Global Fair Stall

We are planning an event next semester during International Women’s week to celebrate and create a discourse about our cultures individually and together as People of Colour.

The information will be updated here

We will have a panel discussion which will include topics such as colourism, gender roles and sexuality.

As some of you may know Keele has a annual global fair which celebrates diversity and the contributions of others.

We had the opportunity to promote Cultural Affairs at the annual Global Fair launch.

The main idea surrounding the event is creating discussions on important topics that are not discussed enough.

When planning the stall we decided the best way to start a conversation around culture was to ask people what they loved and celebrated about their culture and what they would change.

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As one of the topics will be discussing is on colourism, we decided to bring this subject to the stall to understand what other peoples perceptions on the topic.

We discussed the issue of negative connotations associated with dark skin especially with women and how colourism has impacted our experiences growing up.

It was a great opportunity to engage with people that had so much to say on the subject.

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We also asked people to self-identity and write where they are from as a way of showing that there are people from ethnic backgrounds that are part of LGBT and identity-based communities.

The stall gave us the opportunity to have meaningful conversations that confirmed these are the topics we need to be talking about among peers.

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We welcome everyone to attend Cultural Affairs and become part of a big step towards a cultural shift at Keele.

For more information feel free to contact me (Ade) or Raveena.

Ade (w6j55) + Raveena (w6h50)

or get in touch at the woke email using the below form:

Picking Your Battles, Collective Action and Fighting Tokenism: A Talk with Professor Farzana Shain

Read on for a write-up by Laura, a first year PhD student, Postgraduate Decolonise Rep and WOKE Champion

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On the 22nd November 2018, Dr. Farzana Shain (Professor of Sociology of Education) gave a talk as part of the Women Of Keele Educate (W.O.K.E) series.

When I heard that Farzana was the speaker for this week I jumped at the chance to write up the event for the W.O.K.E blog. I have been lucky enough to meet with Farzana a handful of times now, as part of the Decolonise Keele project, and at various events around Keele.

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Whenever I talk to her, she instills in me this drive and passion for academia.

In fact, she was featured in my last W.O.K.E blog post as a person who offered me some important words of wisdom.

 

Farzana’s talk was about Tokenism, specifically tokenism in her academic career. She very kindly provided a definition of tokenism:

 

Tokenism is likely to be found wherever a dominant group is under pressure to share privilege, power, or other desirable commodities with a group which is excluded. Tokenism is the means by which the dominant group advertises a promise of mobility between the dominant and excluded classes. The token does not become assimilates into the dominant group but is destined for permanent marginality. The token is a member of an underrepresented group, who is operating on the turf of the dominant group, under license from it (Laws, 1975: 51).

 

Farzana explained that in any given situation, the dominant group would cover approximately 60% of the overall group of people, whereas the token group would be made up of only 15%.

She also explained that tokenism can be displayed and ‘felt’ in three different levels – individual, institutional and systemic.

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On an individual level, Farzana explained that people are assumed to represent a specific culture or group more than they represent the work that they complete and because of this she has encountered a number of situations throughout her academic career that have placed her specifically within a culture group.

Farzana told us of a time when she was working as a Graduate Teaching Assistant (GTA) and completing research in local schools.

She was contacted by one of the local schools to ask if she would be willing to give a talk to the students that attended that particular school.

Believing that this was research related, she was interested in this opportunity. That was until the organizer asked her if she could produce examples of Asian Cuisine for the students to try, or give a talk on Female Genital Mutilation (FGM).

 

 

Another more recent example Farzana gave was when she was speaking at a Gender and Education conference.

A chance encounter in the bathroom after the talk led a woman to explain to Farzana that she was the ‘token black person’ on the panel.

Similarly, Farzana received an email from a member of staff inviting her to participate in a project due to it having an equalities dimension.

These types of encounters bring with them a whole host of questions that Farzana openly shared with the room.

 

Mainly, the question of being chosen for the work and research she has conducted, or simply to make the panel diverse.

 

So how does Farzana aim to combat this tokenism?

She deliberately goes for ‘mainstream’ roles such as a Research Director position to show that she can perform in these roles and perform well.

But within these roles there is a level of institutional tokenism.

Farzana pointed out that women are generally hired for ‘women’s jobs’ such as teaching and learning jobs that require a certain amount of administration.

These roles contain work that is not only unpaid and unrecognized, but also takes time away from research and scholarship, which are the areas that are required for recognition, pay rises and promotion.

As well as this, generally being called upon to represent a culture, or as an expert in equality, is also unpaid or under-paid.

Tokenism is also present on a systemic level.

Farzana used the example of Further Education (FE) to detail this point.

She explained that FE underwent some changes that caused a mass exodus of male employees to leave their professions, causing the number of female employees to rise from 3% to 17%.

But with this came a reduction in salary and an increase in workload where women were expected to shoulder the burden for change in the FE environment.

Once the crisis was settled, the number of men working in these roles began to increase again.

It is only recently that the number of women Vice Chancellors has risen as high as 29%, with it sitting at around 16% for a long time. Still an unequal number for the role, but maybe a step in the right direction.

So, Farzana tries to take more ‘mainstream’ roles wherever she can.

This in itself presents challenges, people just don’t expect women to be interested in these roles, and to be able to complete them as well as their male counterparts.

She also engineers her research to reflect this attitude.

As well as researching topics such as race and gender, she continually stays in the loop with policy research, so that she is known in an area outside of race and gender equality.

Farzana advised us to pick our battles, some things just aren’t worth the fight. But when they are it is the collective voice that will shout the loudest.

Institutional networks such as the Decolonise Keele project and W.O.K.E are challenging power struggles that threaten everyday issues. To read more about Decolonise Keele click here.  

If you could be part of the departmental lead for the Decolonise Keele Project read the below poster:

call for working groups decolonise

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Together, the collective voice can help combat issues such as tokenism.

 

Farzana’s talk made me reflect upon my own academic life.

It made me think of a time when I was applying for academia and I was told that I would definitely be given a place because universities love ‘mature students’ and mothers.

Not that I had achieved ten distinctions above the required amount for my course.

I research about migrant mothers and, although I’m not a migrant, I’m a mother.

But I also look at the way people are represented, even throughout academic study. I’d like to think that my research will someday pave the way for a different type of representation, for the way migrant mothers, working mothers, and mothers who study are perceived.  

And I’d like to think that one day this will enable me to write about more than motherhood, postcolonial science fiction and soap for example.

Farzana makes me believe that we do not have to be just one tick box on a form, we can  jump around and tick every box if we want to.

 

If you would like to join us in the women of Keele Educate project or if you are interested in more information about Decolonise Keele please fill out the below:

 

 

You can’t ride a bike…You’re a girl!

“You can’t ride a bike, because you’re a girl”

A sentence that made a five year old girl become a feminist, the notion that you cannot or should not want to do something due to gender was absurd to her even then.

Natalie Bennett has gone on to do some remarkable things, and she came to speak to us at Keele about some of them.

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Natalie’s first degree was in Agricultural Science, which meant that when she would be the only politician with a background in science in meetings about science.

She thinks we need more scientists in politics.

She has also worked as a journalist where she would often write about things from a feminist perspective.

She was the leader of the Green Party 2012-2016 and she was the first woman, in British political history to take over the leadership of a party from another woman, Caroline Lucas.

It took until 2012 for that to happen.

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Westminster is full of memorials to dead white men. 

Natalie told us a story, to illustrate how the Houses of Parliament were not designed to accommodate women MPs.

In 2010, a young MP had a baby, and in parliament, when voting the rule is that an MP has to walk through the doors to vote, but only MPs are allowed to do this.

So when a woman, who had a baby with her, needed to vote she had to quickly pass her baby to the nearest MP and walk through to be counted.

This year is the anniversary of both women’s vote and women being allowed to stand

Suffrage a hundred years ago was a strange thing.

To vote you had to be a woman who was over 30 years of age with property, this was an attempt to prevent an imbalance of women to men following war.

However women over the age of 21 were able to stand to be an MP – this wasn’t considered to be an issue because they never thought female MPs would outweigh male MPs.

As of 2018 we currently have parliament at 32% female MPs.

If we continue at the pace we are at now, 15 year old girls will see a 50:50 Parliament when they are in their 80s.

Natalie asked the room, do we think parliament is a meritocracy?

Surely, we can do better surely than the people in government at the moment!

A Government needs to be representative of the people.

https://5050parliament.co.uk/askhertostand/

Period positivity and period poverty

Natalie told the room about a massive debate in 2015 where David Cameron was very uncomfortable talking about period poverty due to its relevance to female anatomy and period stigma.

Three years on politicians are talking openly about it, and talking positively about periods.

This means it is becoming easier to talk about period poverty and campaign to end it.

Where are the Women?

Natalie spoke to the room about tackling the myth that there are not enough qualified women to be in leadership positions:

In Norway, a law was passed to have 40% of boards be women. If this wasn’t done, the company would be de-registered.

There was a five year period to allow companies to do this and yet some companies still only did this hours before the deadline.

Many companies used the narrative that qualified women couldn’t be found.

When a study was conducted afterwards, looking at qualifications of women versus men on the boards, the findings showed that women held higher qualifications than the men, and were more qualified for the board positions.

So there are plenty of women and if this door can be opened, it opens the door to other forms of diversity other than gender.

How do we get women into leadership positions and politics?

#AskHerToStand you have to ask multiple times for a woman to stand as a political candidate.

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Within the Green Party if there are no women on a short-list – they re-open the position and actively promote to find women to stand.

In 2015 Hackney’s female Green politician was found in this manner.

Patronising, Obnoxious and Unapproachable (Man at Keele, 2018)

Sophia (co-founder of WOKE, KPA Equality and Diversity Officer and co-author of this post) was lucky enough to be called all three of these in April 2018.

Natalie Bennett spoke about the gendered double standards women are held to and the negative labels given to women for acting in the same way a man would in a position of power.

The first time Natalie Bennett went on question time, she was reserved due to the branding of Caroline Lucas as a woman who “always interrupted”, consequently she didn’t have much time to voice her opinion.

Therefore, the second time she went on question time, she “ploughed through” to be heard.

This is a real problem for women, due to the negative stereotypes of “women always talk”, or the idea that they have nothing important to say.

Society has ingrained this within us all, and it will take a lot to undo that within society as a whole – but it’s about baby steps, it’s about empowering women, and encouraging them to have a voice.

You are NOT alone

It is harder to stand as a woman. Don’t do it alone.

The Green Party always has gender balance rules, if there is a lack of candidates the short-lists will be reopened, an example of this Natalie talked about was when all the women from the London Assembly List when to the pub together and signed each others nominations, it was a moment of pure support, women empowering and supporting women, and it resulted in 7 women and 4 men being put on the list.

Natalie described herself as a believer in quota systems; because unless those systems are implemented you have to keep fighting the same battles.

There is a real necessity for building in rules in order to put each battle behind you in order to power forward.

Understand that politics is something we have to DO otherwise it is done to us

Natalie stressed that people have been doing politics to us for so many years

Now it is time to campaign, empower, and make a difference. Each small step can lead to everyone feeling like the CAN make a difference

Political change doesn’t happen because the top GIVES it, it happens because the bottom TAKES it

Three things to take away:

1) Don’t be alone – build networks of support

2) Take every opportunity to gain experience – it will get easier, and be kind to yourself

3) People aren’t going to remember the small details, like stumbling over a word, the world is more forgiving than you think

 

This write up is by Yasmin Benjelloun and Sophia Taha

 

Time to Do Better

A quick Saturday morning of research has thrown up some interesting facts and figures:

2016

When looking at the data from the KeeleSU Elections in 2016 there were 47 candidates total.

Of that total 78.7 % identified their ethnicity as white. When you compare that to Keele’s statistics on all students, the student body, was 65.8% white.

So in percentage terms, the white student populace is over-represented in running for positions of power on campus.

I also found that whilst 61.7% of candidates in the SU elections identified themselves as male, the campus wide demographic showed that only 41% of all students on campus were male.

(Head to here to see the full report on the student demographic at Keele that year)

2017

When looking at the data from the KeeleSU Elections in 2017 there were 43 candidates in total.

70.45% of candidates that ran identified themselves as white compared to a campus demographic of 64.8% white students.

61.3% of candidates that ran, identified themselves as male, but campus wide the demographic data meant that 41.4% of all students were male.

Head here to see the full report on the student demographic at Keele that year

There is a disproportionate number of men running for and holding positions of power on campus.

It is not representative of the student body.

I don’t currently have access to the data to do the same work for KPA positions, but it is significantly worse if you consider the number of male postgraduates that have held the KPA positions versus the number of female postgraduates we have in total.

(This data is from 2015/16 as it was available it is unlikely that there are  huge fluctuations in gender balance year on year):

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It’s time to do better.

After just a few months of work Women of Keele Educate have ensured a higher number of women and non-binary people at Keele have nominated themselves in the upcoming by-elections.

Take the time to read the manifestos of some fantastic candidates when you see them appear in the next few weeks.

Take the time to vote.

Take the time to ensure that you are accurately represented.

If you need any help or would like to join us get in contact