APU Womens Network

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APU Womens Network

Creating its future Survey findings
Research undertaken by Faith MarchalEquality
Diversity Adviserf.marchal_at_apu.ac.uk
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The survey, and who responded

• Questionnaires sent to all female employees in
  the University on permanent contracts (full and
  part time) in January 2005
• 195 responses received
• 68 from current members (34.9)
• 124 from non-members (63.6)
• 3 from those who didnt say (1.5)
• Nearly 20 response rate

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1. What should the Networks primary focus be in
future?
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Focus comments

• We shouldnt lose sight of the other aspects
  listed here they are all important
• This is the first time Ive heard of the Network.
  If there are gender issues at APU, these should
  be discussed in a wider gender issues network
• All the above are important but an official forum
  is needed to provide clout when actions need to
  be taken and issues resolved.

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2. Do you think the established pattern of
events should continue?

• The current pattern is two Network lunches per
  year on each campus, and a spring residential
  conference.
• 80.5 said Yes
• 14.4 said No
• 5.1 did not reply

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Pattern of events comments

• Lunches should continue but residential
  conferences can cause problems with childcare
• Retain annual conference, but lunches should be
  more like meetings and not so passive as
  previously.
• Perhaps replace residential conference with
  smaller, more frequent sessions at campus per
  year
• The role and purpose should be clarified before
  assuming the existing pattern is appropriate.

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3. Sharing the work of running the Network
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Managing the network comments

• In my experience, one person should have
  responsibility for organising events. It is
  always difficult to get people together.
• I dont think one individual should have to
  shoulder the full responsibility and it would
  encourage ideas-sharing.
• Please keep it as something we all own. Once a
  steering group is introduced we could end up with
  a proliferation of working parties, committees
  and subgroups. Someone should step into Annes
  shoes, but with admin support could canvas views
  at network meetings / conferences / discussion
  groups.
• Is opinion is more split than data suggests?

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4a. Should the Network be open to men?
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Yes, but . . .

• Overall, 108 people said yes (55.4), and 77
  people said no (39.5).
• 62.9 of the 124 non-members said yes
• However, 66.6 of the 68 existing members said
  no!
• 74 comments received more than any other topic
  and they tell a different story!

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Men-bership comments

• The idea is good but in reality having men in the
  group would distract the work and direction.
  This is to say if any men would be interested in
  joining!
• Constructive dialogue can still happen without
  having to resort to formal co-option.
• How do you define genuine interest? There would
  have to be some criteria of selection / rejection
  on that basis.
• Men could be included in a wider gender equality
  working group, but the actual Network should
  remain women-only to allow for frank discussions.
• Inviting men to particular events may be more
  suitable than blanket membership.

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And more . . .

• Men tend to monopolise. If they have a genuine
  interest in gender equality they would have
  already done something about it.
• The whole attraction of the Network is its a
  place where we dont have to play gender games.
• Research into behaviour indicates that in mixed
  sessions men are more vocal and seek to dominate.
  Less confident women would lose the advantages
  of a women-only network.
• There are distinctive issues faced at work
  because you are a woman. Whilst sympathetic men
  may be invaluable as friends / allies / supports
  in the workplace, it is important to have a forum
  that is for, by and about women.

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4b. Separate networks for women in particular
roles?
Opinion evenly divided between members and
non-members
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What kind of role-specific networks?
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Separate networks comments

• Having said no, because I feel we are all women,
  some less-confident individuals might feel
  inhibited with those more senior.
• This may be divisive if the groups do not have a
  shared agenda.
• Would be good to provide separate, additional
  opportunities for women in particular roles to
  meet, but the conference was particularly good
  because it was a mix of women across the
  University.
• I am very against the idea, which can lead to the
  feeling that some roles are valued above others.
• Not sure, as I can see the attraction of peer
  groups, but also think such a structure could
  impose barriers.

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Potential for growth

• 94 respondents (not previous members) requested
  information about future activities
• 66 women indicated willingness to serve on a
  steering group (37 of these are potential new
  members)
• How to harness that willingness?

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General comments

• The network group could become them and us,
  academics and administrators. This should not be
  allowed to happen!
• I am not sure that single-sex activities are
  relevant anymore in HE. I think the Network
  should be expanded to include discussion of all
  equality issues. Rename Equality Diversity
  Network?
• My lack of participation is due to the
  stereotypical attitude towards womens groups as
  being radical feminists. While aspiring to
  feminism, being radical is an uncomfortable
  concept for me. A genuine interest in gender
  equality would encourage me to attend.

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More . . .

• I am a sibling rather than a sister, and Im
  unhappy about organisations that exclude male
  feminists or deny the disadvantages that some men
  experience.
• I do not feel a womens network is required at
  all. It strikes me as outmoded and patronising,
  particularly the use of lunches.
• I attended the Annual Conference for the first
  time last year. What I liked most about it was
  the diversity of peoples backgrounds and
  employment roles.
• A well-structured and focused forum would
  persuade me to get involved, despite time being
  the major barrier. An excellent way forward for
  women who have often been isolated at APU.

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Next steps

• APU Womens Conference, 5th May, New Hall,
  Cambridge
• Using the language of change effectively
• Learning from other organisations networks
• Establishing APU Network priorities
• And then . . . ?