GenPol on BroadwayWorld – How to prevent abuse in the arts

We’re excited to share BroadwayWorld‘s article on our partnership with University Women in the Arts!

Jennifer Tuckett, Director of University Women in the Arts: “We are delighted to be working with GenPol on this panel event as part of our new major project we are running with GenPol on how to prevent abuse in the arts. We hope the panel will offer important advice for female arts students, women wanting to work in the arts, and those who work with them in the education sector and arts industry”.

Lilia Giugni, CEO of GenPol: “We are thrilled to be partnering with University of Women in the Arts to help prevent sexual and gender-based violence in the art industry. Discrimination, sexism and actual abuse undermine the lives and careers of too many women artists. We hope the panel will offer a little taste of the forthcoming book on which we are working together and the solutions we propose.”

Read the full article here and join the panel discussion on July 20th 2018 as part of London Writers’ Week. Panellists also include The Guardian Higher Education Network editor Rachel Hall, playwright, mentor and Learning and Participation Manager at the Ovalhouse Theatre Titilola Dawudu, and playwright, Artistic Director and BBC New Talent Hot List writer Jingan Young.

 

[image credit: amira_a]

GenPol’s First Live Podcast: What Role Can Men Play In Gender Equality?

  • July 16th, 2018
  • Blog

You may remember that GenPol teamed up with our friends at SOS Music Media to record a live podcast on the role men can play in advancing gender equality?

If you didn’t manage to get a ticket, don’t worry! You can now listen to it here.

With huge thanks to everyone at SOS Media and The Cambridge Centre for Social Innovation who were our event sponsors. Don’t forget to share the podcast on social media (and give us a follow on Facebook , Twitter or Instagram if you haven’t already)

 

 

GenPol at London Writer’s Week- Panel Discussion with University Women in the Arts

  • July 12th, 2018
  • Blog

GenPol are teaming up with University Women in the Arts at London Writer’s Week for a panel discussion to explore how we can improve the transition for women from studying the arts to working in the arts.

Panellists will include our CEO Lilia Giugni- who will be discussing sexual harassment in the industry- as well as the editor of The Guardian’s Higher Education Network Rachel Hall,  playwright, mentor and Learning and Participation Manager at the Ovalhouse Theatre Titilola Dawudu, and playwright, Artistic Director and BBC New Talent Hot List writer Jingan You.

Join us on  Friday 20th July, 2pm  –3pm, at the Diorama Arts Centre, Regent’s Place, 201 Drummond St, Kings Cross, London NW1 3FE, UK.

Price: £5 (or included in the Festival Pass or Day Pass)

Get your tickets for the event here

Spotlight on Women in Business: Overcoming Imposter Syndrome

  • July 6th, 2018
  • Blog

This week, we spoke to Dr Terri Simpkin about overcoming  ‘the Impostor Phenomenon’. Terri is the Higher and Further Principal at CNet Training and a Visiting Fellow at Anglia Ruskin University.  She is actively involved in developing programmes to advance the status of women STEM occupations including her own Braver, Stronger, Smarter programme to diminish impostor phenomenon.  Terri is also working on a suite of research to inform emerging workplace structures in the ‘Second Machine Age’.

Her comments resonated deeply with so many of us, and we hope you will take away the same reassurance and sense of power that we did.

Can you tell us a little about your current research in to women in STEM? How did that come about?

My current project came about with a move to develop a master’s degree in leadership specializing in data centre management. At industry seminars or at panels, I’d look out over a sea of white middle-aged men, and I’d find myself thinking ‘where are all the women, why is there such a visible lack of representation in operations, IT and engineering at all levels but particularly in key roles?’ I started looking at imposter phenomenon- there is so much good work going on in STEM to get women in to the industry (as graduates, girls in schools) but that doesn’t seem to be making a difference fast enough – I ended up asking ‘what’s going on? Why are we not seeing a marked shift in terms of women occupying non-traditional and higher level posts?’

So, I replicated a piece of research done in 70s using the same diagnostic to see if there was a problem in the data centre sector. Ironically enough I couldn’t collect enough data from women in these centers for me to complete the study, so I re-expanded it to include women in broader STEM occupations. From that work I discovered that 89% of women were experiencing, or had or experiences of the imposter phenomenon.

What is the Imposter Phenomenon?

It’s mostly fear. A fear that, at any given point in time, someone is going to tell you ‘we should have given the job to someone else’, or experiencing a sense of crushing fear of failure succeed despite a track record of past achievements. There are so many women who want to occupy Senior Leadership Positions but feel totally exposed by the pressure of having to meet their own incredibly high standards of absolute perfection.

But it’s not about ‘fixing women’.  We’re taking these findings into work places to try and raise awareness of how the systems and processes are stopping women from making progress. This idea that ‘you must be perfect’ is a fear so many of us relate to, and that is common across so many types of work. Every time I run a session I stay behind for a good hour as I have so many women suggesting I’ve put words on everything they’ve been feeling. Putting a name to Imposter Syndrome is important: diminishing this preconception that women need to be more confident, that the fault somehow lies with them, is even more so. Women have confidence but sometimes they don’t have a sense of self-efficacy. They’re confident they can progress in leadership but less sure about whether they’ll be able to make the situation work for them, and whether the systems in place and the odds at stake can work in their favor, and that’s an entirely different narrative to women lacking confidence.

Why is this such a common phenomenon? How is it that so many of us will be able to relate to the scenario you’ve just described?

At lot of it comes back to socialization, and that’s a big problem to solve! The way women and girls are raised, treated in schools and at home and in the public media. Generally speaking, a lot of us are taught to be one way: even if you challenge those ideas the social messages and expectations are still pervasive. Challenging those preconceptions means pushing against pre-determined ideas about how (and what) women should be in the workplace, and how they fit into the workplace. Things like rewards, recognition and promotion plans are geared towards a typically ‘male’ kind of management. I’m often asked by very well-meaning men why women don’t apply for senior management positions. Often it’s because those job descriptions identify what’s still seen as a typically male profile  (out there strong, visible, assertive, aggressive). Yet for most of living memory, women have been told that ‘nice’ girls don’t do that kind of thing. It often comes to a choice between being seen as being more masculine or not putting yourself in that role. High profile leadership positions are highly visible, open to criticism, and many women are saying ‘you know what, I’d prefer not to put myself in a position where I am open to ruthless criticism, I don’t want to fail in a very public manner’ even though the chances of them failing are actually very slim indeed.  It’s robbing people of career progressing and our organizations of some outstanding talent.

So do you think the problem could lie in the type of working environments women find themselves in?

The workplace structure still carries a gender bias, and a socialized imposter syndrome exacerbates it. When you break it down people are socialized in a certain way, and when it’s challenged that causes people a lot of discomfort. The fact remains that in many cases this bias prevents people doing the jobs they could do, particularly in STEM which still has a huge gender disparity.

They are still generally engrained of ways of looking at confidence. Women are still expected to be liked, women who are confident and competent are not liked.  It’s the old adage, a man is considered strong and decisive, women are considered ‘bossy’ and ‘bitchy’.  It’s a classic double bind.

That’s sort of where the image of the 80s, power suits and padded shoulders alpha female came from, wasn’t it?

Exactly! But we’re still seeing those kinds of attitudes today. Look at the scrutiny that May and Merkel get in comparison to male counterparts (look at what Boris Johnson can get away with…)

Our sense-making comes down to what we see and what seems plausible. Ultimately women are approaching these positions with a lack of plausibility- high level, successful women in business and politics for example are not visible due to being in the minority so it doesn’t seem likely to others. If we look In to STEM occupations for example, we see very few women at a high level, and as a result we tell ourselves that it is not probable that we could get that position. What’s plausible and what’s real are two different things.  Sadly, when we make sense of the world, plausibility, no matter how wrong, eats accuracy for breakfast!

What can we, and our readers, do to feel more plausible? What would your top tips be?

Know it’s not in your head, it’s perpetuated by the way our social structures and workplaces are set up. This is not about fixing women. Look at your achievements and successes from the past. If, despite a raft of successes you continue to believe the next task will be a failure, sit down and really critically look at all the success that have gone before.

Write up your CV, take your name off it and ask someone else what they think of the achievements identified.  Take note of their rational, unbiased account of successes and talents on the CV. The key thing is to critically examine your achievements and previous successes and accept that the success is yours and, more than likely, replicatable.

Stop saying ‘but’ when someone says you did a good job it can be too easy to say ‘thanks, but I just got lucky, or it was someone else…’. Just accept the praise! No buts! Once you start setting up changes in language you set up  changes in behaviors, so accept that praise. This sort of thing is easy to say, but harder to enact, so maybe think about getting a mentor (someone who has no vested interest in being nice, but who can give constructive, personalized feedback that’s rational and honest).

How can organizations and  businesses,  take steps to eradicate Imposter Syndrome?

We need to going back to the beginning to strip out gender bias. We need to advance women on non-nebulous terms (feedback grounded in measurable terms). People with imposter phenomenon are experts about making themselves right about how inadequate they think they are, so we need to present them with clear measurable proof to the contrary.

We also need to change the narrative around it being women’s responsibility to change themselves, workplaces haven’t adapted to changes in the industrial landscape and systems are still founded on the values of postindustrial age. With things like VR, robotic path automation, artificial intelligence expanding at a rate of knots these values aren’t tenable. I feel that if you’re going to break the traditional system you ay as well rebuild them in a guise that strips out a pervasive gender bias.

My own research is moving towards looking at how organizations need to prepare for the 4th industrial revolution, where many traditional systems don’t work anymore. I think that If you’re challenging male structures you also challenge female structures and move towards a working culture that dismantles this gender binary and gendered expectations. I disagree with the statement that ‘the future is female’ however well-intentioned that might be. We need to move past that. The future is collective, human, and it’s up to us to work towards it.

Finally, Post  #MeToo, do you think the tide has started to turn for women in business, or do we still have a long way to go?

Well, we’ve still got 217 years to go until we reach gender parity if we go at the same rate we’ve moved it since (some) women got the vote in 1918. It’s true that women are gaining more traction in terms of getting their views across, and men, broadly, are questioning some of the things they’ve learnt implicitly. Most people don’t set out to be bigots or anti-feminist or sexist, they’ve been conditioned into a way of thinking. The challenge is looking outwards to the world as opposed to looking at the individual in front of us. If we take the example of the Brock Turner case, I think many men started to ask, why is his future more important than the future of the woman whose life he has irreparably damaged? It’s not on women to adapt or modify themselves, but for individuals to be held accountable, as we’ve also seen with the Harvey Weinstein backlash. I think those examples are challenging these ingrained perceptions of women’s place in the world. It’s making people realise how stupid and damaging this archaic mindset always was.

Momentum is gearing up. People, not just women, are questioning some of the values and ideas we’ve taken for granted. That can only be a good thing -and it can’t come quick enough.

[photo credits: Terri Simpkin]

GenPol for EUobserver – EU needs comprehensive sex ed

GenPol’s research associate Nathalie Greenfield has been featured on yet another major international outlet, this time EUobserver. Nathalie has written before about the need for better sexuality and relationship education, and she makes a strong case for a comprehensive European effort.

Read more by Nathalie

 

[image credits: EUobserver]

GenPol & University Women in the Arts collaborate on major new education project

We are delighted to announce that GenPol will partner with the University Women In the Arts, a mentoring scheme to help improve women’s transition from studying the arts to working in the arts, on an exciting new project for 2018 – 2019. This twelve-month study aims to help female arts student, as well as organisations that support them, to deal with, tackle and help eradicate abuse, bullying and harassment within the industry.

Read more about it in this piece by Rachel Hall for The Guardian.

 

As pointed out by Jennifer Tuckett, Director of University Women in the Arts, “Research conducted as part of recent discussions around abuse in the arts has shown that it is often those at the start of their careers who are affected by abuse. We hope our 12 month project will allow us to provide a platform for female arts students to share their views and experiences of abuse, bullying and harassment, as well as providing a toolkit in partnership with GenPol to help teachers at school and university level to equip their students to deal with this issue and help tackle and eradicate bullying, abuse and harassment in the arts. In terms of equipping the next generation going into the arts, education has a huge role to play in tackling this issue”.

 

Our CEO Dr Lilia Giugni added: “As shown by GenPol’s latest report, over 50 million European women have experienced physical, psychological or sexual violence in their lifetimes, and education is crucial to prevent these abuses. While the #metoo campaign has made the world aware of the extent of gender-based violence, especially within the art industry, we now need to move the debate forward and talk solutions. Wonderful resources for effective education in this area already exist, and we do not need to reinvent the wheel. However, we do need outlets and network to exchange good practices, and more funding for research in this area. Our collaboration with the University of Women in the Arts is an exciting step forward in this direction”.

 

The project begins with a call out to female arts students studying at universities across the UK or who have graduated in the last two years to submit work inspired by their views and experiences of abuse, either in the arts or more generally. Chosen submissions will be published in a book to provide a platform for female arts students views and experiences, alongside a tooklit for use by teachers at school and university level or for use by students on their own.

 

The project will be advised by Professor Pamela Burnard, Professor of Arts, Creativities and Education at the University of Cambridge and one of the world’s leading experts on arts education. Co-editors of the book to be published as a result of the project include Jingan Young, who recently edited Foreign Goods,a book of work by British East Asian playwrights published by Oberon Books, and Titilola Dawudu, Learning and Participation Manager at the Ovalhouse Theatre who was recently selected for the Artistic Director Leadership Programme’s “Leaders of Tomorrow” scheme.

 

 

[photo credits: Malaika Shaw was a winner of the PRS Foundation’s Women Make Music fund. Photograph: PRS Foundation]

GenPol for SOS Music Media – Men and #MeToo

[Live podcast] What role can men play in advancing gender equality?

We’re proud to be featured on SOS Music Media amazing podcast series! There will be a live recording on June 25th 2018 at 5pm in central Cambridge.  Our CEO Lilia Giugni will be in conversation with Tanner Taddeo of SOS Music Media, discussing ways in which men and boys can contribute to the struggle towards a more gender equal world in the wake of #MeToo.

If you’re interested in learning more about the underlying issues of gender equality and meeting individuals working on the front lines of the issue(s), then this event is for you. Come and listen to the live podcast and then discuss the issues afterwards with thought leaders on gender equality during the drinks/networking event.

Book your tickets now on Eventbrite. See you there!

 

In partnership with the Cambridge Centre for Social Innovation

[image credits: SOS Music Media]

GenPol for Euractiv – Europe needs better sex education

We are delighted to share a great piece written by our Research Associate Nathalie Greenfield for Euractiv.com.

 

“[…] Data gathered from across the EU reinforces that gender-based harassment and violence is prevalent in Europe. One in three European women (33%) has experienced physical and/or sexual violence since the age of 15; nearly half (43%) of women in the EU have experienced some form of psychological violence by a current or former partner; and one in twenty (5%) has been raped at least once. This needs to change.

Good quality sexuality education has the potential to drastically alter the harassment, assault, and violence that women experience, yet it is rarely made use of across member states.”

GenPol presents a clear case for action and proposes a number of recommendations, which must be prioritised:

  • Coordinating best practices
  • Legislating on sexuality education
  • Inclusivity
  • Tackling online abuse “

 

Read the full article here.

 

Read more by Nathalie:

 

[image credits: Shutterstock]

The Role of Business In Bridging The Gender Divide: GenPol Partners With The African Technology Business Network

  • June 4th, 2018
  • Blog

On the 17th of May, GenPol partnered with the African Technology Business Network to host a round table on the ‘Role of business in bridging the gender divide’. Bringing together a wide span of participants from across the aid, development and technology sectors, GenPol CEO Lilia Giugni and ATBN founder Eunice Baguma Ball delivered two main keynotes, which encouraged participants to think about ways to make the technology sector a more inclusive space. By shedding light on the barriers preventing African women from engaging with tech-led development, the talk asked what opportunities that might arise for women in tech if we were to remove them?

Does the tech industry have a gender problem?

In short….yes! GenPol’s research on Gender & Tech (in line with our broader work on Gender and Social Entrepreneurship) has identified, there are still a lot of misconceptions and  die-hard stereotypes present in the technology sphere. As both Lilia Giugni and Eunice Baguma Balls’ keynotes highlighted, the tech sector is plagued by gendered assumptions  that create an extremely hostile environment for women in the industry. This is made particularly clear when  we consider the lack of women in mid-level positions and in management positions across the tech sphere (both in Africa and beyond).

GenPol’s Lilia Giugni also touched on the fact that women are (too) often perceived to be ‘less tech-savy’ or as less likely to benefit from technological innovation- a problem not helped by the lack of support available for women beginning careers in the tech sector. There is too often an assumption that the gender gap in the technology sector is due to women being naturally more risk averse, and therefore less interested in/accepting of innovation, or to their being all about ‘people’ skills.

What steps can we take to solve it?

As GenPol’s research has consistently demonstrated, gender differences are not ‘natural’ or given, different forms of intervention can help address the gender gap in tech! Infact, women’s risk propensity and trust in technology increase in the case of higher potential pay-offs, of increased exposure to technological innovation. In simple terms, visibility and targeted initiatives do matter, as they help women to feel empowered (and crucially, safe) in a cyber sphere.

Through our work with ATBN, GenPol aims to harness this potential by using tech to empower women at several levels, dispelling gender stereotypes in the tech space, enabling businesses and other stakeholders to unleash and make the most of women’s potential and the opportunities that this can create in a digital economy.

We believe that developing engagement between private and development sectors is crucial towards embedding gender concerns in this field. By shedding light on the barriers preventing African women from engaging with tech-led development, Eunice and Lilia both touched on the need of businesses, incubators, accelerators, investors and other stakeholders support women in tech in the African context, and (as such) enhance inclusion and diversity in African digital economy.

Takeaways from our roundtable  

Following lively participation from members of our roundtable, a number of important key takeaway points were raised. Firstly, it is important to consider that when such huge opportunities of development arise, like the digital one in Africa at the moment, we must be weary of leaving behind less privileged groups and widen even more the existing gaps. Dialogue on this subject needs to be translated into action. Whilst the number of female start-up founders is growing steadily, there needs to be a concentrated to ensure a large and diverse range of women (and non-men) are being given opportunities to progress in the industry. 

Secondly, it is important for organisations like GenPol to harness the thirst among investors for data and research on why is good to invest in women, and what needs to be done to increase digital literacy among a wider range of women. To do so, participants agreed that there needs to be a conscious effort to examine the state of the ‘digital divide’. It is important to ask who is being granted access to technology (and where), and how geographical and socio-economic factors can intersect with the role women play in the technology sectors. It is for this reason that we must not overlook the role of gatekeepers and enablers who can support (and advise) women trying to enter the digital/tech sector.

Amidst all of the success stories (and events like these), it is important that we ensure that as much of it as possible it’s translated into  ongoing, long-term action. GenPol and ATBN were thrilled to see so many participants engage with this need, and are looking forward to see what exciting opportunities to celebrate (and promote) women in tech will arise from this event.

To keep up to date with GenPol’s ongoing work (or to collaborate) please consult the our page

Chiara De Santis
Chief Policy Officer

Are quotas the answer to workplace equality?

  • May 27th, 2018
  • Blog

In 1993, the British Labour Party introduced a new concept: All Women Shortlists (AWS). For the then-upcoming 1997 election, only women would be presented as Labour’s parliamentary candidates in 50% of the Party’s target seats. A measure driven by Harriet Harman, the aim was to increase the proportion of women MPs. As a result, Labour’s 1997 landslide victory saw the number of women Members jump from 37 to 101. Such an increase simply would not have happened without the introduction of AWS.

 

Harman, in her 2017 book A Woman’s Work, argues that quotas are necessary for women’s progress in politics. She is absolutely correct. Indeed, the need for women’s quotas extends beyond politics to all areas in which women’s representation is far from equal to that of men: from the political chamber to the computer science lab, the professional sports field to the professional kitchen, the newspaper editing room to the cockpit.

 

Correcting the underrepresentation of women is not a given. It requires changing the status quo, which means challenging established mentalities and practices. Women make up 50.7% of the British population and 46.5% of the workforce, yet are far from constituting half of UK STEM employees (24%), FTSE 100 CEOs (28.0%), or, despite Harman’s best efforts, elected politicians (32.0%) Reflecting the gender pay gap, women are also more likely to live in poverty than men. Though we have made much progress in the workplace towards equality for men and women, the continued existence of pay disparity, gender leadership imbalance, and the absence of women-focussed HR policies in many workplaces shows that we still have far to go.

 

Ensuring that women are proportionately represented in all fields is widely regarded as instrumental to tackling social, economic, and political inequality. This is a cornerstone of feminism: women should be in a position to make decisions about their lives and the hugely varied issues that affect them. Implementing quotas for women in key areas in which they are underrepresented across a plethora of organisations is a simple yet effective way of achieving this goal.

 

The Council of Europe’s gender parity threshold lies at 40%. That is to say that if a company board constitutes 40% women then it can be said to be gender balanced. This being the case, why should we not implement quotas to ensure that women represent at least 40% of our political, economic, and social leaders, and at least 40% of employment categories in which they are greatly underrepresented?

 

Harman states that without quotas, progress is too slow. The snail’s pace at which we are moving towards gender equality is proof enough of that. Targets and workplace policies only go so far before they stagnate and plateau. There is constant resistance to fostering female talent in many industries and women still struggle to shake the biases that have a detrimental impact on their careers. Quotas move us beyond the ‘sprinkle approach’, in which structural change is avoided and a sprinkle of difference in an otherwise homogenous group ticks the diversity box. We still live, and work, in societies designed by and for men. If we wait for the current chipping-away-at-the-patriarchy strategy to deliver equality, we’ll be waiting a long time.

 

Inspiration can be drawn from Northern Europe, as is common with many issues of gender and social equality. In 2006, the Norwegian government introduced legislation that required women to make up 40% of public and state-owned company boards. Iceland swiftly adopted similar quotas, and now women now hold 44% of corporate board seats. Much closer to home, we can see the success that AWS brought to women in the Labour Party, and to British women in general: women MPs were instrumental to the design and passing of the 2004 Domestic Violence Act and the 2010 Equality Act, to name but two examples. Implementing quotas in a variety of sectors would see women brought up and valued for their contributions to society, instead of waiting slowly and patiently for equality to dawn.

 

No, introducing quotas does not paint women as weak. No, quotas do not suggest that women need help in the workplace because they can’t get to the same positions as men. No, quotas do not constitute discrimination against men. Quotas simply acknowledge the structural issues in place that hold women back in employment and seek to redress them in a proactive and effective way. They acknowledge the importance of women’s proper representation, and correct institutional imbalances so that our workplaces reflect society, instead of a skewed version of it. Quotas strive to achieve what is naturally given in the gender make-up of all societies before patriarchal values interfere: equality. Carving out space for women to assume what should be naturally given would surely see tangible progress, as it has done in the instances where quotas have already been used.

 

Increasing women’s representation in order to pursue equality requires a firmer commitment and stronger action, but also for women to be in a position to assume equality across all areas of the workforce, including management. We need to have working conditions in place which facilitate equal access to opportunity, which sadly is not always the case. Limiting the talent pool for management recruitment in this way does a disservice to women and we all lose out. Thus, measures such as quotas that seek to increase women’s representation must be thought of in tandem with greater work-life balance and women-friendly policies, and must always be tackled in the context of addressing domestic inequality.

 

Nevertheless, actively creating space for women where they are underrepresented is important to protecting the rights and progress that so many before us fought to make a reality. As the election of the world’s number one delusional narcissist on the other side of the pond shows, these rights are fragile and require our ever-greater commitment. Of course, the idea is that one day such quotas and measures to institute equality will become redundant. But – to paraphrase one of my favourite Lord of the Rings moments – that day is not this day.

Nathalie Greenfield
Research Associate

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