By Susan Elston - Regional Board Chair at North East Scotland College (Nescol)

When I was asked to write a blog for International Women’s Day (IWD), I took the opportunity to reflect. This date was part of my working life in industry for almost 30 years. In those early, exciting days I might have been forgiven for believing that the battle would be won, true equality would be achieved, and IWD would be a mere day of celebration of that fact. More recently, since joining the Board of Nescol, firstly as a board member and then as Chair, I have been able to see the date through a broader lens.

During my working years I encountered firsthand the challenges of achieving gender balance in the workplace. My first male mentor in the oil and gas industry advised me that I should style my hair shorter and wear trouser suits so I could fit in more with the majority of men and make them feel more comfortable (I seem to recall there was no mention of my comfort!). As I became more senior in my roles and had the chance to be involved in influencing change more directly, I could see the impact that improved gender balance could have on the workplace. As support systems for recruitment and development were enhanced, business divisions where women’s leadership representation was more balanced were seen to perform better in business retention, improved profitability, client relations and people development (and this was compared to divisions where there was female or male imbalance in leadership teams). However, without inspired leadership the ongoing challenges which organisations face mean that it can be so easy to move backwards. It is important to recognise that positions of power determine what society and culture look like.

This brings me to the college sector, where I find it refreshing to see an embrace of gender balance. From our diverse student population to the staff community, colleges increasingly reflect the make-up of society as a whole. This positive trend can certainly be identified at senior leadership level, with 46% of college principal positions currently held by women. By comparison, research by Engender, the feminist policy and advocacy organisation, found women occupied only 36% of positions of power across Scotland in 2023. At Board level it should also be recognised that the Gender Representation on Public Boards (Scotland) Act 2018 has further supported the advancement of women’s representation on college boards in a positive way. However, this still has to be translated into the representation at Chair level, across both public and private sector bodies – so why is this?

The traditional challenges I have observed over many years continue to apply. These include stereotypes and bias which prevent many women from seeing themselves in Chair positions, and pipeline issues coupled with mentoring and networking opportunities. When organisations experience challenges in supporting female leadership, they tend to create fewer opportunities. It is very easy to lose heart when you do not see a reflection of yourself in the opportunities presented.

Therefore, my view of International Women’s Day continues to evolve. I have had periods when I have seen great advancement and might have thought “job done”. I have experienced times when IWD was acknowledged by the male executive sending a single red rose to each female in the less senior team to make them feel “remembered”. (Don’t get me wrong - there are many days when the receipt of a red rose would bring me joy, but not to acknowledge that I was remembered.) IWD is not just about celebration or acknowledgement – it is a reminder of a call to action. In the current, changing world we live in, it should encourage individuals and organisations to take concrete steps towards achieving gender equality – whether through policy, supporting initiatives, or advocating for equal rights.

I see IWD as an opportunity for the amazing college sector to bring people together and celebrate the progress made to address ongoing challenges. This is an opportunity for creating a more equitable society and just one small step would be to encourage, support and advocate for women on our boards, especially those who would be amazing as chairs.

There is still so much work to do. While women make up 51% of the population, only 9% of FTSE companies have female CEOs. Among Scotland’s top businesses, the figure (7%) is even smaller. So, the college sector is leading the direction of travel, but we need to consider how we can make it even more representative and influential.

In a changing world where hard-won victories can be so easily reversed, IWD remains an opportunity to demonstrate the incremental steps we can take to influence for positive change. I might even be willing to accept the odd rose as part of the celebration when the job is done!