"Sisters are doing it for ourselves"

But we would really rather not have to.

Years ago I used to lead an exercise where people had to stand at one of end of a room if they believed there were no differences between how men and women were supported in careers, and the other if they believed that there were. To no great surprise the room was broadly gender split.

So please read this short piece with that in mind. Women see the differences. Some men do too - and for your allyship – thank you.

Working now in outdoor sector - but also researching patriarchy in the charity sector - I am interested in how we can we explore positive action to both support women already in leadership, and to help women to leadership positions.

Possibly we need to start first by acknowledging that work is needed and also by by outlining why it matters.

Trigger warning*

For all men reading please this take a deep breath and reflect that maybe those women at that end of the room might be right. This isn't about the criticism of individual men - or of you personally. Rather about a system. And it doesn't take away from challenges that you may face as an individual. Rather that your challenges are less likely to be because of your gender. And look - recognise your unearned advantage. There is a chance you got the job that you are in not because you were the best person for it but rather because the system may favour people who look and sound like you. Indeed that some people won't even have seen or read the advert for the job because it was placed in a way that you were the most likely person to apply. This is a challenging concept that can damage our egos. I live this. As a white woman that can pass for middle class I have no doubt that my personal unearned characteristics have likely helped me get jobs over other people. And yet I still want to change the system to take away that personal unearned advantage.

It may feel uncomfortable to hear your women colleagues talk about their reality. We are sorry for that discomfort. Your women colleagues are asking you to sit with that discomfort and work with us for a better future for all.

Read this with support of your women colleagues front of mind. As an equality issue but also because a workplace that better supports women is likely to better support you too.

So what does mean in the outdoor sector - are women supported?

Are women leaders in protected landscapes and wider environment the exception rather than the rule? Only 3 out of 15 National Park CEOs are women and most Chairs are men (when you add to this senior leaders from global majority or working class backgrounds the picture is even more inequitable). The Glover Review of Protected Landscapes outlined this lack of diversity in leadership as a key issue for the future of protected landscapes.

Even when woman are in these places and roles they are often facing day to day challenges. Gender pay gap abounds across sector. Women report sexual harassment. There is continued movement back on the things that support women most - including flexible working and decent policies around menopause, periods and parenting. Women are 'difficult and challenging'. Men are 'strong and decisive'.

And to any parent reading this when was the last time you were asked who was looking after your kids? Or even if you had kids? Because I know every women will have been.

This is not to take away from progress or great work. ?But we cannot fall back. We have to move forward.

Why does it matter?

Well first and foremost for the cause. Because as I have said a 1000 times we have not fixed nature yet. Or the protection of heritage. Or access.?So maybe it is time for a different set of lived experiences. Different views. New ideas.

Secondly because a different set of views matters operationally and in decision making. If you haven’t read Invisible Woman please do. Women were dying because crash test dummies were made assuming men were drivers. In environment sector safety equipment was (and sometimes still is) made to fit men. Uniforms don’t take into account women’s body shapes (look even if I wasn’t fat I would still have large breasts so cut the clothes to fit please.) Women remain the key pushers of pushchairs so paths need to consider their access. There is a massive body of evidence on how we can make urban and rural planning policy work better for women (and families.) Women are the key point of contact with schools (schools make large assumptions on who they should call – probably for another blog) so how do we ensure they have time for school administration and visits during school opening hours.

The mistakes that were made during COVID because of a lack of women's voice and power at the centre of decision making have been well rehearsed as part of COVID inquiry. It matters.

And thirdly. Whisper it. Because the cards are often stacked against women those who become leaders have often had to be better than their men counterparts to get where they are. Considering how we get more women into leadership - or environment sector overall - isn't lowering the bar it is quite often raising it. Many women leaders – especially of colour – have had to overcome prejudice and assumptions, sexual harassment (‘banter innit’) or worse; and the financial and career penalty of maternity leave.?And yet still they rise.

Lastly a reflection. This article talks about women in leadership. The most powerful positions. But to get there many women rely on an army of other women. Women with less power or pay. We need to recognise and celebrate these women. Most primary school teachers are women. Cleaning staff. Nannies and childminders. Supermarket workers. How do women leaders use power to protect those who help hold them together?

Now. See I told you if you were a man leader to read this with an open mind. To take a breath. You can breathe out now. I know many of you understand the need for greater support for women and - where appropriate - positive action. And some of you go beyond that as allies and champions. Thank you.

And to the women – we see you. We hear your stories. We believe your challenges. We know your potential. We support you.

You take us forward.

*this article was first written February 2024. Since then several women that talk about the patriarchy have reported being attacked by people who believe that to talk bout the systemic patriarchy - or the challenges of women - was anti-men. Some men report being upset by women raising these issues. I have therefore included a trigger warning - and a brief explanation of system v individual and of the concept of unearned advantage. These are difficult things.