by Jules Daulby @JulesDaulby
Jules is a co-founder and a strategic lead for @Womened and @WomenEd_Tech. She’s often cross.
Oops I did it again…
It’s beginning to bore me. Another DfE advisory group with loads of men on it. Last time I had a moan it was the behaviour group, this time it’s EdTech with five men called Chris and 7 women (out of 27). I’m was so tired of this four years ago, I even made a hashtag #genderedcheese.
The same old excuses will be rolled out. There aren’t enough women to ask, they don’t come forward, we wouldn’t want to put them there as a token, we choose talent not tribe …blah blah blah
But when will it change? When will someone think that they need to cast their net wider? When will people be a bit more proactive and ask or even persuade people from underrepresented groups to join an advisory group?
Diversity makes for better decision making, diversity ensures a fair crack at equality, diversity means many voices and experiences are in the room.
With so many many examples of male heavy advisory groups, male only panels (MANELS) and male dominated areas such as EdTech, it is time (and has been for a while) to rethink selection processes and demand 50:50 quotas – we are told this isn’t fair, that things will change… But they don’t, they haven’t, they won’t. In education particularly where women dominate the profession, their voices must be heard and be represented.
If this doesn’t happen, I’m making a banner and will lock myself in the ‘advisory group selection panel for advisory groups’ cupboard.