Diverse Women Leaders in Education

Diverse Women Leaders in Education

'Diversity gives you access to a greater range of talent, not just the talent that belongs to a particular world-view or ethnicity or some other restricting definition' (Forbes, 2018)

Below you will find what we have achieved to date, our plans for the future, ways you can get involved, case studies, and below that, more resources.



Our Diversity Goals

To increase the representation of diverse groups at leadership level in education

To support and encourage more women of colour and differing ethnicities, sexuality and faith to believe they can achieve leadership positions

To provide guidance and advice for how these diverse groups of women can achieve success in applications for leadership 

To promote the visibility of such women in our organisation


Our Diversity Achievements

So far we have: 

Run a panel discussion on how to increase representation for BAME women at our global unconference in 2020 and 2021 

Written a chapter in 10%Braver: Inspiring Women to Lead Education

Written several chapters on underrepresented groups including disability, age, sexual orientation in Being 10%Braver

Appointed three of our seven Global Strategic leaders from underrepresented groups, demonstrating the change we want to see

Grown WomenEd into a global organisation with networks on six continents, reflecting the universality of our message

Reflected this diversity at our Global unconference in 2020 with two sessions presented in native tongues

Run a seminar, in collaboration with Innovate Schools Trust, on how to diversify your team 

Hosted presentations on Daring to be Different at out 2021 global unconference


Diversity Case Studies

We have written several chapters on underrepresented groups including disability, age and sexual orientation in our book Being 10%Braver


Diversity Get Involved!

You can get involved by:

Watching our seminar on how to diversify your team

Encouraging the involvement of underrepresented groups in networks such as WomenEd, BAMEed, LGBTQ+Ed, MTPT project and Chartered College. Such networks are as effective in increasing progression as spending Friday nights in the pub according to Professor Paul Miller (2020)

Supporting training on diversity and inclusion in your organisation, such as unconscious bias training

Ensuring your recruitment process is as blind as it can possibly be to ensure unconscious bias does not influence appointments

Ensuring educational leaders make recruitment less biased

If possible, practicing positive selection to enable underrepresented groups of women to enter leadership. Promote this by actively seeking applications from these groups

Encouraging and supporting these groups of women to undertake leadership development to enable them to take those next steps


Other Diversity Resources

Diversity Other Resources

Coming soon...





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