2014-19: Inclusive engineering and strengths development
Brunel University
Introducing inclusion and strengths to the Brunel Mentor and Mentee community in engineering
2015-17: Symposium and Inclusive Engineering Good Practice
UCL Centre for Engineering Education and the Royal Academy of Engineering
The culmination of eight years of work that saw the Integrated Engineering Programme launch and a symposium on inclusive engineering launch a report with the Royal Academy of Engineering. Helping others shift and explore new ways of doing things lights our fire. Knowledge sharing and building on great practice.
2018: Engineering curriculum development
Canterbury Christchurch
We love to work at the interface of HE and industry. Translating the needs of employers into course design and ensuring students understand the importance of communication with users and each other in design and product development is at the heart of a great course. Providing students the freedom to be creative and gain confidence in collaboration.
2018: Gender Balance Programme Consultancy
Institute of Physics
Working with the IoP develop the next phase of the Gender Balance Programme and create a benchmarking tool ready for a pilot.
2016: Strengths Advocate Programme
Janssen
Katalytik has been supporting Janssen Pharmaceutical, part of Johnson and Johnson, to develop and grow a community of practice based around strengths. The Katalytik Advocate programme is being rolled out across the EMEA region with workshop and communications activities to support and develop strengths thinking.
January 2015: Diversity in Engineering
Women’s Engineering Society
Exploring the inspirations, aspirations and destinations of potential engineers by gender, ethnicity and socioeconomic background.
July 2013: SET to Lead
University College London
Good practice guidance to create inclusive assessment centres, aiming to boost recruitment of women into engineering roles.
Addressing the differences in transition rates between male and female engineering and technology students into relevant jobs. This guide collated good practice from across 25 employers.
2012: Jobs for the Boys?
University College London
Research report of Set to Lead
Investigating and addressing the differences in the transition between men and women from engineering and technology degrees into relevant employment.
May 2011: Equality and Diversity in Construction
Equality and Human Rights Commission
Good practice for the construction sector: A framework for action for advancing diversity and staff retention in the construction sector: knowledge management, workplace culture and practice, communications and business results.
2008: Returners and Re-entrants
British Computer Society
Making the most of a lost talent pool – a good practice guide for IT employers.
As part of the Equalitec project, Katalytik produced ‘Returners and Re-entrants’ – a collection of schemes and programmes operating within companies to both attract and manage the returning and re-entrant process.
January 2008: Different Women Different Places
Booz Allen Hamilton and the UK Resource Centre for Women in Science
A groundbreaking report in conjunction with the Diversity Practice focuses on successful black and minority ethnic (BME) women in the workplace with a new and dynamic perspective on the factors that guide successful BME women. The report revealed valuable findings for HR and diversity professionals, government bodies, businesses and organisations.
Read report
2007: Taking a Break
British Computer Society:
A guide to planning your career break for IT professionals
As part of the Equalitec project, Katalytik produced this self-help guide for mid-career professionals taking a break for personal or lifestyle reasons, encouraging them to return to IT to maintain a healthy and diverse profession.
May 2007: Diversity in professional bodies
Equality and diversity in professional bodies: a study and tool for the Science Council and the UK Resource Centre for women in science, engineering and technology.
We created a snapshot audit tool for Science Council member bodies to use as an internal benchmarking tool.
June 2006 : Women for Science
InterAcademy Council
The report made urgent recommendations to the world’s largest national academies of science on actions to take to increase the participation and retention of women in SET and ultimately to increase the numbers and proportions elected to the academies each year. Jan Peters, principal associate was the study director.
November 2002: Set Fair
Greenfield report to the UK Government on women in science and engineering
Katalytik principal associate Jan Peters managed the background policy work and subsequently the three working groups, the main panel and report production for this landmark report on women in SET which resulted in four key recommendations to the Secretary of State for Trade and Industry.