Women in Governance 2009.pdf - Manchester Metropolitan University

‘ Women in Governance: listening to the voices of female councillors and learning fromtheir journeys’ by GAP Unit has been made possible by funding and support from NorthWest Together We Can.‘Women in Governance’ was wrien by Carolina de Oteyzawith collaboraon from Bridget O’Rourke.The report was proof read and edited by Hannah Berry and Jenny Lazarus.Invaluable research assistance for the project was provided by GAP Unit research team:Bridget O’Rourke, Jenny Lazarus, Valeska Matziol, Jo Hooper, Ilana Mounan, HannahBerry and Carolina de Oteyza. Data processing by Sanago Plana.Cover and illustraons by Irene PizzolanteCopyright © GAP Unit 2009All rights reserved. This publicaon is copyright, but it may be reproduced, excludinglogos and illustraons, free of charge by any method for advocacy, campaigning, andteaching or training purposes, as well as for research, private study or for internalcirculaon within an organisaon. This is subject to it being reproduced accurately andnot used in a misleading context. The material must be acknowledged as GAP Unit copyrightand the tle of the publicaon specified. For copying in any other circumstances, orfor re-use in other publicaons, or for translaon or adaptaon, prior wrien permissionmust be obtained from the publisher, and a fee may be payable. Use of the illustraonsalso require a wrien authorisaon.Copies of this report and more informaon are available to download atwww.gapunit.org and www.nwtwc.org.uk.North West Together We Can is the empowerment network for this region supported bythe Department for Communies and Local Government and the North WestImprovement and Efficiency Partnership. NWTWC encourages collaborave learning,pracce and research about community empowerment and engagement across theNorth West.Contact: eve.davidson@nwtwc.org.uk - www.nwtwc.org.uk.The contents of this report are not necessarily the views expressed by NWTWCGAP Unit CIC is a non-profit organisaon that seeks to promote gender equality. We aimto provide training and support that enables people to meet the challenges of building amore just, inclusive and equal society.We work in partnership with local groups and communies, voluntary organisaons,service deliverers and policy makers in gender research, training, advocacy anddisseminaon acvies. Our aim is to increase people’s understanding of gender gapsand inequalies and generate appropriate strategies to tackle them.In parcular, the GAP Unit works with women’s groups to help women in to gainconfidence and skills and encourage them to take acons to address the key issues thataffect them.Contact: info@gapunit.org

AcknowledgementsWe would like to acknowledge the many people who havecontributed in different ways to this study and the compilaon ofthis report.This project relied first and foremost on the input, me andgenerosity of the women who agreed to be interviewed for theresearch. We would like to thank all the parcipants for theirinvolvement, and their sharing of their views and experiences.We greatly appreciate the support given by North West TogetherWe Can, whose funding made the research a reality. Parcularthanks go to Eve Davidson for her constant co-operaon and forproacvely seeking ways to disseminate the study and promotelearning exchanges based on its findings.When we started this work, GAP Unit was based at the CommunityAudit and Evaluaon Centre of Manchester MetropolitanUniversity. We want to express our gratude to Tanja Loncar andCarol Packham of the CAEC team for their role in the early stagesand their on going support for all our acvies.Special thanks to Irene Pizzolante for her cover design and theartwork which illustrates this report.We finally want to thank the GAP Unit research team, associatesand volunteers who parcipated in this project. The thoughts andcontribuons of Bridget O’Rourke, Jenny Lazarus, Valeska Matziol,Jo Hooper, Ilana Mounan and Hannah Berry are defusedthroughout the report.We hope that this work will help raise awareness of theinequalies and barriers that women face when they choose tobecome involved in public life, and that it will contribute to aprocess of posive change.

ContentsIntroduconMethodologyParcipantsBecoming a councillor -geng into governanceMovaonsFacilitang factorsBarriersBeing a female councillorIssues and constraintsFacilitang factorsRecommendaonsNotesAppendix156991823323249567071

IntroductionThis report presents the findings of ‘Women in Governance’, a studyconducted by the GAP Unit and funded by the North West TogetherWe Can (NWTWC) network. The research explored the views andexperiences of female councillors in the North West of England,focussing on the barriers, movaons and support structures whichexist for women as they become acve in public life. It also looks atthe factors they feel detract from their ability to work effecvely aslocal councillors, and the things that support and sustain them on apersonal and praccal level. In addion, the parcipants shared theirideas on ways of encouraging and supporng more women to enterpublic life.The report intends to raise awareness of gender inequalies anddiscriminaon in local government, while being a tool for changingpracce and promong equal parcipaon in governance. As someof the parcipang councillors said“I hope that at least some of the recommendaons can be actedupon”“Let us hope this report helps change atudes”Sixty-two councillors, from different polical pares from across theNorth West local authories, shared their views and experiences.The respondents entered into polics moved by their values and outof polical convicon and a commitment to their local communies.They faced barriers geng there and oen connue to be kept onthe margins of decision-making. Many feel excluded from men’snetworks and talk about facing sexism and negave atudes andbehaviours. They connue to bear most of the domesc and caringresponsibilies at home, having to balance these with the demandsof a polical career.The sll prevalent ideas of governance as the domain of men, andhome the space for women, have a strong impact in their privateand public lives. Their journeys talk about the struggle of women tohave their right to speak, and be heard, recognised.

The GAP team are very grateful to these women who found me intheir busy and complicated lives to respond to our quesons. Wehope that their journeys and ideas will shed light on the path toimproving women’s representaon and inspire both women andmen to work together to transform society.backgroundWomen remain greatly underrepresented at most levels ofgovernment and decision-making in the United Kingdom. Accordingto the Equality and Human Rights Commission 1 , they make up only19.3 % of MPs, 29.3 % of local councillors in England and Wales, and14.3 % of local authority council leaders. The picture is even worsewhen it comes to minority groups: BME women represent less than1 % of local councillors. While 71 % of local authority employees arewomen, relavely few make it right to the top: just 19.5 % of chiefexecuves are women.The need to promote gender-balanced parcipaon in decisionmaking,as a condion for democracy, has been fully recognised atnaonal, European and internaonal level 2 . In the UK, the GenderEquality Duty (GED) makes gender equality central to the funcon ofpublic bodies, including policy-making, service provision anddecision-making. The GED guidance for public authories proposes“to increase representaon of women on decision making bodies”,as one of the broad aims to be set out by public authories.There has long been a false assumpon of commonality of interestsbetween the sexes; in pracce, women and men experience theircommunies differently, have different aspiraons and mobilisearound different issues. They also face different barriers toparcipaon, which can lead to either group being underrepresentedat different levels of decision-making. Women’s‘tradional’ role in relaon to family and domesc work is a majorfactor in reducing their flexibility for parcipaon. Meengs are

oen arranged with lile consideraon given to the praccal needsof parents and carers, or of those who are under-confident or havelile experience of formal procedures. Discriminatory atudes andpracces, stereotyping and a clubby, male-dominated style ofpolics can also marginalise the female voice.As men and women do not always share the same needs andperspecves, gender balance in representaon is essenal toensuring that both their interests are addressed. If decision-makerscome from a limited secon of society, they rely on a narrow rangeof experiences and are less likely to take into account everyone’sneeds when making policies and planning services.History clearly shows that, unless specific steps are taken to ensureequal parcipaon, women are oen excluded. Projects andpolicies then lack contribuons from women and may fail to meettheir parcular needs and interests.Manchester women themselves have expressed the need to beequally represented in decision-making 3 .“Is the city about men? We make up 51% of the populaon ofManchester!”“If we are not there... women’s needs will not be addressed,women’s priories will be overlooked!”“We have good ideas, we have a lot to say!”“We want to be there because we want to contribute to others andmake change”Decision-making boards should, at least roughly and when possible,reflect the communies they serve. Gender-balanced representa-on would enrich decision-making and make civic roles generallymore aracve to women. There is also consistent evidence thatwomen make a difference in polics by bringing otherwise neglectedconcerns and perspecves to the polical table 4 . Makinggovernance gender-sensive requires not only having more women

at the table, but it is a place to start. Acvely involving women ingovernance would mean that the decisions made would be morelikely to respond to the different needs and situaons of bothwomen and men, and contribute to gender equality.Governance cannot be effecve if women, who make up half of thepopulaon, cannot exercise their right to parcipate equally in thedecisions that affect their lives. Governance cannot be trulyeffecve unless it is gender-sensive. In the long run, the equalparcipaon of men and women in UK local government will dependon strategic measures that address the root causes of genderinequality and remove barriers to women’s engagement.It is essenal to idenfy and beer understand these barriers, as wellas women’s movaons and needs, to ensure that more womenenter all aspects of public life. By listening to the voices of femalecouncillors, the ‘Women in Governance’ research aims to help theprocess of generang understanding and change.a note from North West Together We CanNorth West Together We Can, the regional community empowermentnetwork, provided funding for this research because theCommunies in Control White Paper encourages a wide variety ofpeople to become acve cizens, supports the value ofvolunteering and is commied to ensuring that the localrepresentaves reflect the community they serve. In parcular, thisresearch serves to help idenfy the posive impact of being awoman councillor, the barriers they face and outlinesrecommendaons from women councillors themselves for thosebarriers to be overcome and community empowermentstrengthened. These recommendaons in turn, will be used as abasis for learning and development acvies.

MethodologyThis is an enrely qualitave study based on a focus group 5 plus fiyeight individual phone interviews and email surveys conducted,between 2008-2009 with female councillors in the North West. Anemail was sent to all the female councillors in the North West. Thesample consists of those who chose voluntarily to take part in theemail survey or agreed to be interviewed.The quesonnaire and group queson guide (appendix 1) containedeight open quesons on the following topics: Causes of women’s under-representaon in public lifeGeng into governance: movaons, barriers and elementsthat helpBeing in governance: what it is like, difficules, issues and keyelements that support and help them in their public role Recommendaons for removing obstacles and encouragingmore women to become involved in decision-makingprocessesThe women shared their experiences and views on how they becameinvolved in local polics, what it is like to be a female in a maledominated environment, and their movaons and challenges.The findings are not intended to be stascally representave.However, as they were drawn from a diverse range of women fromdifferent geographical areas and polical pares, they provide aninformave snapshot from which we can begin to understand andrespond to the different movaons and barriers to women‘sinvolvement in public life, and specifically as elected representavesin local government.The number and diverse background of the respondents, and thequality of interview data collected, demonstrates a high level ofinterest and engagement in the issues surrounding women andrepresentaon on the part of women councillors.

parcipantsA total of sixty two councillors from different polical pares acrosstwenty six local authories parcipated in the research. They sharedtheir experiences and views on becoming involved in local policsand being in governance.The interviewees were a good cross-secon from different parts ofthe North West.24.5 24.5Parcipants by Area %29.8147CheshireLancashire Cumbria GreaterManchesterMerseysideThere was also a relavely good representaon of councillors fromdifferent polical pares.Parcipants by Polical PartyConservave21.1 %Independent3.5%Labour36.6%Liberal Democrat36.8%

The fact that the respondents came from a variety of backgroundsand personal situaons would enrich the discussion. The groupincluded married councillors with grown-up children and grandchildren;married councillors with younger children and no children;single mothers, widows; academics and women with no highereducaon.Reflecng the picture of female councillors naonally, the majorityof respondents (96.5%), were white and only 3.5% were from ethnicminority groups, all of them Asian.Their ages and length of involvement in public life also varied. Somewere newly elected while others had been councillors for overtwenty years.analysisAll the interviews were typed up and tabulated. A team ofresearchers analysed the data, looking for paerns and idenfyingcommonalies and differences on key issues amongst the responses.A dra report was sent to all the parcipants. Some of themcommented on it and their feedback was incorporated in the finalreport.the reportThe report follows the quesonnaire structure and presents thefindings in three secons. The first presents the movaons andobstacles faced by women when geng into governance. Thesecond secon covers the challenges women face in their role ascouncillors, and the things which help. The final secon contains therecommendaons generated throughout the study on how toenable more women to reach posions of power in polics and inthe public sector in general.

To do jusce to the experiences shared by the respondents, thereport draws to a great extent on verbam informaon. The wordsof the women shape this report; the intenon is to capture therichness of their experiences and to shed light on some of the keyfactors that have shaped and sll shape their journeys into and ingovernance.Some informaon has been excluded from some of the quotes inorder to maintain the anonymity of respondents.This report aims to generate a beer understanding of the currentunder-representaon of women in local government. It also aims tohelp generate discussions and acons toward gender equality ingovernance.

Becoming a councillor -getting into governancemovaonsThe majority of the respondents were movated to becomecouncillors by their desire to serve their local community, to tacklespecific local issues, to change social or polical situaons, and ortheir commitment to key values. Only a few menoned self-interestedreasons such as keeping acve and using their skills.Some of the respondents became involved in polics only gradually.Parcipaon in local or community projects of one kind or anotherled, in some way, to their standing for elecon as councillor. Amongthese women, some had never even considered standing forelecon unl being asked or encouraged by others to do so.There was no indicaon among the responses that parcipants sawthe role of councillor as a means for progressing to a more‘powerful’ posion, or a polical career. Power, for these women, isnot about personal interest or control. It is not an end in itself. Poweris desired only as a means to ‘influence things’ or to ‘make adifference.’ Power was only referred to by the respondents as aninstrument for improving the lives of their communies.making a difference– a desire to improve their local communityMost of the women expressed a general wish to improve theircommunity or to ‘give something back’ as their main move forbecoming involved in polics.“I wanted to make a difference to the quality of life issues”“I was movated by the desire to improve my town”“To put something back into the community I grew up in”“I got involved because I wanted the best for community which Ilive in. Was not happy with what I was experiencing”

This desire to improve things locally was linked to the perceponthat the role of councillor would enable them to ‘make a difference’and ‘improve circumstances’“I wanted to be involved in local issues and have a chance toinfluence things”“It seemed to me that becoming a councillor would allow me toput forward that (issue) and many other issues at the highestlevel”“I went in with the area of women’s issues in mind… I decidedthat I needed to be in the system to try to effect change…”“Wanted to improve things and felt that I could make a differenceas a councillor”responding to specific local issuesPeople living in an area experience different problems andchallenges. The desire to act on specific local issues, to improve aparcular situaon, can be an important factor in driving women tobecome polically involved. For nearly a third of the womeninterviewed, this was a key factor movang them to stand ascouncillor.“A local issue with which I was unhappy. I wanted to change thedecision”“The very poor service given to my local community by the councilprompted me to get involved as a councillor”“I thought the Youth Training schemes were dreadful and feltthat both the le and the right had let young people down.”“I have an interest in local issues as well as polics. The issues arerelevant to everyone. If we moan we should take acon instead.”“I became involved to sort out some local issues”“My community and in parcular provision for young people inrural areas”

In some cases, it was a parcular injusce which the subject wasinvolved in, or had witnessed, which gave them the spur to act.“I got involved due to an-social behaviour and vandalism on myhouse. My neighbour witnessed it and acted as a witness to thecourt. I went with her and they made mincemeat out of her. Ihate injusce and I felt I had to do something about it.”“I was very angry about what the government of the day wasdoing to young people - I had seen beggars on the street for thefirst me aer benefit changes, I felt that young people werebeing demonised and alienated (…) ”“I got involved as I met an asylum seeker who had not been adequatelyrepresented and I knew I had to do something as it justwas not right.”changing local policsSome of the councillors menoned a parcular polical situaonwhich had movated them.“I came into this because I didn’t like the controlling group in thecouncil.”“I felt that the sing councillors were not listening to localopinion.”“A hatred of Mrs Thatcher and what she had done to a voluntarybody I was involved with.”“The last straw was threat of BNP councillors in Oldham…”“I wanted local money to be spent well and not wasted”“I was always crical of policians so decided to try to take aconinstead.”“Local need to oppose a far-right party”commitment to key valuesTheir value system or faith was a key movaon for the parcipants.Social and polical values such as equality, empowerment, socialjusce, democracy, community service and human rights were

menoned as reasons behind their acons and choices.“My Chrisan commitment.”“Faith/conscience”“To put my social and Chrisan values into acon”“Commied to the idea of defending democracy and I know thatdemocracy only works if people are prepared to parcipate.”“I had a strong polical commitment which led me to joining aparty”These values were linked to their upbringing in the form of a faithor role models in family or friends. These are humanisc values,oen influenced by religion, around the responsibility of helpingothers less fortunate than oneself and/or challenging injusces.“Parental influence as a child. Desire to alleviate social injusces”“Born into a polical/trade union family inslled a sense offairness and jusce parcularly for working class people”civic community involvement and volunteeringMany parcipants stated that, before standing for elecon, they hadbeen acve in their communies. They worked with civic,community and voluntary organisaons and had being involved incampaigns or parcipated in local acvies. Their commitment tosocial values had driven them to be involved in different capacies.“I was involved in a local community group, which in turn becameinvolved with an SRB6 iniave. I became chair of the localgroup.”“I became the leader of a local community campaign and thenassociaon looking for a centre”“I was a school governor and the Chair of the Parish Council so itwas a natural progression for me to become a councillor”“I was involved in community projects so had dealings with thecouncil and with councillors.”

“I was pressured by local people who thought I would be suitable,having formed a residents’ group and successfully fought againstmass demolion in my area”Their involvement in volunteer work, schools and local groups was astarng point for polical parcipaon and geng into governance.The women gained experience from their community and voluntarywork. Their work was recognised by others, they became known inthe community.posive role modelsSeveral women stated that role models were an importantmovaon for them to work, pursue a career and get a public job.They felt inspired by people in their families and in theircommunies.“Role models – Shan (another woman councillor in her area). It’sa driving force. You look at them… When you live in thecommunity you say ‘Wow’”“My dad was working class, he is my inspiraon”Having role models of other women in public life helped them torealise their own potenal. Women idenfy with women in publicposions and, seeing them there, are more likely to engage inpublic life and pursue a polical career.“A key element was having role models, other women in polics.Role models are important. I was at the young women’s forum acouple of years ago and one of the young girls said ‘I want to belike you, I want to be councillor’ and I thought… Oh my goodness...Seeing people in the community you can idenfy with - ‘Iwish to do what she does’.”opportunity – personal circumstancesFor some of the interviewees, the opportunity to become involvedcame at just the right moment, and they grabbed it. Specific

circumstances included children being old enough to look aerthemselves in the evening, feeling the need for a change, goingthrough a divorce, and being at home -off work- with children.“…Opportunity as well, the ming. I was going through a divorcewhen polics came along, and that changed my life.”“…the opportunity comes, and suddenly you have to becomeaware that we are our own person, not somebody else’s. Here isthe opportunity now for us to put our own ambions forward,and do what we want to do. We have to take it.”“The workplace was very sexist and controlling at that me.Many places were not employing women and pregnancy was abig issue. Some unions did not allow women to join. At first I wasnominated for an un-winnable seat and I fought the eleconwhen I was pregnant. I won my seat and the rest is history.”“Freedom from economic pressures – I wasn’t working but was athome with young children. Not sure I could have done it if I’dbeen holding down paid employment as well.”Parcipants menoned a desire to keep acve and use their skillsand knowledge once their previous main acvity, work or children,had come to an end. They wanted to be “occupied in something thatengages your brain.” There was a gap in their lives and theywanted to fill it by doing something producve.“I felt I had skills that were going to waste. I was widowed andneeded to build a new life for myself. My aim is to meet newpeople and get out of the house”“My main movaon is that I was going to early rerement andwanted to keep acve, really – use a lot of the knowledge andskills I had acquired over many years”“Filling the gap once the children grew up - I always wanted kids.When I got them they were the centre of my life. When they allgrew up and went, I felt this big gap. I had done lots of bits, and Ithought ‘a councillor? I could do that’”

eing a member of a union or a polical party and policalexposureOne in five respondents menoned being a member of a policalparty before standing for elecon, and one had been a unionrepresentave. A few of the women referred to their policalcommitment as a movaon for becoming a councillor.“I was also a member of the X Party so this was also a movaonfor me and I jumped at the chance”“a strong commitment to my polical party and lots of passionand enthusiasm”“I was movated to become a Councillor through my policalviews, the support of members of the Party were key elementsthat helped reached that posion”“I was asked to stand because of some work I was doing as aunion representave”being encouraged by other peopleBecause of its proximity to people and their daily needs, the locallevel allows women’s oen silent work benefing theircommunies, to be recognised by others. Somemes it is friends,neighbours or local policians who recognise a woman’s potenalfor local government office and encourage her to run. Policalpares are keen to recruit women who already have a popular localbase through their community work. Over a third of the respondentsmenoned having ‘been encouraged’ by others to stand for elecon.“I got involved with the parish council and was encouraged tostand.”“I got involved (when saw an injusce and wanted to dosomething) … This led to me being asked if I would like to be alocal councillor because of all the work I did on this case.”“I was involved in a local community group, and became chair ofthe local group (...) In parallel with that I was approached bymembers of two local polical pares. The first group encouraged

me to “get more involved locally, maybe sit on the governingbody at the local school”. The person who approached me fromthe second party was, at the me an Oldham councillor. He wasmuch more direct, encouraged me to join the party and said thathe thought that I would make a good councillor. This person isnow the MP for the area I live in.”“I was asked to stand because of some work I was doing”One parcipant was approached by her MP, who asked her to be aparish councillor. “If the MP hadn’t said it I would never have thoughtof it.” This need for encouragement suggests a lack of confidenceamong women concerning their ability to enter the unfamiliar worldof polics, a sphere tradionally dominated by men.Some of the women described as ‘accidental’ how they came tostand and be elected. They were approached by polical pares andasked to stand for elecon at the last minute, because somethinghad happened or not really expecng them to be elected.“I was roped in at the last minute like many people.”“I started off delivering leaflets then went on to become acouncillor. I fell into it by accident really but have learned a lot.”“I got elected by accident There was no expectaon whatsoeverof being elected. No one expected that to happen.”“I got involved as I was asked to stand at short noce whenanother candidate died.”women’s issuesWomen do volunteering work and get involved with communityissues. The jump from community service to polical acvity isoen prompted by others.Two of the interviewees’ involvement had been movated by a desireto improve the situaon of women.“I thought I could make a difference to the lives of women. Feminism in1992, when I joined the authority, had lost its impetus”“I went in with the area of women’s issues in mind.”

facilitang factorsThe parcipants referred to a number of factors that helped thembecome local councillors. Some of these facilitang elements werealso menoned above as movaons for geng involved in localpolics in the first place: community involvement and local es;polical involvement and support; personal characteriscs, and thesupport of family and friends. Other factors included: role models,educaon, equal opportunies, and local issues.social networks, community involvement, local esThe majority, if not all of the women interviewed, were closely ed, indifferent ways, to their communies. These es and their communityinvolvement led some to seek representaon and was thereason others were asked to be candidates. Polical pares frequentlytarget and recruit locally known people.Community groups, local engagement and social networksfavour a public role for women and can funcon as a‘trampoline’ for polical parcipaon.Two thirds of the respondents already had a role in their local communitybefore they started their polical life. Examples of communityinvolvement included: being a school governor, being on the ParishCouncil, church acvies like guiding, volunteer work, work as teachers,neighbourhood campaigning, members of residents’ groups, and being ona Community Council. They recognised their strong social networks andlocal work as a key element movang and helping them in their journeyto governance. Several stated that they had received direct support fromlocal people and groups in the community.“Key elements that helped me to become a councillor were theextensive community contacts I had and the good support fromother women”

“Good support from neighbours with child care arrangements.Local people who encouraged me. A team of people who wantedme to be elected.”“People recognised the jobs I was already doing and encouragedme to stand”“I had good relaonships with local people from living here, havingchildren and from being a teacher before”“I had been school governor for a long me. People knew me.”“Most important elements: Hard work and being known in thecommunity before I stood for elecon”polical pares and polical exposurePolical pares can facilitate the promoon of women. Involvementwith a polical party increases opportunies for geng into localpolics and women who are close to polical pares are more likelyto become parcipants in public affairs.Half of the respondents menoned support from a polical party asa decisive element in their becoming a councillor. Some stated thatthey had been encouraged or supported by others already involvedin polics. This included support from the local party, from otherparty members and in three cases from a local MP.“I got here due to an inial encouragement from people alreadywithin the party. Support from my local branch party. Supportfrom key individuals in the local party at all levels. A lot of hardwork – and I don’t mean mine.”“I was asked to stand by my local MP and a local campaignmanager. I was known due to being an acve party member but Ididn’t have this ambion beforehand”Several women said that they were already involved in local policswell before they took the step to be a councillor.“Polical experience: seven years recently as well as involvementwhen I was younger. Well known in the local party.”

“I am polical. I have been a party member since I was 17 andhave eleconeered for every elecon since then. I alwaysthought I would help others get elected but I didn’t think I wouldgo for it myself. I was surprised when I said yes but I am glad Idid it.”“The key element that helped me reach my current posion -Party membership from teenage years with a gap in policalacvity whilst bringing up my four children aer the death at anearly age of their father.”Their commitment to a parcular polical party was the movangfactor, for some, to stand for elecon.“I was a member of the X Party so this was the movaon forme... I saw it as a bit of an honour.”“I had a strong commitment to my polical party”“I was a member of the local Y group first and that gave me aninterest in what was happening locally.”Others stated that they had been exposed to polical campaigningand organising through their family.“I grew up in a family that discussed polics…”“I had parents who were very commied to the Party and to unionacvies (and their parents too).”Two of the women members of a polical party menoned that a factorthat influenced their elecon was the fact that there were no othercandidates or female candidate within the party so they were chosen.“…and the fact that no one else from my own party wanted tostand!”“The support of other Party women at the selecon meeng. Ashortage of women candidates.”“When the campaign group was chosen only men werenominated – oen by the women present! I pointed out theywere unrepresentave so they allowed me on.”

personal characteriscsOver a third of respondents raised a wide range of personalcharacteriscs or qualies that they felt were fundamental to theirsuccessful journey to governance. Examples include: self belief,determinaon, self-confidence, being able to admit when they don’tknow something, flexibility, ability to learn, being arculate, fairness,not being judgemental, commitment and hard work.“I am reasonably arculate and literate and willing to work hardand learn.”“Never one to stand back - felt the only way to change things wasto be part of it”“I can arculate well and I can be fair. I don’t suffer fools gladly. Iam movated by the enjoyment.”“I am a confident person and if I don’t know something I willalways ask”“Self belief and determinaon”“The feeling that I could do beer than some already in post.”support of family and friendsThe importance of friends and family was brought up by many of thecouncillors. Having people around them supporng, encouragingand inspiring or helping them with praccal and emoonal support,was essenal. Support from fathers, mothers, husband and childrenwas menoned on several occasions by most of respondents duringthe interviews.“Support from family and friends was a key factor”“My daughter encouraged me: ‘Mam - get out there, do it!’”“Family support was another element that helped. Definitely”“I got selected in August and by January I wanted to give up. But mydad encouraged me.”

“My partner was very supporve”“The support and encouragement of my friends and mostimportantly my husband”educaonAccording to some of the women, being highly educated or havinggood skills and knowledge were important factors. Some felt theyhelp you to get respect from others.“I found that the educaon has helped me, because when youare talking on topics, somemes you come up with theories, andall that. I can go back to those things. Bringing in the intellectualside of things, then people listen to you more. I’ve found thathelpful.”equal opportuniesTwo parcipants said that equal opportunies policies were a usefultool in helping them to get to their posion. One menonedwomen’s empowerment training - being trained to be confident andbecome more asserve and capable in polics.“I joined the 100 club which is an all-party working group workingto get 300 female MPs into parliament and more women intopublic life. They taught me to be an acve polician and I felt ableto draw on their contacts. I learned an enormous amount such ashow to be asserve but not aggressive, how to understandreports. I was able to understand how things work without feelingstupid for asking quesons. I learned that although I didn’t comefrom a wealthy background I was not an inferior person and thischanged my life. I felt able to access those who are at the topwithout feeling unwanted or talked down to.”

arriersWomen want things to improve for their families and communies.For this reason they step outside of the private sphere and getinvolved in community work and some into polics. Although localgovernment seems to be an ideal space for the involvement ofwomen, they sll only make up about thirty per cent of England’scouncillors, despite being fiy one per cent of the adult populaon 6 .Geng into governance for women is not only about being ‘willingto’ but about ‘being able’ to get there and parcipate. Women faceovert and covert barriers and obstacles that they need to overcomewhen trying to get into local government.In order to understand beer these barriers and challenges, thecouncillors were asked what were the things that put them offinially when considering geng involved, and what obstacles theyhad overcome.The experiences varied. One in five of the respondents said thatnothing had really put them off geng involved. Amongst them,some women highlighted that they had been “encouraged andsupported all the way”, while others menoned having facedbarriers but being able to handle them thanks to their own strengthof mind. “My determinaon and self belief held no room for failureor fear”. A few of them recognised that,although they had not facedsignificant constraints, this was due to the fact that they had notbeen caring for others at the me.“I do not have the me constraints facing some women, howeverI could not have considered taking on this role when my fatherwas sll alive.”“No, I had waited unl my children were teenagers so didn’t havechild care problems.”The majority of the parcipants did menon a number of challenges.Among these were: family responsibilies and tradional gender

discriminaon and social stereotypes; lack of awareness of what therole entailed; lack of confidence in themselves and their own skills;anxiety about campaigning; lack of support, and a dislike ofconfrontaonal polics.family responsibilies and tradional gender rolesand expectaonsMarriage and children impact women's involvement. Womenconnue to carry the primary responsibility for household andfamily. This role and the social expectaons around it limit women’sopportunies for becoming acvely involved in public and policallife.“I was put off inially by the thought of juggling family andvoluntary work.”“It will always be a problem for women to combine career andfamily life”A large number of the respondents idenfied the perceived role ofwomen as the 'home-maker' and their tradional responsibility asprinciple carer of children (or elderly parents and disabled familymembers) as barriers to their involvement.“Childrearing is a massive barrier... it is hard to make sure thechildren are looked aer. Crèche services would make thingseasier.”“Women mostly have to choose between having a family orhaving a polical or public life.”The bale of priories between career and family generates stress.Because they carry an unequal share of family responsibilies, someof the women waited unl their children had grown up beforeentering polics. Others took ‘a gap’ while raising the children.“I had waited unl my children were teenagers so didn’t havechild care problems.”

“I stepped down for 4 years at one stage as I felt I needed tospend more me with my daughter unl she went touniversity.”In general, women cannot run for jobs which involve much travel orchange of locaon that would be inconvenient for the rest of thefamily“I would have liked to have gone further in polical life i.e. tohave been an MP. Family commitments prevented me and Icouldn’t have lived in London in the week.”“The model we are presented with is not helpful as it is notrealisc. I stayed on in local polics despite wider ambionsbecause of my family life.”me commitmentThe amount of me needed to perform the role of local councillorwas menoned as a major barrier to becoming, as well as toremaining, acve as a councillor. The vast majority of respondentscited me commitment as a significant constraint, in parcular upontheir obligaons to their families.“Time commitment puts you off, especially as I have youngchildren.”“Originally I could see there was a lot of reading, and as I hadthree very young children I didn’t think I would be able to do it,me-wise.”Lack of me was also menoned by some in terms of balancing thisrole with other commitments.“I kept involved in local polics but sll had to make a living inother ways. When I paid off my mortgage I had more me todevote to it.”sexist atudes, gender discriminaon and social stereotypesExisng stereotypes about women's roles in society and thediscriminaon that can result from them, were barriers the

faced. One of the women was made to leave school at fieenbecause she ‘was only a girl’ and therefore expected to stay at home.For a young South Asian councillor, a similar pressure came frommen who cricised her on the grounds of her sex.“I, during my elecon, faced barriers from men from my owncommunity who felt that I shouldn’t be a public figure and that Ishould stay at home and be a housewife.”Some of the atudes reflect the sll generalised ideas of governance asthe domain of men and the domesc domain as the place for women.“The atudes were amusing... “what does your husband thinkabout you doing this?” was fairly typical then”“I was viewed as the woman who organised the socials etc. and notserious enough to make a ‘proper’ councillor.”lack of informaon about the role or percepons of the roleA lack of awareness about local government - what the councillorrole entails, what residents can expect from them and how thingswork - was an important barrier highlighted by some of the womeninterviewed.“A key barrier is a lack of informaon about what is involved. Weare really thrown in at the deep end (…). Local government is avery complex area and there is no educaon or training for it”“I didn’t fully understand all the responsibilies of being a councillor.In fact I’m sll learning!“Was put off inially by my own lack of understanding of howlocal government worked”“A barrier was the fear of the unknown”Negave percepons of how things work at local level also putwomen off.“Another thing that discouraged me was the idea of lots of mebeing taken up in meengs which would prevent me fromachieving much”

Many of the women felt that lack of knowledge is a key factordeterring women from becoming involved in public life. They pointedout that there is lile public informaon about the opportuniesavailable, what they entail, how to get involved or how things workonce you are there. Some thought that the obstacles to obtainingsuch informaon wer, in part, means by which men controlledwomen’s access to governance opportunies. According to them,governance remains dominated by white, middle-class men whoknow how the system works and don’t want to give it up to others.“Most councillors are old white men, sll. They don’t give you theinformaon you need. You have to find it out”lack of supportIn addion to the lack of informaon and knowledge about the job,some women felt that they received lile or no support whenstarng their work in public life.“There was very lile back-up. I was told I would have a mentorbut this never happened. It was hard and I always felt I waspestering my fellow councillors. I found the long term councillorsvery unhelpful (not deliberately) but they had forgoen what itwas like not to know their way around.”“Local government is a very complex area and there is noeducaon or training for it. If you want guidance and support donot go into this role. You really have to work on your owniniave.”lack of confidence in themselves and their own skillsSocial stereotypes and perceived differences in male and femaleroles and capabilies, inculcated through socialisaon in the home,family and school, and through absence of female role models,impact on a woman’s self-confidence.Women tend to underesmate their abilies. Lack of confidence andself esteem is a major barrier, and one that some of the interviewees

menoned as their main constraint when considering beingrepresentaves.“Thought I did not have the skills to do the job despite a degree inEnglish Literature and Women’s Studies.”“It is hard to trust your insncts at the start and it takes me tolearn that you have a valid point of view.”“I have had to work very hard to achieve any competence orconfidence”“I was worried that I wouldn’t be able to do a good job as acouncillor”campaigning and the loss of privacyAlthough they show energy and passion in their work for local issuesand fighng injusces, some of the women don’t like promongthemselves as candidates. They find speaking in public andcampaigning stressful and difficult.“… you then have to sell yourself to thousands of people, which ishard and very stressful.”“The pressure of doing a campaign is difficult”“I found pung myself forward in leaflets uncomfortable – 25years later I sll don’t like that much.”“… fear of speaking in public”Some women fear the idea of losing privacy when geng intopolics and becoming a local representave. Some of them haveexperienced being called at night and having their family exposed toabuse.“Loss of privacy!”“The thing I most regret about my role is that on occasion theyhave picked up the phone and got the brunt of someone’s angerand even foul language from the odd person. If people want toswear at me they can – but my daughters are not in public lifeand deserve beer.”

confrontaonal policsConfrontaonal polics and ‘nasty taccs’ among polical paresand groups, was menoned by a fih of the women as a factor thatinially put them off. This way of doing polics, somemes by groupswith greater resources and power, was considered a huge barrier. Insome cases women felt personally targeted in the middle of apolical bale.“ I was standing for a minority opposion group and the rulinggroup were known for rather nasty taccs.”“One big obstacle was, and sll is, that it is a one Party controlledarea. That can be an uphill struggle”“Expectaon from Party opponents that I would be a pushover. Iwas targeted in an aempt to make me back off.”“A great barrier was that one party had held power for so long.”“As an independent councillor you take on the establishedpolical pares with all the machinery and funding they havebehind them.”“I was more used to working in an environment that wassupporve rather than confrontaonal.”loss of councillors’ roleDespite the public call for increasing devoluon of decision makingto local cizens, and the enhancement of local governance, somecouncillors think that local authories have lost much of their say inlocal issues. This lost of real power affects, according to some of thewomen, the involvement of local people in local governance.“One of the barriers about geng people (men and women) tobecome councillors is the ever-diminishing role of councillorswhich both previous and present governments have compoundedin various bits of legislaon. Since I started we have less and lesssay in planning issues and in things like housing and benefits.Long-standing members can remember the me when localauthories were responsible for school budgets, police and fire.”

Being a female councillorissues and constraintsWomen such as the research parcipants, who are acvely involvedin governance, sll face gender issues, barriers and discriminaonthat affect their personal and polical lives and make it harder forthem to work effecvely.In order to understand beer the difficules, and the key elementsthat support them in their jobs, the parcipants were asked to reflecton their experiences of being a woman in local government.The majority of the female councillors interviewed, eighty sixper cent, portrayed a life dominated by constant me pressures,stress and, in some cases, feelings of guilt. Overall, societyconnues to place women in the private sphere of the home andmen in the public sphere as breadwinners. Once again, the womenhighlighted that gendered expectaons around caring responsibili-es have a significant impact on their councillor role.In addion to the difficules in balancing work, polical anddomesc acvies, an overwhelming majority of the parcipants,eighty six per cent, felt that they were not treated equally. Theybelieved that women’s voices were regularly not heard oracknowledged and that women were kept at the margin of decisionmaking.Many parcipants stated that the ways their malecolleagues work within the polical sphere are not accessible towomen. Confrontaonal approaches, compeveness and problemsolvingin the pub were idenfied as some of the pracces creanga working environment within which women are not comfortableand therefore can lead to exclusion.“It is sll a man's club. Aggressive polics is seen as the way to dothings. Men are more confrontaonal and women's opinions getoverlooked.”“Men have a pint to sort out a problem, which reflects a laddishculture that women are excluded from.”

“It is sll a very male culture with men enjoying anargumentave culture within polics.. many women don't feelcomfortable with this.”The majority of the parcipants have experienced sexism and discriminaonin a male-dominated world, somemes being made tofeel that women should not be in polics. Once in governance, theirstruggle for equal treatment is far from over.The division between ‘public’ and ‘private’ spaces has created abarrier to women’s parcipaon in governance; a barrier togeng there and then to staying there.Problems related to being a woman in a male dominatedenvironment a man’s world - male-dominated atmosphere - men networksPolics has tradionally been considered a male occupaon. In theopinion of some male councillors, that is how it should be. Some ofthe respondents were made to feel that women should restrict theiracvies to the household and immediate community; that womenshould not be in polics.The parcipants commented on the inmidang dominance ofwhite males in councils and on the sexism rife in local government,even in the language used.“Many male policians are not happy with women being there.Things are geng beer but it is sll very male dominated.”“It can be disadvantageous being a woman, as men areconstantly saying that women should be at home.”“They feel women are compeng in a man’s world. So that isthere as well, that’s a barrier. And men will do what they can, notin an awful way, but in their own way, to stop you from geng upthere.”

“Many men want to come to work to get away from their wivesso don’t want to see women at work when they get there,especially as they see themselves as dealing with such importantissues. They see us as the lile women.”“I found that people underesmated me for being a woman tobegin with. It took me to establish myself as someone withcredibility.”“I sll encounter some men who are not used to working withwomen or who are uncomfortable doing so.”“Councils were, and sll are, largely made up of older men. Theyfeel that the place for a woman is in the home. They also thinkthat they are the ones who have to run everything locally.”“I find that I work with men who think they have the monopolyon ideas, and who are very compeve. It feels as if they want tobe the font of all wisdom and to have total control.”The majority of the parcipants have experienced sexism anddiscriminaon in a male-dominated world, somemes being madeto feel that women should not be in polics. Once in governance,their struggle for equal treatment is far from over. being le out by men’s networksWomen are oen kept on the margins of decision-making in localgovernment.Many of the councillors stressed that their jobs were maledominatedand women were marginalised from informaon anddecisions. Exclusive cliques and men’s networks were cited asmechanisms for exclusion. Men, parcipants agreed, ‘gang together’and leave women out. Important decisions are oen made betweenmen in these closed groups.“They dominate the meengs and they leave you out. They setrules and then go to another room. And you have to go and findthem back. Three will oen get up and go into another room tonetwork.”

“…somemes they gang up on me. They have their own meengsand they don’t tell me about it. They arrange things and youdon’t really know about it.”“To give you an example, I was chairing a meeng about an alternavebudget (it was significant that I was allowed to chair it…it is an insignificant role, I had no say) … I volunteered to second amoon. Suddenly I realised that all male eyes were looking atmale eyes. The decision had already been made. I told a femalecolleague later…did you realise the all-boys network working? …A woman was not up to it …”“Men can be very chummy in a group and can band together.” not being heard / ideas taken by men / lack of recognionA great number of interviewees highlighted how women’s voices arenot heard or accounted for. Several reported that their ideas hadbeen ignored and only minuted and discussed when repeated laterby a man.“It is not significant unl significant people - men - say it.”“I have experienced when women say something and it is notconsidered but when men say the same thing then it is taken intoaccount. Many mes women need to filter their ideas throughmen. It is not significant unl significant people say it.”“If when we have a meeng I could come up with a very goodidea, a very good suggeson, but it is sort of ignored. And a mancomes up with the same suggeson and that’s minuted it andtaken in because the man has said it. The credibility is given tothe man. (...) And that is happening a lot. I don’t think we areequals there. I think that the men dominate. The men dominateevery me.”“It sll happens now to me as deputy leader that I make asuggeson and it is overlooked then taken up by a man. Womenare not heard by men in debates as they operate in a packmentality.”“(The sexist atude from fellow policians) that I have experiencedmost is that of men not listening to the views of women - Isee this me and me again in group meengs. When I am Chairof a commiee they have to listen. Perhaps we can learn fromthat?”

ejecon of women’s ideasSome women also menoned having their ideas disqualified by malecouncillors on the basis that they are not the views of ‘real women’,meaning women not involved in polics.“A further issue is that when women make suggesons, men saythat our ideas are not valid as we are not “real women” (i.e. weare operang in their world). They say that real women havedifferent views and life experiences but I am not sure who thesewomen are.” being bullied or patronisedSeveral interviewees menoned having been bullied or patronisedby men in the local authority. Women’s response to these atudesis oen to change their place or area of work and ‘geng on withwork’.“I did have the experience of a leader who did bully womencouncillors. My face “didn’t fit”. I stood up to him and became apersona non-grata as a result. Some people encouraged me toreport him but I felt it was just part of the polical process andpreferred to work on other areas where I could be moreeffecve.”“Another example is of a female candidate who changed herapplicaon from a Polical Party to independent and she is sllbeing goaded in public about this by other councillors five yearslater. They would think twice about doing this if she were a man.A Code of Conduct exists but it is oen overlooked”“Some older, male councillors could be patronising withoutrealising it, for example, calling me by my Chrisan name ratherthan using the ‘councillor’ tle.”“Male councillors can be very patronising. You have to stand upto it. Maybe they are not aware of it. This doesn’t happen withother women - you can have different opinions from otherwomen and we will debate them. But men tend to bepatronising.”“These men treat female councillors as if they are just having ahobby or 'why should we listen to them?' as 'we know beer' andpatronise women.”

Two of the women menoned these negave atudes andbehaviours coming from women as well as from men.“However, the odd thing I found was that the most aggressivecouncillors who opposed me were older women from otherpares. I think that this is because they had been used to beingthe female representave and felt threatened when more of uscame along!”overt gender discriminaon, sexism and stereotypesExisng stereotypes about women's roles in society and thediscriminaon that can result were barriers the parcipants faced.“I have been by-passed when a man is around, as he might beseen as the obvious choice. I have been put off going forleadership posions, as this area is very male dominated, and awoman is a less obvious choice.”“Oen we are not seen as the person in control, but just as ‘awoman’”Several women complained about sexism in their workplace.“The atude of many old councillors.. is very male and tradi-onal. There is a lot of sexism and they feel that all councillorsshould be men.”“I am aware that there are those who would describe me as “tooemoonal” whilst failing to recognise that their occasional tablethumping aggressive outbursts equally qualify as emoonalbehaviour. I cope with this by just geng on with whatever rolehas been given to me.”“They see us as the ‘lile women’. (...). I would be seen as athreat, or a loose cannon as I am outspoken.”“I do get frustrated when adjecves are used to describewomen’s speeches that aren’t used against men. For example, if Iactually get angry, it’s turned into ‘emoonal’.”Sexist atudes of council officers were also menoned.“I have noted sexist atudes of council officers, generally in theform of patronising atudes, paricularly in the tradionally maleareas of the works departments.”

Women in polics are expected to look aracve and are cricizedif they don't. Male policians’ appearance does not get muchaenon, but their female colleagues received sexist comments andare oen judged by their looks before their competence.“I get sexist comments all the me. I have to ignore many ofthem as it gets in the way of business and annoys other people if Ichallenge them all the me, but it does grate. The comments areoen about my appearance and they are usually posive but thatis not the point. This is not the case for male councillors.”male-culture: behaviours and styles of operangThere was consensus among respondents that the culture of localgovernment is male dominated. Some of the women thought that inorder to fit into it, women have to behave like men.“Men prefer hierarchical structures but women work beer inflaer, more co- operave environments. Most organisaonshave male structures, so women have to fit into the male modelof power.”“It was like an old men’s club. I well remember being casgatedfor not going to the local drinking club! And it did me no good atall!”“There is a set way to work and to speak to each other that isvery male. Many of the male councillors have been there a longme and they are ok with the name-calling, peness andaggression, but many women find it a real turn-off. They feel it isnot nice and not necessary. In the chamber men are alwaysscoring points and they talk up unnecessary issues. The womenare more concerned with their constuents.”“I have noced men are far more aggressive voicing their viewsand are not afraid to upset people. I feel somemes that being awoman you have to toughen up and take the flack.”Others believed that acng like men does not do women any good.“…if you play them at their own game (being aggressive andfinger wagging etc.) then they see you as worse than men, so youcan’t win that way.”

Many women pointed out that men speak for longer in meengsand tend to take up more me.“In meengs I find that many men don’t sck to the agenda andthey talk about irrelevant things because their me is not soprecious. The agendas need to be beer structured as well asstuck to. They oen expect us to go leafleng every weekend andthis is ok for people no family commitments but it is hard for meand for other women.”This male culture that pervades the work in polics is also reflectedin the language and the words used to name things in localgovernment. Some respondents highlighted hat there are noadequate tles for addressing women and that it is difficult tochange the male tradion.“ I mostly find that it’s tradions that can get in the way – likemale councillors being Cllr Smith, but a woman would be Cllr MrsSmith. It’s taken me several years to stop Cllr Mrs S Sxyzzz beingput on my nameplate!!!”“When I became the first Lord Mayor in my area I didn’tchallenge the tle. There is no alternave. If a woman is LordMayor she’s Lord Mayor, not anything else.”gender divisions at workIdeas of women’s roles and experse are reflected in policalacvies. Commonly accepted mispercepons of women and men’sdifferenal abilies and interests, along with an unwillingness toshare the ‘real’ issues in government with women, lead to thesituaon whereby local decision-making remains largely in the handsof men. As parcipants pointed out, women are likely to be assignedto work in ‘feminine’ areas such as educaon or health, while mentackle the ‘important topics’ of business and finance.“There is sll the atude that women are only interested in thedomesc, e.g.: child care, educaon, looking aer the elderly.““A woman is generally expected to go into the ‘ladylike’ fields ofeducaon, social care or community maers.”

“Men prefer to go to commiees on money. There is a cleargender selecon of commiees. Men go to transport, finances,money… women go to children, home care, the elderly… Whenmen go to more ‘feminine’ commiees they talk about finances.It is quite noceable!”“I wanted to do something not with children, something like theenvironment, but I was pushed towards educaon - which is nosurprise as this is a very female dominated area.”women need to work harderTalking about their experiences, many of the women said that theyhave to work extra hard to gain credibility, be heard, be seen ascompetent and to respond to their constuents’ needs. Theyexperience enormous pressure trying to prove that they are as goodas or beer than their male counterparts.“To retain my posion I need to be twice as good as a man in myrole and other female colleagues feel the same. (...) Many of thewomen work very hard and have a very intense work mode butour male colleagues do not.”“As a woman you’ve got to be more effecve and work muchharder to make yourself to that level, to be equal to men. Havinggot to that male dominated place you have to work even harderto be equal to them, because it is a man’s world. Just see thestascs. We have to work that much harder to break throughthat glass ceiling.”“I feel I have got this job by hard work, I also feel a woman has toknow her stuff more than men as you will get your voice heardmore the more you can prove you can do the job.”For women from minority communies, things are worse. An Asiancouncillor felt that being a ‘woman with a brown face’, she neededto work harder to others to be considered equal not only by menbut also by other women. Being a non-white woman is a ‘doublewhammy’.“…even with other women, you have to work that much harder tobe equal as a brown face. Because what they see is the brownface. They don’t see that you are capable.”

glass ceiling / compeonAs women working in male dominated fields, some of thecouncillors thought that compeon from men andexperiencing the ‘glass ceiling’ were some of the causes of women’sunder-representaon in the public sphere and limited their furtheradvancement in polics. Despite working harder, women, and inparcular minority women, are held back in their workplace.“We’ve got the glass ceiling. Men don’t want us to go any further.They make it very difficult.”Some parcipants expressed that men resent women’s involvementin governance and in the workforce and will do what they can to stopgeng women beyond a certain level.“You are a threat when you start climbing. They let youcome to there (a level), but once you start going there(higher posion) they don’t like that…‘You are not up here’.You are down here and they will support you, but go upthere and they don’t want you there”Negave behaviour towards women was perceived by respondentsas somemes intenonal and other mes unintenonal. Theseatudes and behaviours, whether intenonal or not, reflect apercepon among men that women are less capable or skilled. Theyhave a negave impact on women who are oen discouraged intheir quest for upward polical mobility.One of the councillors pointed out that the 'glass ceiling', however,did not seem to come from constuents, who seem to be more ofthe 'ask a busy woman' school of thought.loneliness and social sacrificesLinked to the need to work harder, and to not having the samenetworks as men, is the problem of feeling lonely and red. Someparcipants pointed out that somemes working in male dominatedareas can be a ‘lonely route’.

“It can somemes be a lonely role for a woman.”“I personally have to take a lonely route to achieving my aims.Men tend to ‘pack’ and work as a team - where women have totake a solitary approach – in my experience.”“My experience …. it is lonely, it is lonely without doubt. And Ihave also found it physically quite ring just working at the level Iam.”domesc roles – struggling to juggleWomen's parcipaon in the public sphere remains limited by thecommon need to do two, and in the case of some of the councillors,three jobs: working at home, in a paid job and in local government.Women retain a disproporonate caring burden in the privatesphere. The respondents menoned again the immense difficulesin achieving work/life balance, due to the me commitment; theming of council meengs; lack of child care provision; lack offlexible work arrangements; and above all because they connue tobe expected to be responsible for the bulk of the emoonal andpraccal work that comes with family life. Looking aer husbands,partners, children and parents is sll overwhelmingly women’sresponsibility.“There is the assumpon that women will be in charge ofcaring.” “General expectaon that domesc dues come first,which wouldn't be expected for men.”“We also have other pressures on us. Many of the men who arecouncillors have wives who cook, clean and look aer thechildren. As a mother (single parent) I have to work full me, lookaer my children, cook, clean, wash and also be a councillor.”“My problems are sll praccal, I work for Manchester Councilpart me and my partner works away, and although the childrenare no longer lile they sll need looking aer. (...) No-one everreally tells the truth about how many meengs there really are,and even when I try and cut down I always feel like I’m lengsomeone down.”

“ Hard trying to balance a full me job, wife, mother.”“It is difficult being in governance when you are young with afamily and have a job. The most difficult thing is memanagement.”“You see clearly the difference there. Men rushing home becausethey are going to be late for dinner and women rushing homebecause they are going to be late to prepare dinner.”… and guiltThe uneven share of responsibilies at home and the need to jugglebetween work and family responsibilies oen result in a burden ofguilt, especially in relaon to their children.“There are also emoonal barriers. Talk about the children andguilt.”“I remember going to work and leaving my child at home. And lotof women made me feel bad for leaving my two year old… ‘Howcan you that!? Leave a two year old!”“I feel the regret that many working women feel that maybe Ishould have spent more me with my children when they wereyounger.”lack of confidenceLack of confidence affects women working in male-dominatedenvironments. Self confidence was menoned by the respondents asan obstacle they had faced in their journey to be a good, competentcouncillor. A few councillors menoned that women have lowerself-esteem and underesmate themselves.“Women don't find it easy to put themselves forward, they areless confident.” - “We don't see ourselves as being able to take onthe role.”“I think that women (me certainly) are less self-confident thanmen.”“Women’s biggest barrier in compeng with men is their ownconfidence. This is very subtle but severely embedded in us.”

“Somemes the bales are with myself.”“(Women have) the erroneous feeling that they may not be 'aseffecve as a man' – a totally inaccurate view – although thatview is changing.”me of meengs and childcareWorking arrangements in local government do not always recognisethe caring responsibilies of those working there. Office hours oenextend to late evenings and somemes weekends. Many respondentsmenoned the ming of council meengs and the lack ofchildcare as barriers.“Main problem: the me of council meengs – 6.30 in theevening about 8 miles away.”“Most of the meengs are in the evening.”“Have had to change work arrangements to suit meeng mes.Biggest obstacle is child care.”“The ming of meengs can be very off pung to many women,i.e. at 6.15pm when Mums are making tea and doing homeworkwith their children.” - “Council meengs are designed and medfor men.”red tapeWomen want to improve things for their communies andneighbours. They want to connect with people in their wards and dothings. Parcipants were frustrated with the sheer number ofmeengs and with processes geng stuck - red tape was seen as abig issue. In the case of one of the interviewees, her on goingfrustraon at the difficulty and slow pace in making real changeswere leading her to leave polics.“I joined public life with a passion to try and do something tofight social injusce. I feel strangled and red by red tape. Everyme I try to advance a new idea, it then goes to commiee, andtwo years later a feasibility study might be done. Or even worse,people agree with my idea, and it is silently dropped into thewaste paper basket.”

financial factorsOne of the difficules encountered by the parcipants was the needto maintain a full- or part-me job alongside their dues as acouncillor, because the salary is not sufficient. Others also menonedthe extra costs being a councillor can involve, such as phone callsand childcare, and the fact that having a council allowance meansyou are not entled to receive Family Credit and Tax Credits. Thisdiscourages anyone from involving themselves in public life, butespecially women with children who work part-me.“Oen you do not get reimbursed for out-of-pocket expenses..and not everyone can afford that.”“The pay for Councillors is low... A choice has to be made to pay aliving wage or connue to have mostly older, rered men in theseposions.”“Women are unable to have the financial resources as men to dothe same jobs, for example they need funds to pay for childcareor smart clothing (if they don't usually work outside the home),but men use their work suits.”no problemsSeven women, from the three major polical pares, stated that,despite working in male-dominated councils, gender was not anissue in their work and/or polical engagement. They felt supported.Being a woman did not represent a problem for them.“It’s fine - no problems because I am a woman.“There are no differences. There were a few at the start but nonenow.”“No problems at all. I am very lucky in that I have two verysupporve male councillors in my ward.”“I haven’t felt there are any problems. There is good mutualrespect between councillors.”One parcipant pointed out that she didn’t have any genderproblems because there were a considerable number of women in

governance and within her party in her area. That helped her in herwork.“It is great, there are loads of women in governance in my area.Half my Party councillors are women - three out of five of thelocal MPs are women. Loads of women, all supporng each otherand helping each other and giving each other advice. Noproblems at all”posive aspects of being a woman in local governmentThe parcipants also highlighted some of the posive aspects oradvantages which, according to their experience, woman can bringinto polics. They menoned people talking to them openly, feelingwell-connected to other women and to their community, and acngin more subtle ways than men.“I feel being a woman in my field has more advantages thandisadvantages. Especially being a younger woman (33), people donot expect you to know everything and people are more openwith a woman.”“In fact it has been a benefit, as oen people are more willing tospeak about personal problems to a woman as they feel that Iwould have a beer understanding of their problems.”“I feel it is an advantage. We are more polite and caring. We seethings from a family and children’s view too. Men are moreambious. We are tough but have a more caring and gentleapproach to things. Women councillors are really needed becauseof these qualies, they bring a lot to the role.”“Somemes it is an advantage being a woman, it is possible toreduce confrontaon and foster consensual working.”“It feels good because I can relate to women’s issues.”“I find it an advantage at mes. Women can act more taccallythan men. Taking a less direct and unorthodox approach to aproblem oen brings much quicker results.”“I feel women bring a lot to polics. Men can’t see the biggerpicture but women can bring more to the table.”

facilitang factorsAsked about the key elements that support and sustain them in theirpublic roles, the great majority of parcipants highlighted theimportance of support from family and friends, and some of thewomen menoned, in parcular, the support of their partners. Theyalso almost unanimously menoned seeing that they are‘making a difference’. Support also came from other councillors andfellow Party members and the work of council officers was flaggedup by a number of parcipants. A number of other factors wereimportant, such as engaging in interests outside of the council, tobalance their lives.family and friendsFamily and friends were, for a majority of the councillors, the mainfactor supporng them in their roles. Over sixty per cent, from thethree major polical pares and from the five geographical regions,cited family as a source of support, and some also cited friends. Thiswas expressed as moral support - as in the example of a youngcouncillor who received encouragement from her father when thingsbecame difficult, or the councillor whose daughters praised her work- and as praccal support, such as having relaves who would getdinner ready if they were going to be late. Many said they could nothave undertaken their polical role without this help.“My family is a big support. If they are not behind you, you justcan’t do it.”“My daughters have grown up with an embarrassing mother whois in the papers a lot and not always posively reported. They areloyal, supporng and fun to be with.”“My husband is my number one support and if he wasn’t I wouldhave given up years ago.”

“The support of my husband; a forgiving cat (I’m out of the housea lot and some cats don’t like that. I suppose some husbandsmight take a dim view too).”“Wonderful husband, supporve family and friends. Children whowere adaptable and didn’t fret if I was away.”In many cases, the importance given to family support reflectedwomen’s views of their role in the household. Many of the womensaw childcare and domesc jobs as their responsibility and felt thatwithout men or other family members ‘helping them’, they wouldnot be free to leave the house or to focus on other work. It isdoubul whether this response would be given by as many malecouncillors.“[the] element that supports me is my family - father/mother andbrothers, without whom I would not be able to juggle childcare,work and council dues.”“My husband is very supporve. He is not interested in policsbut will deliver leaflets and carry out domesc responsibilies.”making a differenceLocal government is the level of government closest to the people.Local councillors, acng as advocates and leaders of thecommunies they represent, regularly see the impact of what theydo.Making a difference to their neighbours and their local area is a keyelement in aracng women councillors to their roles andkeeping them going in their work. The improvements they can bringabout for constuents and a sense of achievement and jusce donewere key themes idenfied by over fiy five per cent of theparcipants.“My movaon is making a difference to residents. It is worthdoing it especially if they are older or struggling in some way.”“Some achievements make it worthwhile and they sustain me,such as geng a children’s playground.”

“I am movated by helping people who suffer poverty in thiswealthy area. They get ignored and feel marginalised comparedto the other residents. There is money available for problems tobe resolved and I want to be acve to change this as it is unfairwhen nothing gets done.”“I have seen the efforts and work result in real changes for thebeer in both councils I have been involved in. I get realsasfacon from dealing with casework and sorng outsomething for a resident. I believe we all have an obligaontowards wider society and that I am part of a group that isdoing that.”“I get sasfacon when I see the results of my work such as anew green space. With local polics you can really see theimpact locally which is great.”the communityConnecons with residents, being part of the community, and socialnetworks are all facilitators in the role of the women as councillors.Their links with the community were menoned by severalrespondents as something which encouraged and kept them goingin their polical life. This included posive feedback fromconstuents.““The members of the community are a great help, lots ofsupport from the men and the women, even hugs and kissessomemes. We all support each other, work together. I try to goto all their meengs and to anything of any importance at all thathappens in the area.”“You definitely need to like people in this role as you meet somany different people. I have met lots of interesng people whoshare my views and values and I really appreciate that.”“I like it when I get feedback from residents who appreciatesomeone has taken acon on their behalf.”“I am movated by posive feedback from constuents. I amMayor this year and have been very touched by the affecon andrespect that the public and my colleagues have for this office.”

As opposed to town hall meengs, women interviewed valued thedirect contact with people in the field.“I try to serve the electorate out in the field. Town hall meengscan be very me consuming. For example one resident withchildren had water and drain blockages in her garden and therewas no response from the council. I lobbied the water companyand they took acon to resolve it. She thanked me in a card,which meant a lot to me.”other councillors / party membersLocal pares and colleagues can play an important role in theretenon of women in public life by providing ongoing support forcouncillors. Colleagues in the form of fellow ward councillors, othercouncillors and somemes members of the local party were one ofthe greatest supports idenfied. One third of parcipants cited thisas a factor that sustained them.“Our group is a supporve environment with a leader whoencourages all members to develop.”“… another big support was from our past (now late) CouncilLeader, who was like my mentor. I learned a lot from him and wepassed ideas around and he showed me how to communicatewell as a councillor.”“There is also the support of my fellow ward councillors, thepolical group to which I belong and the service area for which Iam a porolio holder. I find my colleagues very human andhelpful, to be honest.”“We have good councillors and I have a terrific Group whoactually like and support one another in what they do.”council officersA few women stated that the work and support of council officershelped them in their work. This included training, secretarial and ITservices as well as briefings and reminders about meengs. Incontrast, one parcipant stated that she got limited support fromthe council in terms of training and resources.

other womenTo some of the respondents, having other female colleagues hasbeen posive in different ways. Some have felt direct support andsolidarity from other women. Others thought that having morewomen in senior posions had made the work easier and allowedcollaboraon between men and women.“… My experience was that every woman made me feel sowelcome when I was first elected. I asked for everything Iwanted.”“One key thing that helps me is the support of women members.In the last year I have formed a women’s secon.”“I have also found that it is important to network withlike-minded women and spend me culvang long-lasngfriendships. Other women who have been through the sameexperiences can give the best advice and support.”“The women in the Party all support each other.”outside relaonships and doing other thingsto find balance in lifeSeveral respondents said that their relaonships and acviesoutside of polics enabled them to escape, to stay grounded and tokeep ‘sane’. This was seen as an important factor helping themconnue with their demanding workload.“A key factor that sustains me in my role as councillor is the factthat I have friends who are totally remote from polical life andallow me an escape from it.”“I play rugby and have done for over twenty years – that keepsme going!”“Time out and alternave medicine keeps me sane when thereare dark mes.”“You are never really off-duty so it is important to have fun as thissustains you (I find baking very therapeuc). This role is a veryintense game and you can go from being elevated to in despair atother mes. Experience helps to level this out, and it helps if youcan find your own ways to relax.”

own characteriscs … determinaon, commitment“You need to be straighorward and not out for yourself in order tobe effecve and to earn respect.” Many women said that their owndeterminaon had sustained them in their polical life. Despite theobstacles, many of them gender-related, parcipants believe theycan change things and keep movated through their own qualiessuch as a can-do atude, commitment, willpower, determinaon,passion, self confidence and asserveness.“I am very highly movated, enthusiasc and excited by what Ido. I am just as keen as I was at the beginning.”“Determinaon. I had to fight a lot. But the higher the barriersthe more I fought.”“Things that help? Being asserve. I was asserve enough to sortof know that I had to do it the right way rather than beaggressive. To be asserve... Lots of lile things”other factorsOther factors raised by parcipants included: the variety offered bythe job; movaon through personal faith; enjoying using thedifferent skills required for the role; a supporve employer who hadenabled one of the respondents to combine her different roles.

RecommendationsWomen remain under-represented at all levels of decision-makingin governance instuons. They face barriers to entering governanceand barriers to remaining there. Major atudinal, cultural andstructural impediments that marginalise women in polics havebeen presented. Overall, the parcipants felt the need to do somethingto change this situaon.“Another "Big Issue" is "What is to be done?" Parity for women inthe UK always gets sidelined … Pakistan has deployed femaleambassadors to the UN. We're yet to have one...”Giving the fact that women make up the majority of the populaonin the UK, some of the women called for a more pro-acve atude.“All the more reason, then, for being less apologec about - andmore pro-acve in - restoring the gender balance.”The research generated diverse ideas on what could be done toencourage more women to stand as councillors, to improve thegender dynamics of local government and to remove the obstaclesprevenng women from reaching a broader range of seniorposions.The research parcipants proposed interesng strategies and aconsfor tackling barriers and improving women’s representaon. Someof the recommendaons are closely related and occasionallyoverlap. This secon serves as a starng point for further discussion,presenng a brief analysis of the suggesons and summarising theproposed acons for key stakeholders.Enabling more women to parcipate ingovernancechanging cultures - shiing mindsetsThere is a need to challenge the embedded idea that governanceis the domain of white, middle class men – a distant world not

suitable for ordinary people and parcularly not for women.“We need to make polics aracve. Publicise it more.Encourage parcipaon of women, ethnic minories, youngpeople and parcularly girls. Promote the idea that governanceis for all.”Social prejudices and assumpons about the roles of men andwomen need to be explicitly examined and addressed. Policalpares, schools, community groups, educaonal materials and themedia were considered instrumental in challenging and changingthese preconcepons about women and women’s roles.Some respondents proposed working with women and men, in theircommunies, to raise awareness of gender inequalies; challengingtradional ideas that define woman’s place as the ‘private’ sphereand men’s as the ‘public’. They felt that educaonal work was necessaryto promote the legimacy of women in polics.challenging the unequal care and domesc burdenAs part of the necessary change in culture, several women pointedout the need to challenge the unequal distribuon of responsibiliesat home which limits women’s acvies in public life. Mostrespondents believed that men should play an increased role infamily life.“I also think we need to be more like the Danes and otherScandinavians and expect our men to get involved with familyresponsibilies!”To guarantee women’s long-term parcipaon in governance, achange in atudes and behaviours is needed amongst malepartners and relaves. Men and women should examine and addresstheir own assumpons and pracces.promoon of female leadership in local governmentThe number of women in leadership roles in local government is

unrepresentave. Less than sixteen per cent of local authorityleaders are female. While seventy one per cent of local authorityemployees are women, relavely few make it right to the top: lessthan twenty per cent of chief execuves are women.This under-representaon of women reinforces the idea ofgovernment as a male domain. Given that leaders are oen thepublic face of their authories, the lack of public visibility of womenin leadership roles means that there are not enough role modelswithin local government or for those looking on from outside.The absence of women in leadership roles also affects the culture ofpolics and creates an imbalance of experience and experse indecision making about local communies. Strategies must bedeveloped to promote and guarantee more women in leadershipposions in local government.change of culture in local governmentA change of culture was highlighted as a prerequisite to womengaining more senior roles in local government. One parcipant feltthat it was important not to make assumpons about the skillsrequired for different roles. Officers should be open and clear aboutthe skills that are needed, and where relevant they should helpwomen to develop them.“Don’t assume you have to be an accountant to be on the financecommiee and don’t make it sound as if you need to. I am on thefinance commiee of the Housing trust and two schools yet thefinance at the town hall is cloaked in mystery.”Different leadership styles should be recognised, allowed andpromoted.“Somemes there is an expectaon that a Chair should be veryauthoritarian but that is not me either. We need to recognisethat there are lots of leadership styles. Oen women’sleadership styles are not seen as valid.”

There was a call to make decision-making processes less confronta-onal and more relevant to women.“For councillors, making council decision-making processes morerelevant to women and less confrontaonal might encouragemore women in local government.”Being transparent and accountable was also menoned. Decisionsshould be made by all and not in closed male networks.A shi in assumpons about the roles women should play within acouncil is required to guarantee the quality of women’s parcipa-on. Parcipants spoke about an environment free of sexism wheretheir ideas where heard and recognised in all areas.change of culture in polical paresChange within polical pares was a key issue for a number ofrespondents. Overall, it was felt that women should be taken moreseriously and be given a plaorm for their views. Women policiansneed the full support of fellow members, not just to be put up aspuppets with “token” responsibilies without real power in partyhierarchies.Women’s skills in negoaon, diplomacy and mul-tasking shouldbe recognised and valued.It was felt that sensivity to diversity issues in polics should be a keyskill for polical leaders, and that prejudice should be challenged.Women who work on women’s issues should be selected. Paresshould take acon to encourage women to stand forelecon. A mentoring system should be established at the naonallevel with a network of women contacts for women to access.“It is chicken or egg, I know, but get more women involved andthe macho nonsense which puts many women off gets less. Itshouldn’t be tolerated but it’s hard because challenging itprovokes a backlash. Pares should set out to find, involve anddevelop greater numbers of talented women.”

Party nominaons and selecon of party lists is oen maledominated.A new culture is needed, including less reliance onfavourism and patronage. More transparency is needed about howdecisions are made (fewer decisions should be made in pubs andclubs). It should be recognised that if women do not aendweekend or social events this does not mean they are not interested.To beer reflect their communies, polical pares should target,recruit and support women and minority groups to be electedrepresentaves.posive female role modelsRespondents highlighted the need for visible posive role models ofwomen engaged in all levels of governance.“More women out there as role models. That gives the message‘they are women and are there you are a woman you can do it aswell.’ ”“Provide girls, young and older women with good female rolemodels in power and make them visible. For example, go toschools.”change in the negave portrayal of women and women councillorsin the mediaMany of the parcipants felt that the media tends to portray womenand polics in a negave way, pung many women off as a result.“Less negavity for the role of councillors and more recognionof the successes would make it a lot easier to persuade women totake on what is oen seen as (literally) a thankless task. Therelentless cynicism of much of the media coverage of polics andpolicians is corrosive and I think women are even more likely tofind other ways to get involved with other acvies rather thanpolics than men.”They advocate for a more accurate and posive representaon ofwomen in the media. The media, the respondents said, shouldpresent stories of women leaders and their achievements,

showcasing female presence in polics and challenging genderstereotypes.change in men’s atudes towards womenThe need for change in male atudes to women was also raised.This would include not patronising women, and encouraging men toappreciate female experiences.raising confidence and expectaons of young womenThe parcipants considered it was essenal to help young women togain confidence in themselves, and to raise their expectaons of life.“Help raise expectaons and aspiraons of girls and women.”“Give them confidence in what they want to do … ‘you can do it’.”“Build their confidence to want to put themselves forward and toknow what is needed in order to achieve that.”“Be prepared to help women to idenfy the skills themselves,without feeling that they are bragging. Watch out for men whotry to take all the credit!”Community groups and schools were seen as key sites for thedevelopment of self-confidence.educaonIt was felt that schools had a key role to play in shaping the atudesand ambions of young people as well as their vision of polics.According to respondents, polical studies should be moreprominent in schools and young people should be educated aboutthe need for gender-balanced polics in order to achieve truedemocracy. This educaon should start from an early age. Girlsshould be encouraged to promote themselves and their experiencesand gain skills and confidence.“To encourage women in local issues we need to start younger atschool to show girls how they can make a difference and to

encourage people to look further ahead to their families’ andfriends’ futures.”Specific suggesons included developing promoonal materialsaimed at girls; improvements in cizenship educaon for youngpeople and especially for girls; encouraging young people to getinvolved by making them aware that they can make a difference.The under-representaon of ethnic minority women indecision-making posions was pointed out by some of theparcipants, who called for schools to place parcular emphasis onencouraging and empowering girls from minority communies toachieve their full potenal.training and mentoringMost respondents pointed out the need to empower womenthrough training aimed at increasing the skills and knowledge ofpotenal candidates. Confidence building was also needed to helpthem overcome the barriers they face and to feel posive aboutstanding for elecon.It was felt that female councillors oen need to be more confidentin their roles. Governance capacity building is essenal. There was aconsensus on the need for formal inducon processes andmentoring of new councillors. Parcipants recommended thatsenior women should mentor newer councillors, and policalpares should support more women in their career development.Women supporng women was also menoned. According toseveral parcipants women should work together to make changeson women’s issues.Reflecng on her personal experience and pracce, one of theparcipants realised the importance of this women to womenmentoring process.“Although my Authority developed a good inducon programme

and put mentors in place for newly elected councillors I realisethat we didn't discuss the need for women to women mentoring -a real omission! I also reflected that although I had good informallinks with women in the other two pares we didn't createspace for coming together to discuss issues of common concern.Looking back I was surprised to get emails and phone calls from acouple of new female councillors from another party: it didn'toccur to me that perhaps she wasn't geng the support sheneeded within her own party - I missed the signs, and regretthat.”community and voluntary groups to play a stronger role insupporng and sustaining female representaonCivil society, community groups and voluntary organisaons serveas a first step for many women who become engaged in polics. Bybuilding the capacity of women and providing them with knowledge,skills and informaon, community groups and organisaons can bea vehicle for women’s empowerment.Local organisaons can support women to stand up for themselvesand to campaign for their social, economic and polical ideas. Theycan also help by creang posive images of women leaders andcandidates in the media and in the local area.In addion, they can play an important role in helping sustainwomen who are already in governance by giving them the supportof a network, pushing forward gender equality policies and havingoversight of public policies and pracce.flexible meengs in local governmentParcipants called for change with regard to a range of localgovernment structures, procedures and cultures. This wasparcularly the case in terms of meeng mes which can bedifficult for women with children. It was felt that more flexibility wasneeded for women with families.

“I also think that a more flexible approach needs to be takentowards women with family commitments.”“When I started, all meengs started at 6.30 with a meal beforewhich started at 5.30pm. They sll do. This is the worst me forsomebody with kids!”The length of meengs was also idenfied as a common problem. Ifmeengs were shorter and more structured, more women mightstay involved in polics.childcare and support for carersSupport to help women balance their family and home life was a toppriority. This included financial help or direct provision of childcareto support women in their polical roles. There was a call forsupport with regard to care for elderly relaves.“Childcare is not available for us to be able to aend councilmeengs. It is telling to me that crèches were available in WorldWar II, for women to be able to work, but we can’t afford it now.”changes to benefits and allowancesSome parcipants felt that councillors’ remuneraon needs to behigher. The current system excludes people who can’t afford to giveup full me paid work to get involved in polical life.A number of parcipants raised the issue of benefits and theinteracon with councillor allowances. This is of parcular relevancefor disabled people, their carers and single parents. Councillors’allowances can negavely impact on their benefit entlements,which can be a financial disincenve. There was a call for changesto the benefits system to encourage and enable these groups toparcipate.“I was a carer for my severely disabled husband. The £3,000 ayear I inially received as a councillor, for tax reasons actuallyreduced my annual income – so that my disabled husband was

paying for me to be a councillor. Other mothers on benefits sufferthe same indignity.”flexibility at workThe issue of balancing work with polical life was raised and twoparcipants called for legislaon to allow me off for members toaend council meengs. It was also thought that the promoon offlexible working for both men and women would be a useful way ofencouraging non-rered people to get involved in polics.posive aconsA number of respondents felt that atudes and ways of workingwould not significantly change unl there was a beer balance ofwomen and men in polics. Posive discriminaon was consideredby several parcipants to be a good way of removing the obstaclesfaced by women. There was a call for legislave change to make thismandatory, as is the case in Norway.“The EU wants to make 50.50 men and women mandatory butthat is not the case here. Here the majority are not representedand we need to re-think that.”“To make a change in the polical culture we need great numbersof women in polics. Men are not changeable but environmentswith women and men are very different to all-male or all-femaleones. This is the case in European polics where meengs andthe way things happen are very different. Without a crical massof women, they get ignored and later withdraw.”Several respondents called for women only shortlists and a numbersaid that women only shortlists should be beer implemented beeror enforced.“The quota system needs to be rigorously enforced, as it is notimplemented well. All-women shortlists are needed as it is sll aman’s club. They sck together all the me (the men) but whenyou raise this with them they can’t see it.”

A few parcipants opposed posive acons and disliked posivediscriminaon.“Many women (from my Party) feel strongly about the issue ofposive discriminaon and they don’t like it, they find itpatronising.”gender dutySome parcipants considered that the Gender Equality Duty was akey tool that local government should use to promote equality.women’s support networksSome of the respondents considered it important to establish andjoin a support network. These could be formal or informal, social orprofessional networks. Networks where women could share theirissues, learn from others and get advice and support.Summary of acons for differentstakeholders suggested by parcipantsNaonal governmentEducaon Encourage educaon outside of formal sengsWork Promote increased acceptance of flexible working for menand women Legislaon to ensure the right to me off for polical workBenefits Benefits and allowances for single parents, disabled peopleand their carers should be revised to ensure parcipaon inpolics does not penalise individuals and their familiesLegislaon Explore other countries’ legislaon for a beer genderbalance in governance

Local governmentAtudes Promote a change of atude among senior people in localgovernment Do not make assumpons about the skills that are needed fordifferent roles Challenge sexism in the workplaceStructural - operaonal Promote flexible and diverse working pracces to support abeer work-life balance, especially for councillors withfamilies Reducing the length of meengs is key. Beer structuredmeengs would encourage women to stay Change meeng mes Enforce the exisng Gender Equality Duty Make council decision-making processes less confrontaonaland more relevant to women Clarify what skills are needed for different roles and helpwomen to develop them where relevant Limit length of service in middle posions to increaseturnover Make sure women’s contribuons are recognised and valuedFinancial Provide childcare support Provide adequate payment for councillors Provide alternave care for elderly dependants to enablewomen to parcipateTraining Training in governance procedures is needed to increasewomen’s confidence and to help them overcome the barriersthey face Provide formal inducon and training to new councillors.Training programmes should include schemes such asmentoring, coaching, shadowing and/or secondment Provide IT training for councillors

Polical ParesAtudesWomen policians need the full support of fellow membersnot just to be put up as puppetsTake women seriouslyChallenge prejudiceKnowledge of diversity issues should be a key requirementfor polical leadersRecognise women’s skills of negoaon, diplomacy andmul-taskingDo not overlook someone or assume a lack of interest if amember does not aend a weekend conference or socialiseat the pubBe more open and transparent about how decisions aremadeRely less on favourism and patronageTraining Senior women should mentor newer councillors Women should be encouraged to achieve their potenal Provide training for women to gain skills and knowledge Find and develop more women as potenal councillors Raise awareness of gender inequalies and discriminaon,and educate men to change their atudesStructures Take acon to encourage women to stand for elecon.Acvely recruit women, specially women from ethnicminority groups using posive measures permied undercurrent legislaon Women only shortlists are needed, or, where they exist,should be implemented beer and enforced more Women should have a plaorm for their views Make fewer decisions on pubs and clubs Encourage women to apply for jobs they would not normallythink of Set up a mentoring system at the naonal level with anetwork of women contacts

Schools and familiesEducate young people that both sexes need to contribute topolics to ensure a rounded pictureEducate young people to appreciate the value of olderpeople -especially women who are more likely to have hadcareer breaks before they go into polics.Girls should be encouraged to promote themselves and theirexperiencesEncourage girls to see that they can have different roles i.e.they don’t have to choose between family and other areasPolical studies should be more prominent in schoolsFamilies and schools should empower children, especiallygirls, to achieve their full potenalMedia Express less negavity about the role of councillors Promote posive examples of women challengingstereotypes and tradional roles Present governance as a space for allVoluntary organisaons, civil society Provide capacity building and training for women Help strengthen women’s self-confidence Support women to access informaon Raise awareness of gender inequalies; be pro-acve inpromong women’s issues Support to women in governance through networks Serve as plaorms to oversee public policies and pracceMen Play an increased role in family life Do not patronise women Appreciate female experiencesWomen Be more confident in their roles Take up posions in public life. Act as role models Be determined to be a success in policsWomen need to network and build coalions.Women should work together to make changes on ‘women’s issues’

Notes123456Equality and Human Rights Commission ‘Sex and Power’. 2008.“Making up more than half of the populaon, women’s full and equalrepresentaon is both, a queson of social jusce and a requirement ofdemocracy, as well as a full use of human resources, and their underrepresentaonin decision-making is a loss for the whole of society andan unacceptable democrac deficit” . European Acon Plan 1996-2000.The EU states that the representaon of either gender in decision-makingprocesses at the EU, naonal and internaonal level, “should not fallbelow 40%”. European Parliament Resoluon on balanced parcipaon2001)Manchester Women’s Network, GEM Project 2005Hansard Society, Women at the Top. 2005The focus group was conducted in Greater Manchester by the Genderand Parcipaon (GAP) Unit as part of the ‘Women Take Part research’2008Local Government Associaon. Naonal Census of Local AuthorityCouncillors. 2008Other references:Fawce Society reports - www.fawcesociety.org.ukOffice of Naonal Stascs - www.stascs.gov.ukiKNOW Polics Experts Workshop on Women in Polics: OvercomingBarriers to Parcipaon. 2008Closing the Gap Final report:Women Take Part. 2008Urban Forum, Oxfam, Women’s Resource Centre ‘Where are the womenin LSP?’. 2007Centre for Women and Democracy ‘Changing Faces?’. 2009United Naons INSTRAW -Gender, governance and women's policalparcipaon - www.un-instraw.orgEuropean Commission - Gender balance in Decision-Making ec.europa.euDCLG, Communies in Control, Real People, Real Power. 2008www.communies.gov.uk

AppendixQueson GuideA. Women under-representaon in public life1. Please menon 3 factors which in your opinion contribute to the under-representaonof women in key areas of public life (see table below)What are the key barriers to the appointment of women to posions of influence?What is that keeps women from comming themselves to polics orpublic life commitments?B. Geng into governance2. What movated you to become a councillor?3. What were the key elements that helped you reach that posion?4. Were there any things that put you off inially when considering genginvolved? What obstacles have you had to overcome? (structures, pracce,atudes)C. Being in governance5. How does it feel to be a woman in your parcular field? Do you faceparcular problems that are related to being a woman?6. What are the key elements that support you and sustain you in your publicrole?D. Recommendaons7. What could be done to remove the obstacles that prevent women fromreaching senior posions and to encourage women to become involved indecision-making processes?8. Is there anything else you would like to say?