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SECOND: Speak up.
Have you spotted a conference lineup with few or no women? See a panel or top list that’s nearly all male? GenderAvenger has the solution, and it kicks off with the GA Tally. Get inspired by the fearless heroine in our video above and enter event numbers into the free GA Tally — you can use the iOS, android, or desktop version — which lets you create and share pie charts that shine a spotlight on gender inequalities.
Your voice has power, and we want you to be ready for the excuses people come up with when they are challenged about a lack of women in their lineup. Here are a few classic excuses that we've come across and suggestions for how you can respond to them.
“We know we have no women. We are always looking for ideas. Could you please send some names?”
“This from the organization that has the largest list on the planet of knowledgeable people on your issue?”
Cultural change has to happen within an organization, so it is important to place responsibility where it belongs.
“I tried, but a lot of women were just too busy/unavailable.”
It is important to stress that extra effort (and looking beyond the “usual suspects”) will result in better panels, better lists, and more satisfied audiences/readers. As a GenderAvenger, you can make speaker suggestions (including suggesting yourself!).
“I can’t believe I didn’t notice. How embarrassing.”
“We can’t believe it either. Don’t be embarrassed, do better.”
Certainly, it is okay to be more kind and say, “Yes, I was surprised. I really appreciate your acknowledgement and am hopeful that this will not happen again on your watch.” It is most important to establish expectations.
“You know how good we usually are and how hard we try. Look at last year…”
“That was then; this is now.”
"We were once better" is not an excuse for current failure, especially since what is happening in real time is what matters to onlookers. And, of course, the reaction to “last year we were much better” begs the question “so why not this year?”
“This is just the beginning. Stay tuned.”
“First impressions count.”
Women may not feel welcome when organizers think they are trying to attract an audience. When initial ads or conference speaker lists include few women, note what it will take to create gender balance by the time of the event, and suggest that, as the gender balance improves, new ads should be created and new speakers announced to show the improvement.
“23% is good; women make up less than 30% of the workforce” or “Studies show that 30% makes a big difference.”
“All the more reason to feature women to show they are welcome” or “Just think what 40 or 50% would do!”
It is important to aim high. Waiting for the numbers to catch up with the pressure of attention results in all too incremental change. Do not settle for artificial constraints. Given how tough it is for women in tech, those 23% are probably the best of the best, they bring great perspectives, and they are likely just perfect for panels.
“They weren’t on the publicity list but there were a lot of women present.”
“Present is not the same as presenting.”
Mentions of women in promotions are a measure of how an organization values women, and organizations will want to be sure they are viewed as valuing the women in their industry. Plus, if imbalance is caught early on, it can be corrected before an event occurs.
“Our President is a woman and she opened and closed the event.”
It is important to communicate the excuse to the woman who is being used to back it up so she can influence future events.
“Look how many of our moderators are women.”
“Good, now put them on panels, too.”
Adding women moderators is a common response to criticism about the lack of women on actual panels. Moderators are important and can steer the discussion; however, they are not a substitute for the experts assigned panel seats.
Worse than any excuse is when a man who is questioned sends a woman to respond.
“You’re kidding. His response is that you should have to make the excuse?”
This has happened. It is worth noting in your response to the woman. “Thank you for responding, although I do think so-and-so should take some responsibility…” and then go on with your follow up message to the excuse given.
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- Halls of Fame & Shame: Nominate conferences, lists, organizations and more for the GA Hall of Fame or Hall of Shame.
- Take the GenderAvenger Pledge: Take the GenderAvenger Pledge and agree not to serve as a panelist at a public conference when there are no women on the panel.
- Join the #GenderAvenger community: New action opportunities, new tools, and fresh new content show up in your inbox every two weeks with the GenderAvenger newsletter. Click here to sign up. Share your tallies, links, and thoughts with us by using the #GenderAvenger hashtag on Twitter.