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Gender Diversity

The lack of women in leadership positions is not only damaging in terms of representation, but it also damaging to the discourse and scholarship of our field. The ELN is committed to amplifying the brightest minds, regardless of their gender.

Commitments & Progress

Our Director, Sir Adam Thomson, has committed both personally and on behalf of the ELN to the GCNP’s panel parity pledge.The initiative asks participating heads to commit their institutions to implement a minimum of three improvements to address gender imbalance over a 12-month period.The ELN has committed to four:

  • Extending the personal panel parity pledge to the whole ELN team so that we all challenge unbalanced panels (as per the terms of the pledge).

The team had been made aware of the commitment at the point of joining the GCNP and accepted invitations accordingly. We will continue to focus on this pledge, moreover continue to track the balance of participants in ELN events.

In the period June 2018-2019, our baseline was approximately 27% female. From June 2019 to date we have elevated this to 41%.

  • Improving gender balance in our commissioning practice. We will survey our performance from June 2017 and establish a percentage improvement target, preferably 50% of all commissioned authors to be female by May 2020.

We have made a concerted effort to target, approach, and support female authors, involving all members of the team in the commissioning process and asking for suggestions of experts within professional networks to redress the imbalance. For the first quarter of 2020, we are inviting only women to contribute as we have found that offers from male experts are often sent to us unsolicited.

Progress has been slower than we’d like, having seen a 5% lift in the period June 2019-to date. We continue to explore best practices in building and improving on this trend, specifically through monitoring solicitation alongside our publications.

  • Improving gender balance in all three of our main networks: Senior Network, Contact Group and the Younger Generation Leaders Network (YGLN). We will aim to make the biggest percentage improvement by June 2020 in the network where it is needed most – our senior network.

Unfortunately, we did not meet this commitment. We identified several candidates for membership and approached them with invitations, but were unsuccessful in recruiting these women. In the Younger Generation Leadership Network, we are accepting only women until we have redressed its gender imbalance, taking their regional distribution and professional expertise into account. The YGLN has seen a 4% uplift from 35%-65% (Female-Male) to 39%-61% since joining the GCNP.

We will continue our efforts. As a result of initial challenges, and in light of feedback, we are looking to redesign our invitations and will spend the first quarter of 2020 on outreach via existing membership, showcasing our female leadership and commitment to diversity.

  • Improving gender balance on our Executive Board by 1 August 2020 (allowing for the timing of AGMs).

This is an ongoing commitment. To date, we have secured two additional women to sit on our Executive Board.