineering companies and organisations, such as EngineeringUK, IET, and EqualEngineers, are already involved in these efforts, there is certainly room for more companies to take part.

Support STEM Education for Girls: Companies can collaborate with schools and universities to encourage young girls to pursue STEM (Science, Technology, Engineering, and Math) subjects. Programs such as internships, scholarships, and outreach initiatives can help create a pipeline of future female engineers.

Internship and Apprenticeship Opportunities: Offering internships and apprenticeships specifically for women can provide them with hands-on experience in the field and encourage them to pursue a full-time career in engineering.

Conclusion

Attracting and retaining female engineering talent requires a holistic approach that involves creating an inclusive work culture, providing mentorship, offering equal opportunities for career advancement, and addressing systemic barriers such as the gender pay gap. By investing in these strategies, engineering companies not only contribute to a more equitable industry but also unlock the full potential of their workforce, driving innovation and success in the process.

Incorporating these best practices into your company’s culture could be the key to not only attracting more female engineers but also ensuring that they thrive and remain committed to their careers long-term.

Looking to Attract and Retain Top Female Engineering Talent?

At Alexander Associates, we are dedicated to helping companies attract and retain top female engineering talent. Through our #SheIsAnEngineer campaign, we actively promote and support women in engineering roles, fostering a more inclusive industry.

As proud sponsors of the SheCanEngineer initiative, we are committed to empowering women in engineering and helping companies build diverse, high-performing teams.

Reach out to us today to see how we can assist in meeting your recruitment needs and creating a more diverse workforce.

Contact us: Recruit@alexander-assoc.co.uk / 01959 562 572

Sources:

• Women’s Engineering Society (WES), 2023
• McKinsey & Company, “Women in the Workplace 2022”
• National Girls Collaborative Project
• Peterson Institute for International Economics

When we hear the word "space," our minds often leap to images of astronauts, rocket launches, or distant planets. But the space industry is much more than exploration—it’s a dynamic, rapidly growing field that directly impacts life on Earth. From improving global communication to addressing climate change, space technologies have become integral to solving the challenges we face every day.

This blog delves into why a career in space is not just exciting but also profoundly meaningful, and how you can become a part of this groundbreaking industry.

Skyrocketing Demand for Talent

The UK's space sector is rapidly expanding, globally competitive, and plays a vital role in the economy, national security, and daily life. The industry has demonstrated remarkable resilience, with sector income growing by 5.1% during 2020-2021 despite ongoing macroeconomic challenges (Size and Health of the UK Space Industry 2022).

Valued at over £16.4 billion annually, the sector supports 45,100 jobs and offers exciting opportunities across diverse areas of space innovation and development. The UK has emerged as a major hub for space investment, boasting key centres of innovation and activity. In England, regions like Oxfordshire and Cornwall lead the charge, while Scotland is home to thriving hubs in Cumbernauld, Glasgow, and the Highlands, among others.

Gone are the days when space was solely the domain of government agencies and aerospace giants. The rise of private companies like SpaceX, Blue Origin, and Rocket Lab has revolutionised the industry, opening doors for professionals across disciplines.

Whether you’re an engineer, a business strategist, a lawyer, or an artist, the space sector needs your skills.

The industry now offers diverse roles in:

• STEM: Engineering, computer science, astrophysics, and robotics.
• Business and Marketing: Supporting the commercialisation of space services.
• Law and Policy: Addressing issues like space tourism, resource mining, and satellite regulation.
• Creative Fields: Communicating space missions to the public through storytelling, design, and media.

Space Technologies Improve Life on Earth

The extreme environment of space pushes the boundaries of innovation. Many of these advancements, designed for use beyond our planet, find practical applications here on Earth.

• Communication Revolution: Satellites power the internet, television, and mobile networks, connecting the world like never before.
• Navigation and Safety: GPS technology enables seamless navigation, efficient logistics, and disaster management.
• Scientific Breakthroughs: Research conducted in microgravity aboard the International Space Station (ISS) deepens our understanding of the human body, aiding advancements in healthcare and aging research.
• Environmental Monitoring: Earth observation satellites track climate patterns, monitor natural disasters, and provide essential data for agriculture and urban planning.

Space technologies don’t just explore—they help solve real-world problems, making them indispensable in addressing global challenges.

No Space Experience? No Problem!

The space sector is facing a skills gap, as its rapid growth is outpacing the availability of qualified talent. According to the 2023 Space Sector Skills Survey, 52% of organisations in the UK space sector reported skills gaps in their workforce.

There is also a strong demand for individuals starting their careers in the space sector. The Space Skills Alliance recently analysed 812 job postings from the UK’s early-career space industry to identify the most sought-after skills. The analysis revealed that software development is the top technical skill, appearing in 49% of job listings. In particular, proficiency in C/C++ (22%) and Python (20%) is highly valued. This underscores that the space sector's skills shortage is primarily driven by a lack of tech expertise, highlighting the need for programming skills to be a central focus of the sector's skills strategy.

Moreover, employers are increasingly seeking transferable skills, with interpersonal skills required by 84% of employers and communication skills by 76%.

However, Alexander Associates has been collaborating with space companies to address this challenge by recruiting engineers from our network, with expertise in the automotive, defence, aerospace, and aviation sectors.

Pioneering Technology and Innovation

Engineers working in space-related industries have the chance to work with the latest and most advanced technologies. Space exploration pushes the boundaries of what’s possible in areas like materials science, robotics, artificial intelligence, and energy generation.

Here are some of the latest innovations from UK-based private companies:

• Space Solar: A company focused on space-based solar power (SBSP) to deliver clean, affordable energy. Its £624 million satellite could soon provide power to 3,000 homes from space.
• Skyrora: A Scotland-based company aiming to launch its first suborbital mission from British soil in the spring.
• Orbit Fab: A company working on "cosmic petrol stations" designed to extend satellite lifespans and enable deeper space missions. The company plans to be operational in space by 2027.

Engineers in this field are at the forefront of developing and implementing these groundbreaking innovations, contributing to advancements that often have applications beyond space exploration.

Kickstart Your Career in Space

Interested in exploring career opportunities in the space sector? Connect with our expert recruitment team for an introductory chat about how you can leverage your skills and secure a role with one of our leading space clients across the UK.

Contact:

Peter Webb: peter.webb@alexander-assoc.co.uk | 01959 562 572
Aimee Hall: aimee.hall@alexander-assoc.co.uk | 01959 562 572

Name: Alena Iqbal Meng (Hons)

Job Title: Project Manager – Digital Transformation

Location: Manchester

Alena Iqbal is a Project Manager at Amey. Alena's journey into engineering began at the age of 16 during a work experience at an engineering consultancy. While her peers spent their 1-week work experience photocopying documents, Alena had the opportunity to size a nitric acid tank, which sparked her passion for problem-solving and understanding chemical properties. The supportive and inspiring project manager she worked with played a key role in her decision to pursue engineering, leading her to study Chemical and Process Engineering at the University of Leeds.

Today, Alena thrives in her role, where every day brings new challenges. As a Project Manager she leads digitalisation projects, most recently working on a project to digitalise the planning process of Amey’s construction teams.

As a woman of colour in a traditionally male-dominated field, Alena has faced numerous challenges, yet she has always persevered. A leadership program with Amey helped her overcome imposter syndrome, boosting her confidence and fuelling her advocacy for more women of colour in senior roles within the rail industry. Inspired by the mentorship she received from two female graduates early in her career, Alena is now a passionate mentor herself, dedicated to creating more opportunities for women and paying it forward by coaching and guiding the next generation of engineers.

Today, we explore Alena's journey, as she shares her career path and encourages young girls to pursue their passions in engineering with confidence and without hesitation.

When did you realise that a career in engineering was right for you? Was there a particular moment in your life?

When I was 16, I did a 1-week work experience at an engineering consultancy which inspired me to become an engineer. While my friends spent their 1-week work experience photocopying documents, the PM looking after me had different plans! By the end of the week, I had sized a nitric acid tank. I enjoyed the problem-solving and the learning that came with it, such as calculations and understanding chemical properties. However, it was the team that made this experience truly memorable. I was especially inspired by the PM’s passion for all things engineering, and as a result, I decided to study engineering at university.

What does an average day look like for you?

It varies as I like to get involved in different projects and initiatives. I have weekly catchups with project teams to identify any issues with our digital processes and work towards resolving these. For processes that need fine tuning, I have a detail-oriented approach. The overarching theme is collaborative problem solving as I rely heavily on the expertise of some incredibly talented individuals. I’ve recently worked on a project to digitalise the planning process our construction teams use which has been challenging yet rewarding.

How did you get into this career? What qualifications did you get?

I was looking for a project management graduate scheme and this role seemed like a good fit. Due to the scale of the project and me being on a graduate scheme, I was able to try my hand at several roles which helped me hone in on what I enjoy: Process Optimisation! I graduated from the University of Leeds with a Masters in Chemical and Process engineering (MEng) which has been handy when working on processes in rail!

Did you face any challenges with your career decision as a woman engineer?

I’m a big believer in “If you can see her, you can be her” and I very much did not “see her” when I started, especially in senior roles. Initially, I felt like I didn’t belong in any room I walked into, and I’m sure this reflected in my behaviour as I questioned “Am I supposed to be here?”.

I completed a leadership programme with Amey specifically aimed at individuals from multicultural backgrounds. This programme, along with the mentoring l received, empowered me and helped me overcome my doubts. The rail industry has been championing gender diversity massively which is really promising. However, women of colour are still very much missing, especially in senior management; I’m expecting this to change soon.

What advice would you give to young girls considering a career in engineering?

Pursue your interests to the ends of the earth, whatever they may be. Don’t let society dictate where you do or don’t belong, and don’t self-reject! Operating from a place of abundance will yield far greater results than operating from a place of scarcity - build each other up. This mindset has greatly helped me in my career; where others have seen obstacles, I’ve seen opportunities.

Do you have any standout memories from your career as an engineer?

I do! During my 1-week work experience (mentioned earlier), two female graduates took me under their wing. I returned to that same engineering consultancy for work placements over the next few summers, and being around these women had a profound impact on me. Their genuine mutual respect and the care they showed me have stayed with me. In male-dominated fields, women can feel like they are fighting for one seat at the table; these women taught me the importance of creating more seats at the table. This experience is a driving force for the coaching and mentoring I do with early career professionals in my own industry. I believe it’s my responsibility to pay it forward.

Curious about our #ShesAnEngineer series? Dive into our video series featuring women who are driving change and breaking down barriers in their field. Discover their inspiring stories here: https://www.alexander-assoc.co.uk/women-in-engineering.

Salma Alarefi is a Lecturer in Engineering Education at the University of Leeds, where she teaches and supports the development of future engineers. Her expertise focuses on renewable energy systems, and she delivers lectures, laboratory sessions, and supervises students' technical projects.

Salma developed an interest in engineering during school, where she felt most comfortable in maths and physics classes. As a person who stammers, she enjoyed problem-solving activities that allowed for minimal verbal interaction. The satisfaction she gained from solving problems boosted her confidence in choosing engineering as a career. Inspired by her maths teacher, who demonstrated how math applies to everyday life, Salma became passionate about STEM, seeing it as a way to make a meaningful impact while staying within her comfort zone.

Today, Salma balances teaching, tutoring, project supervision, and research in engineering education. She holds a PhD and is a Fellow of the Higher Education Academy.

As a finalist for the IET Young Woman Engineer of the Year 2024, Salma is a passionate advocate for young girls in engineering. Having faced challenges as a woman in the field, she now uses these experiences as motivation to push forward.

Today, we dive into her story, exploring the experiences and lessons that have driven her success and shaped her journey.

When did you realise that a career in engineering was right for you? Was there a particular moment in your life?

At school, as a person who stammers I always felt more comfortable during maths and physics classes. I enjoyed indulging in problem solving activities that I could do on my own with minimal verbal interaction with my peers. From a very early stage of my education the satisfaction I used to get from being able to solve problems made me more assertive about choosing to study engineering. I was always fascinated about how my maths teacher always advocated for how maths is applied to every aspect of our everyday life ( measurements of ingredients, alignment of furniture, time and time management and schedule of our life, etc ) that made me even more passionate about STEM as it meant I could still have the chance to make an impact on everyday life without having to do something that would throw me out of my comfort zone

What does an average day look like for you?

The nature of my job, in teaching and supporting the learning of future generations, allows me great flexibility to be involved with engineering through different lenses. Ranging from technical hand on through my lab teaching and supervision of student projects, tutoring students and helping them with job applications and mentoring students in placement, to doing research to gain more insights on the experience of engineering students, contributing to engineering education policies and pedagogy.

How did you get into this career? What qualifications did you get?

I hold a PhD and during my PhD studies I worked as a lab demonstrator to support the delivery of lab sessions which allowed me to certify as associate fellow of higher education academy.

Did you face any challenges with your career decision as a woman engineer?

Of course I did and continue to, it was very challenging at the start and I remember all the emotions and moments of loneliness that I experienced. The thing I do differently now is that I use these as an opportunity to encourage myself to push more. I do not accept to be victimised for being a minority anymore.

What advice would you give to young girls considering a career in engineering?

Engineering is not just about field work. An engineering career, like engineering itself, is full of creative opportunities, is continuously evolving and dynamic but in a positive way. Society needs solutions and innovation that can address challenges that are specific to women and that can only be done by having more women on board. If you get on board, you have a great chance to make a lasting impact.

Do you have any funny or interesting stories from your career as an engineer?

The funniest memory was during my first lecture, when every student who walked into the lecture theatre and saw me got their phone out to check if they were in the correct lecture/venue. After they’d charge me, they would look at me and smile apologetically. I do not blame them as you do not see many women lectures in engineering, let alone a midline female lecture.

Curious about our #ShesAnEngineer series? Dive into our video series featuring women who are driving change and breaking down barriers in this male-dominated field. Discover their inspiring stories here: https://www.alexander-assoc.co.uk/women-in-engineering.

Natalie Parker is a Technical Specialist for the Operational Technology Group at Sellafield Ltd. Natalie’s passion for STEM, especially maths and science, led her to explore an apprenticeship in Control Systems, quickly advancing from apprentice to senior engineer. Today, she provides technical advice, supports projects, and manages a team of nine engineers, driving collaboration and innovation across facility teams.

As a finalist for the IET Young Woman Engineer of the Year 2024, Natalie is a strong advocate for young girls in engineering, highlighting the field's vast opportunities. She co-leads Sellafield’s Women in Technology group, working to achieve gender balance, and created the "Get Wired…Get Coding" workshop to inspire primary school students to explore electrical circuits and programming.

Today, we explore her journey and how choosing the non-traditional university route has given her valuable hands-on experience and encourages more STEM students to consider careers in engineering.

When did you realise that a career in engineering was right for you? Was there a particular moment in your life?

I always had a passion for STEM subjects throughout school in particular maths and science. I went to study my A-levels at a time the tuition fees had rose from £3000 and year to £9000. At this moment I realised I didn’t know what I wanted to study at university so started to explore apprenticeships available in the local area and discovered Control Systems which appealed to me. This was the first step into my engineering career.

What does an average day look like for you?

My days are extremely varied. I can be undertaking technical teaching to degree apprentices and acting as their line manager, undertaking assurance activities and investigations, providing technical support to projects and front-line engineering teams, carrying out maintenance improvements within my department, leading on work experience, leading the Women in Technology group.

How did you get into this career?

I began my Control Systems apprenticeship in September 2011. I stumbled across this apprenticeship not really knowing much about control systems but the involvement of maths and problem solving really appealed to me. I then spent the next 7 years developing from an apprentice to a senior control systems engineer. I then spent some time in the project team before entering my current role as a Control Systems Technical Specialist.

What qualifications have you earned?

I obtained a 1^st class honour in Plant Engineering (Engineering Systems).

Did you face any challenges with your career decision as a woman engineer?

When I had my children who are now 4 and 5, I suffered a bit of negativity with regards to my career and the unconscious bias of individuals. However, I have used this to my advantage and motivation to upskill management and this has given me the tools to progress in my career.

What advice would you give to young girls considering a career in engineering?

The world of engineering is so vast, and the opportunities are endless. As an engineer you can work all over the world in many different industries. It’s an exciting and ever-changing field to work in.

Do you have any interesting stories from your career as an engineer?

During my 7 years as a front-line engineer, I was involved in a very complex system modification due to problems with the facility equipment. The result from the modification enabled the facility to finish reprocessing nuclear fuel and I was able to sit with the operations team and watch the final shear. Very proud moment!

I have also loved running work experience and welcoming some of the students back as our control systems degree apprentices.

Curious about our #ShesAnEngineer series? Dive into our video series featuring women who are driving change and breaking down barriers in this male-dominated field. Discover their inspiring stories here: https://www.alexander-assoc.co.uk/women-in-engineering.