Engender blog

All of Engender’s latest news. Reports, reviews, books, articles, and information from across Scotland’s women’s sector.

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Before the Ballot - Why Candidate Assessment is a crucial step on the journey to more equal representation in politics

With partners in the Equal Representation Coalition, Engender is launching a brand new chapter of the Equal Representation in Politics Toolkit focusing on Candidate Assessment. Ahead of the Scottish Parliament and Local Council elections in 2026 and 2027, now is the time for parties to review how aspiring candidates gain approval to stand if we're to see more diversity on the ballot. Our Development Officer for Equal Representation, Jessie Duncan, explains how the new Toolkit chapter can help. 

 The graphic shows a dark purple background with cream left-aligned text quote that reads "Across our councils & parliaments, underrepresentation of marginalised groups is rife –  women make up approximately just 35% of councillors in Scotland.". The quote is attributed to Jessie Duncan, Equal Representation Development Officer at Engender. In the top right-hand corner of the graphic there is Engender's logo, which is an equals sign in a white circle.

Before the ballot 

When we think about how to make councils and parliaments more representative of the communities they serve, we normally think about elections. How do we elect more women, more minority ethnic people, more disabled people and more LGBTI people? The ultimate decision about who makes it off the ballot and into our councils and parliaments, of course, rests with voters. But in reality, so much about elections is already decided long before polling day. Parties largely have control over who makes it onto the ballot, with many decisions taken in the months and years leading up to election day, shaping the outcome before any votes have been cast.  

Parties decide who becomes a candidate through the process of candidate selection. Selection is where the party decides on who from a list of nominees will become the party candidate at the upcoming election. There is a lot of evidence showing the positive impact that using different policies, such as voluntary quotas during selection, can have on the diversity of elected representatives. However this is only useful if there is a diverse pool of potential candidates available to choose from. 

Candidate assessment and discrimination  

Not just anyone is allowed to put themselves forward for selection - aspiring candidates will usually have to gain the party's approval. This process is known as candidate assessment (sometimes called vetting, screening or shortlisting), and it is at this stage that the first decisions about who our elected representatives will be are taken. Processes vary but usually involve some combination of written application form, an interview with a panel , and might include a test before a final decision is made. Some parties might use these stages to filter, and just like any recruitment process, without consideration of how to combat discrimination and to ensure equal access, candidate assessment risks stifling a more equal, representative politics right at the outset.  

Chronic underepresentation – It's not good enough 

Unfortunately, no robust data that would tell us about the protected characteristics of our elected representatives is published at the moment, but what we do know tells us that across our councils and parliaments, underrepresentation of marginalised groups is rife – for instance, women make up approximately just 35% of councillors in Scotland, and it took until 2021 for the first two women of colour to be elected to the Scottish Parliament. This kind of chronic underrepresentation benefits no one – we know that when there is meaningful diverse representation, better decision-making follows. Parties have a tremendous responsibility to their membership and to the communities they seek to serve to ensure that candidate assessment processes do not enable and reward only those whose experiences and pathways to politics conform to an outdated status quo of what makes a politician – because it's clear that the status quo is broken. 

What will help? 

While progress on increasing diversity is often focused on electoral outcomes, to ensure that progress at the ballot box is sustainable, it's essential to look at all stages of the journey and to invest in developing a strong, diverse pipeline of future candidates. This means considering how potential candidates are developed, supported and assessed. As well as being a responsibility, this offers parties a huge opportunity to put into practice often-stated principles when it comes to building a fairer, more equal society. 

Parties must ask themselves: 

  • What qualities and experiences do we want to see more of in public life? 

  • Is the way we assess potential candidates perpetuating inequality? 

  • Are our values as a party reflected in the candidates that we approve to stand? 

  • Are we meeting our legal duties to ensure a fair and open process under the Equality Act?  

To help answer these questions, we're launching a new chapter of the Equal Representation Toolkit, focused on Candidate Assessment. The chapter is aimed primarily at party members and staff who are involved in assessing candidates or in designing assessment processes. Guidance is given on how to run an inclusive and accessible candidate assessment approach that enables people from a wider range of backgrounds to succeed. This includes looking at things like how to advertise and raise awareness of the assessment process; providing equalities training for people involved in assessment; valuing diverse experience; and how to provide constructive feedback and ongoing support for unsuccessful applicants.  

As with the rest of the Toolkit, users are invited to take a self-assessment quiz and receive a bespoke action plan highlighting areas for reflection and recommendations for improvement. The Toolkit is easy-to-use and each chapter takes no more than 5 minutes. We can also offer workshops and 1-2-1 support – please get in touch with us if you're interested. 

While all attention may be focused on campaigning for the General Election, it's essential to remember what comes next. We are currently 2 and 3 years out from the next Holyrood and local council elections, but it is likely that the processes which will shape these results will begin much sooner. Candidate assessment is the first in a chain of decisions that determine who our elected representatives will be. It's up to parties to make sure that hopes for greater equality in our democracy are built on strong foundations – starting with asking who is given the chance to be on the ballot.

Women, Scotland & Inclusion: We need more than 'inspiring' inclusion

This International Women's Day, we're overjoyed to share with you four guest blogs from women across Scotland who are making meaningful steps towards women's equality. The theme of IWD this year is #InspireInclusion, & we asked our bloggers to talk about the communities and campaigns happening across the country.

graphic with a photo of Nosheen Ahmed in front of a background of icons incorporating the Engender logo, with text which reads Women, Scotland & Inclusion #IWD2024

Nosheen Ahmed is the Employability Project Coordinator at AMINA, the Muslim Women's Resource Centre. She is a trained Independent Domestic Abuse Advocate (IDAA).

A meme showing Victoria and David Beckham in conversation, where Victoria is acting as an organisation claiming to value equality & diversity, while David prompts her to admit that they have only provided cupcakes to mark International Women's Day.I came across this meme that has been circulating on LinkedIn inspired by the Beckhams, and it made me laugh because it hit the nail on the head…nothing says inclusion like a cupcake, right?

Thank you for the tokenistic gesture, but what we really want to see is meaningful change where as women, we can thrive in an environment that brings out the best in us.

Equality, Diversity, Inclusion, the 'buzz words' organisations across sectors have been using, but how are these words actually being implemented in reality to tackle all the 'isms' that exist in today's society?

Featuring your only BME or disabled person on your website, social media or marketing materials doesn't quite inspire inclusion, especially when the board of directors have a disproportionate ratio of men, women, and people of colour on it. We can see through the façade and know when we are the diversity hire or tick box exercise to increase the EDI stats. Please don't use us to promote you are 'an inclusive employer' when your policies and internal practices are to the contrary.

For the majority of my career, I have been either the only BME person within my organisation or from the minority. I was never able to bring my entire self to work, or proudly share my identity of being a Scottish, Pakistani, Muslim woman. When I first started my career journey, I wanted to fit in and focus on the job I was employed to do. Therefore, microaggressions, racist, sexist or Islamophobic comments were tolerated with a fake smile as I didn't know how to challenge them in fear of losing my job.

However, over the years, I observed the covert and overt forms of discrimination, sexism and racism that occurred in the workplaces which affected me and others from marginalised communities. My lived experience has now become my expertise and valued by organisations that are serious about making their workplace more inclusive.

When I speak to organisations who say they want to increase their diversity, some of the first things they tend to say is:  

  • We don’t know how to reach the marginalised communities.
  • We don’t get many applications from BME people when jobs are advertised.
  • Women aren’t applying for senior management roles.

The onus is automatically put on the marginalised community being hard to reach when they aren't. Perhaps there are barriers preventing them from applying and pursing those career opportunities. As an organisation that is serious about inclusion, you have to actively look for and engage with the communities you want to reach and work with them to remove these barriers.

If you don't know where to start, reach out to a specialist BME organisation such as AMINA The Muslim Women's Resource Centre that has been around for the last 25 years serving women from the Muslim and BME communities. Managing the employability project at AMINA, my team and I are always open to partnership working and can help promote vacancies, skills development, volunteering opportunities, and facilitate focus groups.

Celebrating Inclusion

Of all the places that I have worked, AMINA is the only place I feel I can bring my true, authentic self to work. Why? Because I don't have to explain my faith, my culture, or my feminine issues, I am accepted for who I am; there is a sense of belonging, a shared understanding, and a real family feel. This is what true inclusion should feel like for everyone.

At AMINA, it's International Women's Day, every day! We are fighting for women's equality in all areas of life and celebrate the unrecognised invisible work they do outwith their day job by ensuring our internal policies help them achieve a work-life balance.

In 2024, we should all be doing better at inspiring inclusion. It's a collective and collaborative effort that requires buy-in from everyone within an organisation. It's not a gender problem, a BME problem, or a race problem… it's a societal problem that we all need to work on together. After all, we can all enjoy a cupcake (or two) while being different together without needing a dedicated day to celebrate.

Guest posts do not necessarily reflect the views of Engender, and all language used is the author's own. Bloggers may have received some editorial support from Engender, and may have received a fee from our commissioning pot. We aim for our blog to reflect a range of feminist viewpoints, and offer a commissioning pot to ensure that women do not have to offer their time or words for free.

Interested in writing for the Engender blog? Find out more here.

Women, Scotland & Inclusion: What's next for Scotland's feminist future?

This International Women's Day, we're overjoyed to share with you four guest blogs from women across Scotland who are making meaningful steps towards women's equality. The theme of IWD this year is #InspireInclusion, & we asked our bloggers to talk about the communities and campaigns happening across the country.

graphic with a photo of Amanda Amaeshi against a background of icons incorporating the Engender logo, with text which reads Women, Scotland & Inclusion #IWD2024

Amanda Amaeshi is an activist and campaigner. She is a Young Spokesperson for Girlguiding Scotland and sits on the First Minister's National Advisory Council on Women and Girls. She is currently studying law at UCL and has been named within the young Women's Movement 30 Under 30 list, the WOW Foundation's Young Leaders Directory and Glasgow Times Young Scotswoman of the Year.

In November 2023, Engender held its Annual General Meeting, in celebration of the charity's 30th anniversary.

The event served as an excellent opportunity to appreciate Engender's impactful efforts towards gender equality in Scotland over the years whilst contemplating the future of Scotland's feminist sector.

To shed light on the latter aspect, Engender invited four speakers – Talat Yaqoob, Jenni Snell, Leslie Hills, and myself, Amanda Amaeshi – to share reflections and pose challenges. This blog highlights key points and recurring themes from the event, with the full recording available for viewing here.

Empowering Narratives: Women as Historians, Intersectional Advocacy for Marginalised Voices, and Ensuring Inclusive and Meaningful Participation

Leslie: “History is written by men for men – until recently.”

Leslie underscores the importance of affording women the opportunity to contribute to the narrative and history. Reflecting on personal experiences, Leslie notes the evolving feminist landscape, highlighting the initial lack of historical documentation. Mentioning her own book focused on a specific house's residents, she notes challenges in gathering information about women due to historical gaps. Over her lifetime, Leslie observes positive changes, with increased writings on feminism creating a recorded history that offers a more nuanced perspective.

Talat: “Intersectionality is asking us to be specific, and asking us to be outcome focused and to ensure that we are being our best selves and delivering for those who are marginalised.”

Talat explains intersectionality as recognising the compounding impacts of oppressive systems. She cautions against the term becoming a diluted buzzword and stresses its transformative potential within the feminist movement. Talat also envisions a hyper-localised approach to politics, ensuring that women have a direct influence on policy-making. She urges the feminist movement to invest more in facilitating self-advocacy and bringing decision-making power closer to women, fostering visibility and ownership within the movement.

Nurturing Growth: Feminist Mentorship and Collective Action Fuelled by Radical Hope and Optimism

Amanda: “Not everyone knows where to look to find those opportunities; not everyone has a group of politically-minded activist friends or belongs to an organisation; not everyone has their Katie [Horsburgh], a mentor-like figure.”

Reflecting on personal experiences of self-doubt and its detrimental impact, Amanda stresses the crucial role of feminist mentorship. She notes that, without adequate support and confidence, women may struggle to bring their best selves to the table, hindering the sharing of invaluable expertise and experiences, which would be a significant loss for effective feminist policy scrutiny. Amanda underscores the imperative for participation to be meaningful, equal, non-tokenistic, with tailored support addressing the unique needs of those engaged.

Jenni: “Now more than ever it’s crucial for us to come together and be intentional in building a movement of hope and courage.”

Jenni highlights the power derived from collective action and collaboration, urging the community to tightly embrace these principles as a means of instigating change and reshaping the current challenging reality of many young women struggling to have their basic rights realised. She points out the successes achieved through collaborative efforts grounded in feminist principles, citing the recent Equality and Human Rights Bill consultation as an example where various organisations united to exchange knowledge and ideas and amplify shared messages.

Conclusion

The session concluded with interactive audience participation. Attendees were encouraged to contemplate the highlights of the past 30 years in the Scottish feminist movement and envision the trajectory of the movement over the next 30 years, considering their individual and collective roles within it.

I encourage readers to engage in a similar reflection, contemplating their own perspectives on the past, present, and future of the feminist movement.

Guest posts do not necessarily reflect the views of Engender, and all language used is the author's own. Bloggers may have received some editorial support from Engender, and may have received a fee from our commissioning pot. We aim for our blog to reflect a range of feminist viewpoints, and offer a commissioning pot to ensure that women do not have to offer their time or words for free.

Interested in writing for the Engender blog? Find out more here.

Women, Scotland & Inclusion: Barriers to disclosure and support in an island setting

This International Women's Day we're overjoyed to share with you four guest blogs from women across Scotland who are making meaningful steps towards women's equality. The theme of IWD this year is #InspireInclusion, & we asked our bloggers to talk about the communities and campaigns happening across the country.

Graphic with a photo of Zelda Bradley, Service Director at ORSAS against a background of icons incorporating the Engender logo, with text which reads Women, Scotland & Inclusion #IWD2024

Zelda Bradley is the Service Director, Specialist SV Advocacy and Support Practitioner for Orkney Rape and Sexual Assault Service (ORSAS).

Orkney is the complete package, boasting a rich heritage, landscapes, beaches, wildlife, thriving food and drink sector, world leading energy innovation and a lifestyle that is second to none!”

The Orkney “brand” is lucrative, it supports jobs, a rural idyll and an aspirational lifestyle. Alongside the positive statistics, there are challenges facing our remote, rural island communities in relation to housing, hidden poverty, gender-based violence, substance misuse and access to services.

All the things that positively bind our community together also create barriers to disclosure and accessing support. People rely on one another’s goodwill. We are at school, studying, working, and socialising together. There is a transparency to island living that can’t be escaped. Everyone has a lineage through their family, where we live, our role and where we fit into the fabric of island life. This is true if we were born here or arrived on the last ferry.

We are great storytellers still. Every tale starts with a genealogy, a placing of people in context in a web of familiarity. Every woman I spoke to in the early days of developing ORSAS had a story about casual misogyny and sexual violence that was normalised; “Surely you won’t be busy” then “I hope you’re not busy” followed by a disclosure.  

We have a community memory that spans back over a hundred years that preserves women & children’s lives, their triumphs and sorrows. If abusers think that their bad behaviour has been forgotten because it was not prosecuted, they are mistaken.

Revealing that one of us harmed another has serious consequences. It makes survivors visible and vulnerable. It challenges the cohesion of the community and the construct that we are all safe here with the people we know. If the community narrative says her experience is unthinkable, survivors are silenced, they fear they won’t be believed. If those that disclose are shamed by the proximity of those that harmed them, does it hinder anyone else coming forward? If the media reports the graphic detail of charge sheets, which boost circulation, does that foster trust in the court process?  

A photo of the ORSAS equality hub showing flyers in the window.

This is why our centre is visible and accessible, grounded in the community. This is why we campaign, educate, and agitate. Because sexual violence is a cause and consequence of inequality.

Our Equality Hub, with a shop front on the main street hosts displays on equality, feminism, and human rights. Looking through our windows you see our staff at their desks. This is a safe, welcoming space, and we are holding hope for everyone coming through our door.

For Betty Corrigall and my aunt Barbara, missing for 80 years, and many like them. For every farm servant girl scared to work in the byre with the men. For every woman that shared her story and those that could not. For everyone who accepted a lift and whose trust was betrayed. All those “peedie birds” are being remembered and celebrated now, their voices echo through the work of Tak_A_Stand.

Guest posts do not necessarily reflect the views of Engender, and all language used is the author's own. Bloggers may have received some editorial support from Engender, and may have received a fee from our commissioning pot. We aim for our blog to reflect a range of feminist viewpoints, and offer a commissioning pot to ensure that women do not have to offer their time or words for free.

Interested in writing for the Engender blog? Find out more here.

Women, Scotland & Inclusion: Half of humanity is waiting for you

This International Women's Day we're overjoyed to share with you four guest blogs from women across Scotland who are making meaningful steps towards women's equality. The theme of IWD this year is #InspireInclusion, & we asked our bloggers to talk about the communities and campaigns happening across the country.

A graphic with a photo of Azita Jabbari in front of a background of icons incorporating the Engender logo, with text which reads Women, Scotland & Inclusion #IWD2024

Azita Jabbari is a policy lead working in Scotland and a member of Every Woman Treaty, a coalition of more than 3,000 activists in 147 nations advancing a new Optional Protocol on violence against women and girls connected to the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) based on its General Recommendation 35. This article expresses her personal opinion, where it is also supported by Every Woman Treaty.

As an Iranian woman coming to the UK—the "developed" world—a few decades ago, it was fantastic to experience more women's rights. But over time, I became aware of multiple occurrences of violence against women and girls (VAWG).

It compelled me to research the possible roots of VAWG, and I found misogynistic attitudes dating back thousands of years.

An innocent reader might think that VAWG only happens these days in "undeveloped" countries. But I've come to understand that this violence exists across all nations and all religions.

The UK National Police Chiefs' Council reports shocking levels of VAWG: "A woman is killed by a man every three days in the UK." Moreover, in the year ending March 2022, sexual offences recorded by the police had risen by 32 per cent, the highest annual figure recorded in England and Wales, including the highest recorded annual numbers of rape.

Out of the 65,251 domestic abuse incidents recorded from 2020 to 2021 by Police Scotland, in four out of five, women were the victims.

These statistics present high negative figures for a developed country like the UK. Europe has similar figures: at least two women are killed every day in the EU by an intimate partner or family member, and two in 10 women have experienced physical or sexual violence.

Across the globe, at least one in three women are raped, beaten, or assaulted, according to the World Health Organization. The situation is dire for migrant women and refugees. In 2021, the UN refugee agency reported that 1 in 5 internally displaced women have been subjected to sexual violence. Women in the UK report high levels of violence before, during and after forced migration.

Based on a report by the UK Government, women who are trafficked for sexual exploitation and domestic servitude report high levels of sexual violence. The Metropolitan police reveal that trafficked women and children are promised better lives but when they arrive in the UK, they can be forced into sexual slavery, forced marriage, and work as servants.

We Can Better Protect Women and Girls 

All of this data has made me wonder what is so "developed" about the West and their respect for human rights? What does it say if vulnerable women come to escape death or persecution and are raped or taken advantage of here? It shows us that regardless of whether a nation is labelled "developed" or "developing," regardless of a nation's belief system, women need to be protected.

On this International Women's Day, I propose a solution that is inclusive of all women. I strongly recommend that the UK support the creation of a treaty in the form of a new Optional Protocol to the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) specific to ending VAWG. This binding legal instrument would prioritize solutions to gender-based violence against women for all women in every nation through legal reform; training and accountability for police, judges, and healthcare workers; violence-prevention programs; and comprehensive services for survivors.

I was shocked to read that when the UK ratified the Istanbul Convention, Europe's regional treaty on gender-based violence, it excluded migrant women.

This year's theme for International Women's Day is "Inspire Inclusion". The UK's support of a new Optional Protocol to CEDAW would do that—show its commitment to women's rights for all women, and that it welcomes a global instrument that brings much-needed clarity and cohesion to definitions and standards across the world. 

As a longtime resident of the UK, I ask: Why not prove that we are developed by supporting the creation of a global instrument to eradicate violence against half of the world's population?

Guest posts do not necessarily reflect the views of Engender, and all language used is the author's own. Bloggers may have received some editorial support from Engender, and may have received a fee from our commissioning pot. We aim for our blog to reflect a range of feminist viewpoints, and offer a commissioning pot to ensure that women do not have to offer their time or words for free.

Interested in writing for the Engender blog? Find out more here.

Downloads

Engender Briefing: Pension Credit Entitlement ChangesEngender Briefing: Pension Credit Entitlement Changes From 15 May 2019, new changes will be introduced which will require couples where one partner has reached state pension age and one has not (‘mixed age couples’) to claim universal credit (UC) instead of Pension Credit.

Engender Parliamentary Briefing: Condemnation of Misogyny, Racism, Harassment and SexismEngender Parliamentary Briefing: Condemnation of Misogyny, Racism, Harassment and Sexism Engender welcomes this Scottish Parliament Debate on Condemnation of Misogyny, Racism, Harassment and Sexism and the opportunity to raise awareness of the ways in which women in Scotland’s inequality contributes to gender-based violence.

Gender Matters in Social Security: Individual Payments of Universal CreditGender Matters in Social Security: Individual Payments of Universal Credit A paper calling on the Scottish Government to automatically split payments of Universal Credit between couples, once this power is devolved to the Scottish Parliament.

Gender Matters Manifesto: Twenty for 2016Gender Matters Manifesto: Twenty for 2016 This manifesto sets out measures that, with political will, can be taken over the next parliamentary term in pursuit of these goals.

Scottish NGO Briefing for UN Special Rapporteur on Violence Against WomenScottish NGO Briefing for UN Special Rapporteur on Violence Against Women Joint briefing paper for the UN Rapporteur on Violence Against Women.

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