1. The Ethical Girls Club; building each other up as women in policy
Katie Shaw; Policy & Campaigns Manager, NUS

2. Share experiences
Talk about power dynamics
Talk about being a good ally
Create a womanifesto
(excuse the pun)

3. Get delegates to introduce themselves

4. Activity 1
On the white piece of paper, write down an example of a negative incident in your work life that you believe happened because of your gender.
On the coloured piece of paper, write down an example of a positive experience in your work life where you have felt empowered.

5. Why women in positions of power alone just won’t cut it

6. Womens leadership doesn’t and shouldn’t exist in a vacuum
It can’t just be about equality with men, but equity for all
Never underestimate the worth of ‘emotional work’
Decisions are always made from our own understanding and experience
Point 1 - if we don’t look at women’s roles in leadership and organisations in the round, we’re failing already marginalised women. Someone else might be looking after the children, someone else might be doing the cleaning. But what do their wages and terms and conditions look like?
Late last year, the UK’s Office for National Statistics announced unpaid care and housework would be included in the country’s gross domestic product (GDP) calculations, classed as “unpaid GDP”. Essentially, if the task carried out unpaid could have been carried out by a worker, be it cleaning, childcare or elderly care, it will be given a value. This is no small move: the estimated value of unpaid GDP (still predominantly the burden of women) £440.2billion. Cleaning and laundry alone was worth £97.2billion in 2012, the equivalent of 5.9 per cent of GDP. Unpaid childcare was worth £343billion when calculated in 2010, which represents approximately three times the contribution of the entire financial services industry in the UK
Point 3 – if you’re a white middle class woman, your experiences would often be more aligned to those of a white middle class man than a migrant working woman. How do we make women's leadership about emancipation rather than just perpetuating stereotypes?

7. Or to make my last point more simply…

8. Specifically in the policy and education environment

9. Being a good ally… Ask room what the work ally means to them.
Collaborating when you exist in a ‘market’ with competing ideas, policies and organisations.
Age
Experience
Different viewpoints (liberation)

10. Activity 2
In 3 groups each take one of the below areas and discuss behaviours, actions and ideas which supports women's inclusive leadership (or creating a space where women can be leaders).
- in meetings
- workload/delivery/management
- in the work environment
Note down the ideas you come up with
*If it’s easier, think of problematic behaviour and what you’d do to reverse it
Workload……really bad for giving women in my team the more cyclical work and quick tasks because I trust them to do it. This gives the men in my team more space to go off and do the ‘thinking’.
Often after meetings its usually a couple of women who stay behind and clear up, the men stand and chat

11. Activity 3…building the womanifesto
Using the ideas from your discussions, we’re going to create a group manifesto.

12. Katie.shaw@nus.org.uk @sewdarngood
Thank you
@sewdarngood