 that they encounter black women receiving to talk to us about equality in the workplace. I'm not gonna take the liberty of introducing her. I think she's probably the best person to talk about all the great things that she has done in her life. So I will then hand it over and let her get started. Thank you. Thank you very much. Well, I'm really delighted to be here. I'm going to be very brief about my careers. Suffice it to say I'm a physician, professor of rheumatology, became president of the Royal College of Physicians in the United Kingdom, then president of the Academy of Medical Royal Colleges, then my great-octane, and I became the government's first national director for health and work, and I've stayed on as a government advisor on health and work, particular interest in women in the workplace. And then in 2012, became the head of Noonan College, which is a Cambridge College, which is a women's-only college. So throughout my career, I've been really interested in women and the development of their careers. I'd be really interested in a full discussion today. What I'm going to talk to you about, there's a little bit, about just the Equality Survey, the Foreset Society does at home, and then move on to use, as an example, Cambridge University, just to give you a feel for still how bad we are at not getting women into STEM subjects and into technology. I will use that as an example. I then want to sort of use medicine as an in-between example, because medicine's partly a science and partly an art, and you'll see the slight difference there. I think there are a lot of questions about Cambridge, and by the way, Cambridge is very similar to Oxford and its figures is as it is. I'd be very interested in some of your comments on that. And then move on just to some examples from the Harvard Business School, where it's probably closer to your own experience, because it's the business world, and then end up with some more general marks, and then I hope we can have an interesting discussion. This was the 2016 Equality Survey. And I mean, on the whole, things have been improving in the UK, and from this survey, as you can see there, nearly nine in 10 men wanted women in their lives to have equality of opportunity with men. They thought it might be good for the economy as well, but 62 believed that more needs to be done to achieve equality. So, but that was an improvement on where we were before. But I do want to remind us, because we're all remarkably fortunate in this room. This is taken from Alison Wolf, the XX Factor, 2014. And what she did in that book was remind women who had been as fortunate as the women in this room are, that although we have had the opportunity of a good education and good careers, and as she said, you don't any longer have to be an extraordinary woman to have a successful career. Women do very well at school and in the initial exams, and in some of our universities in their examinations, women are more university students than men. And for 15% of women about that, life for those women is in a way more like men. But I want us not to forget that for 85% of women, life remains highly gendered, and many, many women are doing highly unsatisfactory jobs, low paid jobs and often in the gig economy, earning their living from several jobs. And this was just some of the figures from Alison's book. You can see their maids and housekeeping and cleaners, 90% female, nursing, psychiatry and home health, AIDS, 89% female. Interesting, the UK, the top of the nursing profession is becoming more male dominated. It was female dominated, it is now more male dominated. And inequality certainly in the United Kingdom is growing faster among women than among men, and more women are indeed getting to the top. Well, where's the worst place to be a working woman? I look very hard to see if you were there, but I couldn't find Singapore on this glass ceiling index from the economy. Here we are, just here. And the gender pay gap in women, in Britain women earn 16.9% less than men. So they're just some sort of general facts that it might be worth our thinking about. But I want to suggest to you that stereotyping starts pretty early. And if you think about it, we do stereotype people. On the whole, we think that nurses will be women. We think that primary school teachers will on the whole be women, but when we come to engineers, we tend to think of them as men, airline pilots, train drivers. I asked our train drivers union why we didn't have any women train drivers on our long distance trains in the United Kingdom. Because I do some work for the rail industry on health and work. And they simply told me that women do not drive trains, full stop. Women do not drive train. I said, but they fly aeroplanes. That did not move them one inch. And the trade union for the train drivers at home is so strong, we still do have one single woman driving a long distance train in the UK. So you can see how far we need to go. I hope you would assure me that this is changing. And of course, so many of the world's great chefs are men. So we tend, and I still think we do this, we tend to stereotype individuals. This is a piece of work that came out of the USA and was reported in the Guardian. So it's only media reporting. Therefore, you need to take it with the, if you like, you know, I won't say a pinch or salt because it was reporting a proper piece of work, a US study based at New York University. And found that unlike boys, girls do not believe that achieving good grades in school is related to innate abilities. And it said that five girls are just as likely as boys to associate brilliance with their own gender. But in this particular study, at six, this is less likely for girls than for boys. So are we beginning quite early on to start to really gender stereotype early on? This was the OECD report on gender equality in May 2015. And they looked at teenage girls' choice of subjects. Now, I think it would be reasonable to assert that boys and girls at birth, their abilities are similar. But it does seem as they go through schooling, according to them, the OECD usually do very good and very science-based research. Boys are more confident of their abilities to perform. And they will tend to go and have a go and while girls tend to play safe. And what they reported in this gender equality report that parents often don't give their children equal encouragement. They, it's often that the parents, even if their girls are better at science at school than their boys, will tend to expect a son to be more successful in science than they would expect their daughter. So are we as parents? Is there an unconscious bias there? And that was one of the messages of this report. And then Dame Athene Donald Chee is the professor of experimental physics at Cambridge, a great woman advocate for women in stem cell subjects. Now the master of Church of College in Cambridge, which is a college devoted to STEM. They have to take 70% of students who will suffer studying a STEM subject. But this is what she said in the times that, well, if we always give a girl a doll to play with rather than a train, then of course we're starting. Again, to a stereotype of female. And if they're making tea and worrying about their hair, do they really imagine themselves as engineers or chemists? But this, and I did put it in red because I think this is really quite shocking. And this is again, British schools that peer pressure, and this is in our state schools, not in our private schools where women do better on the whole in science than in our state schools. Half of mixed sex, it should say state schools, send no girls to do physics at a level. So there's already that if you are in a state school system, your chances of being encouraged to do the stem cell subjects are far less than girls at single sex schools which are nearly all in our private sector are 2.5 times more likely to study physics. So again, there's something about the type of our school system. And then when it comes to vacation jobs, do we stereotype women and men then? And I think that is worth thinking about. So let me tell you what it looks like in Cambridge. And there are some things here on which I wouldn't mind your views. It would be fair to say quality and diversity are continuing issues. It's a great university, has about 12,000 staff. It's a mixture, many of you in this room will know of the oldest first colleges concerned and that's our college over this side, 1871. But some wonderful modern buildings as well. So our vice chancellor who steps down in three weeks time, he's retiring, we have a Canadian vice chancellor coming. So Boris said, we believe in the dignity of people and their rights to respect and equality of opportunity. And we value the strength that comes from the difference and the positive contribution that diversity brings to our community. And he's been a great advocate, provide diversity of every kind in the university. And we have to hope that his successor will do the same. And as I said, staff about 11,400, these are the academics, that's academic related. Then of course the more people are employed as assistants and researchers, that's our BME community by the way that does include our Chinese staff. White British can see that, white others. And you can see the staff of the university is fairly split between male and female. It's always difficult with those, when we ask people to declare they have a disability, many people may choose not to declare. This is just again looking at some of the highlights on staff and this is the brighter blue are the females, the lighter blue are the men. So this is all staff. So this would include assistants within the departments, et cetera, secretaries that would include anyone who worked within any of our STEM subjects. So 3,251-3770, this is within the humanities. Again, you could say not so bad, but now when we come to STEM academics. And what I'm going to show you in a moment is just how our women do as they progress through the university, but they don't have that many role models. And when it comes to the professorial level, we have only 18% of our professors are female, one eight. We have the worst figures of any British university. Still, we're improving, I gather that it might be about 20% because a new report was just coming out as I came away. And this is in the humanities where you might expect that we might see more female. So the actual role model for moving up the ladder in STEM cell subjects is not great. And you can see here the other figures there. I've been a continual worry to the university that we have still fewer female academics than men and they've done a lot of work on unconscious bias, et cetera. So now if you look at the undergraduates, females, 44% of our undergraduate population, and then we have both taught postgraduate courses, the MFILs, and we have research post grads. So they're mainly PhDs, and you can see the number of women there. But this is now our undergraduates coming into Cambridge to do their first degrees. This time the pale blue is the female and you can see a considerable difference, 36% there. Within the humanities it is 58%. But this is the biggest conundrum of all. And if you have any suggested pieces of research that we perhaps could do, we've done a lot. But they come into Cambridge with the same examinations from school. There are grades you have to get and there's no variation. There's no exception to the rule. And so for science it's A level two, A stars and then A minimum. But when it comes to the final exams in Cambridge, I've looked back the last 10 years, but it may go on well beyond that. First class, 32% of men and 23% of females. And that has been a persistence. It is the same at Oxford. And yet it's not quite like that at any other British university to that extent. But the gender attainment gap is similar in STEM as in the humanities. And when it, you get to a good degree, so a class two, one actually then it is reversed. Our Chinese students do extremely well in the final tripos and in part one of the tripos. Now that is a problem. It's not such a big problem in some other British universities, but it is still the pattern. I'm showing you rather the extreme here. But the real problem is that if we have low females in STEM subjects in the university, then it's a pretty big bottleneck in getting women into technology and into entrepreneurship. Because we haven't got a pipeline and we don't seem to be getting that much better because of course you do have to be technology literate and especially in computer coding. And yet when women do choose to become entrepreneurs, they can often outperform their male peers and women-led companies often do significantly better than average, but there are just not enough role models around. And we just don't have a pipeline that is actually feeding this particular industry. And I've talked to this about this quite a lot. To Matt Clifford is a very bright young man from Cambridge who went into McKinsey's and then formed his own company, Entrepreneur First, which he sold at Great Profit quite recently. But what Matt said to me, he's quite frustrated by it and said that we just really got to change the culture. This isn't a genetic issue. This is straightforwardly a cultural issue, but it goes back quite a long way and it may well go back further than we think. And he says coding should be in our curriculum. Coding is okay, whether you're male or female. And he said somehow women seem to think that the tech world is very narrow when it isn't necessarily narrow. And how do we get the message changed? But we do need some really significant role models to change this. So any thoughts you have on this, I'd be very grateful for. So that's a little bit about Cambridge. My own career is as a medic. And as I said, this is a specialty where you need a lot of science, increasingly more science, but you do need some of the humanities. Medicine isn't just about the sciences. And I'm very happy to say for many years we've had meritocracy in our medical school. There is not one independent piece of systematic evidence that shows that there are any barriers against women's advancement in the medical profession. You can't find any literature. Now people may tell you there are, but there isn't actually any literature whatsoever. But what I'm going to show you is the sort of choices that women make, which are really quite interesting. And we've now got, I think it's over 70 specialties to choose from. So there are lots of subspecialties and women can make lots of choices. Female intake is very high, more women doctors now than there are male doctors going into and coming out of medical schools. We have a common pay scale, which is not true of a lot of professions, but we have far too few women who want to become clinical scientists, who want to do the laboratory work that's related to medicine. They do quite well, go through medical school well, they get a PhD very well. And then when it comes to being a more senior researcher, they drop off. So people like the Medical Research Council, the Wellcome Foundation or the Wellcome Trust would love to have more women in their senior research positions. And we have too few women who go on to reach the top positions. So it's not just do they go into the scientific part of medicine, but I also want to bring in the idea about why they don't actually go, a lot of them to the top of medicine. So although this is taken from a working party in 2009, the college was when I just, that was after I stopped being president, but I was still very involved in this research, but the figures have not changed much. So there's subjects in medicine that are people orientated over here and quite planable. And these are quite planable. If you want a career in pathology or radiology, when you start to come over here, you're on subjects that are less planable and also much more technical. Now this is an interesting one because radiology is becoming much more technical. As it's advanced, there's much more physics in it. It's becoming a much more technical subject. And these, of course, are either unpredictable or quite technical. And so what women do is choose the predictable and the less technical as you can see there. So they like something that's planable and one can understand why that is and is predictable. So they make choices which take them out of the more technical subjects. They don't go on to be clinical scientists. And the thing that has really interested me because I've spent some of my life trying to persuade them to go up the medical ladder because quite a few of my friends and I've done it so it's quite doable. And when they've chosen what they're going to do, they'll get to a consultant level or to becoming a partner in general practice. But do they want to be president of the general medical council or head of the BMA? We've never had a woman in either of those positions. We have very few women deans of medical scores. We have relatively few women as medical directors. So again, it is quite interesting. You can see there, less than 25% of our medical directors are women and just 13% of university professors. So kind of what is that about? And this book, The Confidence Code by Katie K. and Claire Shipman talked about the fact that women don't feel quite so confident as men they let their doubt stop them and we tend not to try rather than not to have the ability. And that book goes on at quite a lot of length about that topic. Some of you in the audience will know who Mary Beard is. Mary is a fellow of my college, a very prominent classicist, now quite a media personality and she gave a very good lecture recently and then wrote it up in the London review of books and Mary summarized it as saying, women are perceived as being outside of power and by various unconscious means, we cast women as interlopers when they make it to power. Knocking on doors, shaking the cage, smashing the glass ceiling and she described that as underlying female exteriority. I have to say I didn't experience that myself in medicine but there may be many professions in which that is so. Just thinking about how many women get to the top in the business world and you will know this much better than I do, this was just taken from some insights from Bain and Company and looking at women and men when they were newly appointed or when they were experienced thinking about their path to the top. I see myself fitting into the typical stereotypes of success within my company. Well, you can see by the time they're experienced, then men are doing much better than women. Supervisors being supportive. Again, the men do better than the women. I have role models similar to me, senior top management. So fewer role models. They were some of the things they thought and the Harvard Business School which I thought was a fascinating study. They said this was their MBA program and this was looking at a survey of their graduates on their career success and they followed them over many years and they said that men and women start with similar goals. Few women opted out to have children but women prioritized their home life over their careers and therefore it slowed down their progression. So it wasn't that they just took time off to have families. They had their families came back but they didn't pursue that career structure as much as their men did. The men expected their careers to take precedence over the women and the women had hoped that their careers would take precedence over their partners but were disappointed. So when you read this report, and not only were they less satisfied but many of them left. They left their high flying jobs. It wasn't that they did nothing. Many of them formed their own small companies or did things in which they had much more personal control and were able to develop a career but not the career that they had originally wanted. And this need to provide good re-entry points was very well made in this report and the British Civil Service has very, very good terms of service for women who want to take leave, maternity leave but what I've observed from doing three reports for government is when women come back from maternity leave they're often given rather lesser jobs. Well, let's come back and not give you too stressful a job whereas what most women would like is something to really get their teeth into. They don't want to come back to a lesser job. So it's more meaningful work and more challenges assignments and of course men play a big role in life. Just one or two odd slides that I found that I thought were important to equality and diversity. I haven't read this report carefully enough but I'm going to read it much more carefully but I only got it about three weeks ago. It's the Chartered Insurance Institute, 2016 and it's women's risks, exposure and resilience to risk. And I just picked out one or two facts which I think is of interest. I hope to both the men and women in the room. This was on education about what girls do at GCSE which is one of the exams used to be called O level at home and they do better than the boys. 51% of women go into university, 42% of men. And women earn the same as men in their study in their 20s but as they get older, they're earning less. 29% of women earn below the living wage, 22% of men. And as you can see, men on average accumulate five times the pension pot of women. And they were very, it was a very good report that then dissected each of these things but I thought that was quite interesting. Finally, could I get you to remember that a woman's life has quite a lot of humps in it. Men's do but I've talked to you about the gender stereotyping early, the building of confidence. Young workers, whether they're male or female can often have job insecurity but there's maternity leave, family pressures, harassment, sexual harassment at work is alive and well. There's caring responsibility. We don't want to talk about the men and poor because it's much too embarrassing but it does cause women to leave work or feel so ashamed that they don't want to talk about their symptoms. And we need to get over that and just talk about it like we talk about maternity leave. So they might leave the work a place early. This is just a project at home and it was women's experience of bullying and harassment. The base number was 22.061, 50% over all females. And it just gives you some idea in this particular study that, and this excluded sexual harassment but 71% of women with disabilities experienced bullying and harassment and 61% of bisexual women but in the age of 28 to 40. So that's alive and well. I won't waste time because I'd like to discuss things on the gig economy but I'm very conscious that women are very much alive and well in the gig economy, often in secure work, often doing two or three jobs to make up a living wage and many of them may be single parents and the breadwinner. So I think the gig economy is something that women participate in. Caring in the UK is primarily done by women. Men do participate but women are more, and then the menopause which I've mentioned and we need to think about doing something about that. So I've taken you through a very rapid chance through some things about equality and diversity but knowing the background of many of you I'm really interested in your observations on what we do to get more women into STEM and keep them there. We are getting better at getting women into engineering but if it's civil engineering, they leave quite soon. So there's lots of things that I think we don't understand well and we really need men to help us understand them more and we certainly need to get more women into the science subjects and I think we're very much on a journey. I don't think this is a completed journey but I think we're getting there. So I'm going to stop there but I'd really love to hear your experience of what happens in Singapore or in Asia or any observations you have which might help the work we're trying to do in Cambridge. I sit on the university's equality and diversity board so as I say, we face quite a lot of challenges.