Technology Graduate

Description

GO LOOKING FOR CHANGE

What do we want?

We’re looking for people that want to make the right start in their careers. We want people who have a passion for technology and who like to do things differently.

What’s involved?

You’ll be based in one of our development teams, honing your software and programming skills whilst getting an understanding of our business and financial markets.

Why come to us?

Technology is at our core. It’s industry-defining and best-in-class, but we are striving for even more. You’ll have the opportunity to work with cutting-edge technologies while learning from some of the best technicians in the business. As a technology graduate, this is a chance to accelerate your skill set and gain invaluable real-world experience.

ABOUT THE PROGRAMME

  • This is a 16-month programme, broken into four distinct learning streams, where you’ll have the opportunity to work across multiple teams and develop a wide range of skills.
  • The programme takes your input into account; combining your interests with areas where your contribution will make the most impact.
  • The programme includes highly personalised mentoring, regular seminars with senior managers and key staff, social events and opportunities to participate in the firm’s charitable activities.
  • At any time you’ll be working on one or two projects, with direct business impact, in a supportive team that values open communication.

Company Information

We are a global alternative investment management company where clients come first
Our core purpose is to deliver returns for our clients who entrust their assets to our care.

We do this by placing enormous trust in our people – a diverse, talented and creative team – who each take responsibility for their part in making Marshall Wace the rigorous, disciplined and innovative company it is.

Integrity is fundamental to how we operate. It underpins how we treat our clients, our people, our investments and our communities.

We hold ourselves to high standards and aim to lead by example. We are signatory to several industry standards, including the UN supported Principles of Responsible Investing.

What are we looking for?

Candidate Qualities

Academic achievement

Academic achievement

Applications are welcome from all bachelor’s, master’s and PhD students.

Lead the way

Lead the way

A mindset of innovation, brimming with ideas at every level, even in the everyday tasks.

“Shoot for the moon” ambition

“Shoot for the moon” ambition

We want people who think differently and who push hard stop to solve the problems and execute positive outcomes.

Build value

Build value

Our graduates need to think critically about a range of strategic issues impacting the business.

Technology driven

Technology driven

We look for graduates who have experience working with at least one programming language, demonstrating a self-driven interest in technology.

Agile minds

Agile minds

An ability to rapidly move between projects, often working on different tasks at the same time.

What will you get?

Bonus

Free on site gym

Free staff restaurant

Full study sponsorship for any qualification

How to apply

Please click on this link to apply

Marshall Wace Asset Management Limited

The facts

Published
October 1, 2021
Location
London
Category
IT & Technology  
Job Type
Graduate Programme  
Closing Date
Early November 2021
International Visa Sponsorship
Yes
Sector
IT & Technology
Candidate Type
Graduates or Undergraduates
Salary offer
£50,000.00+

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Every day, we help improve the health of millions of people around the world by discovering, developing and manufacturing innovative medicines, vaccines and consumer healthcare products. 

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Key Diversity Information:

“We take pride in being a company where everyone can be themselves, and where diversity is embraced and celebrated. At GSK, we all hold ourselves accountable for ensuring that respect and inclusivity are at the very heart of our culture as a company.

  • Emma Walmsley, CEO, GSK

As a company which improves the lives of hundreds of millions of people globally with our medicines, vaccines and consumer products, we take pride in providing access to all – but we have an opportunity and obligation to do more to improve inclusion and diversity: for our people inside GSK; in the way we do business; and in the communities where we operate. 

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GSK has announced aspirational targets to make further progress on its gender and ethnic diversity representation in senior leadership…

As a result of work to increase female representation in senior roles, GSK has already exceeded its target of 37% of VP-level and above roles being filled by women. The company will now extend this to increase female representation in VP level and above roles to at least 45% by 2025.

In the US, a new target of at least 30% ethnically diverse leaders by the end of 2025 is now in place to increase representation from the current level of 23%. In the UK, the new target is at least 18% ethnically diverse leaders by the end of 2025, from a current level of 11%.

We are a global alternative investment management company where clients come first

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Integrity is fundamental to how we operate. It underpins how we treat our clients, our people, our investments and our communities.

We hold ourselves to high standards and aim to lead by example. We are signatory to several industry standards, including the UN supported Principles of Responsible Investing.

Diversity information

We are committed to social responsibility

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We also give grants of up to £5,000 per employee to attend conferences or study new topics in order to advance their knowledge as well as fully paying for any professional qualifications that staff wish to take. 

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Vodafone is a leading telecommunications company keeping society connected and building a digital future for everyone. 

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Diversity information:

At Avanade, Inclusion & Diversity is part of everything we do, from the way we treat people to how we make decisions, to the solutions we take to market. We believe it’s a discipline that must be practiced with vigilance every day.

Avanade has pursued a deliberate and purpose-driven strategy around Inclusion & Diversity (I&D) since our founding in 2000. It started with our focus on a challenge that we face: the lack of women in the technology industry. To address that, we had to go to the root of the problem, which was attracting girls and young women to STEM, offering scholarships and creating programs. But Inclusion & Diversity is not limited to one group of people or one challenge. Inclusion is everyone, everything, every day. It’s the rising tide that lifts all boats. If our inclusive culture doesn’t consider all races, gender identities, ethnicities, sexual orientations, disabilities, ages, religions – all people and all phases of life – it falls short.

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Inclusion: ensuring all individuals feel respected, heard, and that they can do their best work

Diversity: ensuring our workforce demographics reflect our clients and communities

Belonging: ensuring that everyone can be their authentic selves at work and that they feel welcomed and valued

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Arup is the creative force at the heart of many of the world’s most prominent projects in the built environment and across industry. We offer a broad range of professional services that combine to make a real difference to our clients and the communities in which we work. We are truly global. We have worked in more than 145 countries serving more than 7,000 clients. Our 16,000+ planners, designers, engineers and consultants deliver innovative projects across the world with creativity and passion. Founded in 1946 with an enduring set of values, our unique trust ownership fosters a distinctive culture and an intellectual independence that encourages collaborative working. This is reflected in everything we do, allowing us to develop meaningful ideas, help shape agendas and deliver results that frequently surpass the expectations of our clients. The people at Arup are driven to find a better way and to deliver better solutions. 

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Cummins Inc. is a global power leader with complementary business segments that design, manufacture, distribute and service a broad portfolio of power solutions. Our culture is one that believes in POWERING YOUR POTENTIAL. We provide global opportunities to develop your career, make your community a better place and work alongside today’s most innovative thinkers to solve the world’s toughest problems. We believe in flexibility for you to explore your passions and make an impact through meaningful work within our diverse workforce

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  • Cummins employees come from different backgrounds and experiences and aspire to a workforce that is representative at every level of the communities in which Cummins operate around the world. They are each unique in their perspectives and passions. Employees have varied experiences and personal motivations that drive them. They are united in their relentless desire to see a world, a workplace, a team where all people are embraced for who they are and what they aspire to do.
  • At Cummins, diversity, equity and inclusion is a business imperative. Having diverse, equitable and inclusive workplaces allows Cummins to attract and retain a truly global workforce. Diversity, equity and inclusion enable Cummins’ ability to bring the right combination of perspectives, insights and skills to solve the challenges of today and tomorrow. As part of Cummins’ global commitment to diversity, equity and inclusion, it is taking proactive measures to review talent management and accountability systems and processes to mitigate bias and ensure the equitable acquisition and advancement of all talent.
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               Employee Resource Groups within Cummins

  • With more than 150 employee resource groups (ERGs) worldwide, Cummins constantly seeks new ways to provide ample opportunities for leadership training, cross-cultural learning and professional development. Established around the world, ERGs are open to all employees and organized by different facets of diversity like gender, age, disability, sexual orientation/gender identity, multicultural and military status.
  • ERGs at Cummins are voluntary, employee-led groups that serve as a resource for members and the company by helping to foster a diverse and inclusive workplace aligned with Cummins’ mission, vision and values.
  • The Cummins Global Inclusion Leadership Council (GILC) was created to more closely knit together the array of global ERGs to amplify the voices they represent and harness their collective power to effect positive change within the company. Through this global council, each dimension of diversity has a global executive sponsor and chair to help ERGs work across regions creating unprecedented, positive impact within Cummins.
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  • Age
  • Disability Inclusion
  • Gender
  • Military Status
  • Multi-Cultural (Race/Ethnicity)
  • Sexual Orientation/Gender Identity

Learning and Development:

  • Cummins leaders understand the importance of diversity, equity and inclusion to our global company. Cummins continually seeks to increase awareness and grows DE&I skill by educating all employees on cultural competence, valuing difference, and fostering an inclusive environment. We encourage every employee to take personal ownership and accountability for DE&I. We offer a wide range of learning and development opportunities. Here are some of our development programs focused on aspiring leaders:
  • Global Leadership Development Program was first launched in 2010 with a goal to better leverage our key talent globally. The program focuses on individual and team development.
  • Global Leadership Representation was first launched in 2010 with a goal of providing focused mentoring and visibility to our up-and-coming leadership talent across the globe. The program also supports our global diversity and inclusion goals of developing women and minority employees.
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  • Culture and Its Effect on Communication 
  • LGBTQ+ Safe Leader Training 
  • Preventing Sexual Harassment 
  • The Spectrum of Diversity and Inclusion 

I Belong at Cummins – Cummins Careers YouTube 
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Newton has multiple networks for both allies and members of the group in question. These include the Wom-N network, the Disability Network, N-Pride and the Ethnicity Network. In turn, the networks run various events. For example, we have had a Gender Month (involving feminist speakers such as Sara Sandford, discussions of masculinity from David Brockway, and a book club focusing on Criado Perez’s Invisible Women). A Black History Month, including a Black Voices Panel session is occurring over October. Newton regularly runs Lunch and Learn discussion groups, to allow employees to learn from the perspectives of others – a recent Lunch and Learn about transgender perspectives was attended by over 100 employees.

Diversity and Inclusion

We are an award-winning consultancy that’s committed to closing the digital skills gap and making data, AI, and technology accessible for all. We do this by hiring graduates and junior professionals without any relevant skills or experience in data, AI, or technology, and paying them to train over 15 weeks. Once trained, our consultants are assigned to leading UK clients for a period of two years where they apply the skills acquired to real-world projects.

Our mission is to develop a diverse workforce for the technology industry and make Kubrick a place for everyone, regardless of gender identity, ethnicity or nationality, disability, religion, sexual orientation, socioeconomic background, or age. We strive to build a workforce that is representative of the society we operate in. We look to consider diversity in everything we do, and have implemented some more specific initiatives:

Our network of Diversity Champions brings their passion for inclusion into Kubrick by acting as ambassadors to educate and support colleagues, as well as advocate for positive change.

Our consultants all have dedicated success managers providing them with the help and support they need, both during their training, and while deployed onto our client sites.

We help amplify the voices of underrepresented groups in our industry through a variety of initiatives which include podcasts and live events.

We have developed partnerships with organisations such as Young Data Minds and Women in Data to help improve diversity in the industry.

We have started supporting young people to develop an awareness of careers in tech through outreach events in schools.

We are proud sponsors of social mobility charity Shadow to Shine and are working closely with them on a variety of initiatives to increase diversity in technology.

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About
Jane Street works differently. We are a quantitative trading firm active on more than 200 trading venues across 45 countries. As a liquidity provider and market maker, we help form the backbone of global markets. Our approach is rooted in technology and rigorous quantitative analysis, but our success is driven by our people.

Our bright, beautiful offices in the heart of New York, London, Hong Kong, and Amsterdam are open and buzzing with conversation. We come from many backgrounds and encourage travel between offices to share perspectives. Some of our best ideas come from bumping into a colleague at the office coffee bar.

Markets move fast. Staying competitive as we’ve grown has required constant invention—of new trading strategies, technology, and processes. We’ve found this is easier when you hire humble, kind people. They tend to help each other, and prioritize teamwork over titles.

We invest heavily in teaching and training. There’s a library and a classroom in every office, because deepening your understanding of something is considered real work. Guest lectures, classes, and conferences round out the intellectual exchanges that happen every day.

People grow into long careers at Jane Street because there are always new and interesting problems to solve, systems to build, and theories to test. More than twenty years after our founding, it still feels like we’re just getting started.

Diversity information:
Culture
Work at Jane Street is exciting and challenging. We trade in incredibly competitive, fast-paced environments, and feedback on successes and failures is quick and tangible. This allows for constant evaluation and improvement of our strategies and performance.

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