When I watched the wonderful videos of thanks shared by #WomenEd, I immediately knew that what I was thankful for was the empowering movement that is #10%Braver.

For me, #10%Braver isn't just a tagline; it's a philosophy that I have embodied to help navigate the choices and opportunities that have come my way or that I have been inspired to seek out. 

When I look back on this past year, where I could easily feel like I'd abandoned being #10%Braver, I can see that being braver just looked and felt different. 

Being braver doesn't always mean taking on more. Sometimes, it's about having the courage to step away from situations that no longer serve, opening doors to new and unexpected opportunities.

I recently found myself at a crossroads that unfortunately won't be too unfamiliar in the profession. I felt in an unsustainable situation impacting my professional confidence, mental health, and physical well-being. It was a difficult realisation that staying on this path would be detrimental. It felt like a personal battle, almost a defeat, to admit that a new direction was necessary. Now being #10%Braver meant taking a step, not away, but toward a different path. I can see now, the #10%Braver philosophy was still there, helping me make decisions aligned with my values and integrity. 

It wasn't about pushing forward in a difficult situation; it became about recognising it was time to forge a new path.

As I move forward on this new journey, I am grateful to be part of a team and culture that encourages and motivates me in empowering and positive ways. A journey that has already reignited the fire for educational leadership and development that was being extinguished.

In expressing my gratitude, I am reminded of a beloved colleague, who cheered me on at the start of my leadership journey. She was a beacon of positivity, lighting up her own path in education. Her sudden departure was a profound loss for our school community. She loved Winnie the Pooh, and a particular quote resonates deeply with my gratitude for #WomenEd's #10%Braver movement:

"Always remember you are braver than you believe, stronger than you seem, smarter than you think, and loved more than you know." – Winnie the Pooh

As we approach the coming year, I eagerly anticipate continuing my new journey, consciously reconnecting with the inspiring #WomenEd community, and celebrating the incredible women within our sector.

Here's to being #10%Braver.

We are very sad to say goodbye to Parm Plummer as a Global Strategic Leader and Trustee of #WomenEd.

As is the case for many school leaders currently, Parm's workload has increased which has caused her decision.

We are delighted that Parm will continue to support network leaders in Jersey and Guernsey until they are thriving as networks. Network leaders in Northern Ireland and Scotland will greatly miss Parm's cheerleading and unwavering support for them and we are working out further support for these two networks. Parm has also championed our work on supporting diversity and equity and her chapter in our new book is excellent.

This is what we will miss:

Vivienne – 'I will miss Parm personally as we partnered each other on several trips to ResearchEd events and presented about #WomenEd. I'm sure Parm will never forget the journey to Farnham, Surrey, as I had just bought an electric car and some of the roundabouts and corners were interesting as I kept reaching for the gearstick. I was also thrilled to nominate Parm for a Rising Star award and, rightly so, Parm was a well deserved winner for both her amazing work for her school, her community and for #WomenEd.'

Keziah - 'Parm is the mostly wonderfully positive and resolute woman you could ever meet. She is like a whirlwind of relentless optimism and is always determined to do what is right. She has made an incredible difference to the strategic direction and growth of #WomenEd and I know that although she is stepping down, she will continue to support at the grassroots level - and that is where the most difference is made.'

Lisa – 'Parm demonstrates steadfast commitment to everything she takes on and this was the case with her work with #WomenEd. Her contribution as a GSL helped increase our visibility and impact. Thanks, Parm for your time and heart.'

Liz – 'Parm is a kind, committed and impactful leader of our global community. She has worked tirelessly behind the scenes to further #WomenEd's mission. She has always given of herself and has been a real pleasure to get to know. We will miss her as a trustee but know that, in her daily work, she will continue to make a positive impact to all those around her. Thank you, Parm, for all that you have contributed and achieved.'

Natasha – 'Thank you for all you have done for #WomenEd, Parm. Loved laughing with you and your passion for improving diversity, I will miss you.'

Parm, we know you have the thanks of the whole #WomenEd global community. All our love.

We are working out our next steps in recruiting a new GSL / Trustee - look out for the details soon.

Let me start with a confession: I never set out to become an expert in leadership.

But after more than 25 years of sitting across the table from extraordinary leaders (and a few not-so-extraordinary ones), I've come to realise that the most important work we do at Future Leadership isn't just filling jobs, it's helping people with leadership potential back themselves. Especially women. Especially in education. And especially now.

We're living in a world that's throwing curveballs like never before. AI, climate change, social disruption, mental health, neurodiversity, this generation of students (and educators) are coming of age in times that demand not just smarts, but adaptability, resilience, and vision.

So the question for all of us, particularly those who shape our schools and learning environments, is this:

How do we make sure the next generation of women leaders are brave enough to back themselves, and bold enough to build futures they can't yet imagine?

It starts with us.

What I Look for (and Don't) in Education Leaders

This July, I had the pleasure of speaking at the #WomenEd Australia Webinar. The event was titled "10% Braver – Planning and Applying for Leadership". It was a riveting conversation with Michelle Dennis,Head of Digital at Haileybury, and Lauren Sayer,Director at Victorian Curriculum and Assessment Authority and Melbourne Girls Grammar. Here's something I said at the event, and I say often, because it still surprises people: your CV is not a marketing brochure.

It's not about puffery or perfect phrasing. It's about impact. What did you inherit? What did you do? What changed?

When I'm reviewing candidates for senior education leadership roles, I'm not just ticking boxes for years of experience or formal quals (though yes, they still matter). I'm looking for future-ready capability. Things like:

• Adaptability: Can you lead through ambiguous and complex times?

• Capability growth: Do you understand how to build capacity in others?

• Emotional Awareness: Have you created environments where people feel safe to try, fail, and try again?

And here's the clincher: Have you evolved with the times, or are you clinging to yesterday's definitions of leadership?

Because schools don't want status quo. They want transformation. They want leaders who've figured out how to integrate AI thoughtfully, engage with cultural complexity, prioritise wellbeing, and create climate-conscious strategies with students at the centre.

CVs and Cover Letters: The No-Fluff Version

A little practical advice (because we all love a tip we can use right away): if you're applying for a leadership role, read the Candidate Information Pack properly.

I mean really read it. The capabilities listed in there? That's what the interview is going to be based on. Don't write a generic cover letter. It's not 2003. Instead, connect emotionally to the organisation. Reference their values. Mention a school leader you admire. Show me that you've done your homework andyou give a damn.

And for the love of all things good in education, don't regurgitate your CV in your interview. Tell me a story. Use the STAR method: Situation, Task, Action, Result and be reflective and ensure you make it relevant to the client. Nail 10 great, scalable stories and be able to deliver them with clarity and energy.

Because when you walk into that interview, the panel already thinks you can do the job. What they want to know now is: How will you do it? And will you do it in a way that fits who we are and where we're going?

The Spiral Career and the Power of Saying "Yes"

We need to shift our mindset about what a leadership journey looks like.

It's not always a straight line up. Sometimes it's a spiral. Sometimes it loops sideways through a secondment or a role in a different sector. That doesn't mean you're off track, it means you're building breadth.

I'll never forget one panellist, Lauren Sayer, who shared how her first leadership opportunity came through a four-week secondment on interactive whiteboards. Unpaid. Unfamiliar. But she said yes. And that tiny step became the foundation for everything that followed.

We need to teach our emerging women that leadership doesn't require perfection or readiness. It requires willingness.

Getting Over the "Not Ready Yet" Syndrome

Let's be honest, we've all heard it:

"I don't tick all the boxes."

"I've never held a formal leadership title."

"I'm not sure I'm ready."

Here's the truth: no one is ever "ready" in the way they think they need to be.

What matters is whether you've been developing leadership behaviours before you hold the title. Have you mentored others? Piloted an initiative? Led a tricky conversation? Sat in discomfort and worked through it with integrity?

You don't need the crown to lead. You need courage.

Interview Prep: The Bit No One Practices Enough

Too many candidates stumble at the final hurdle because they haven't prepared properly.

Here's my advice:

• Practice your stories like you're prepping for a role in a movie. Know your data. Your timelines. Your budget figures.
• Don't wing it. Record yourself. Watch it back. Cringe a little. Then get better.
• Get comfortable asking bold questions at the end of an interview. Not "What's the culture like?" (snooze). Ask, "What are the biggest strategic risks you're facing, and how could this role help address them?" Boom. You've just reframed yourself as a partner in progress, not just a candidate

• Engage with future thinking. Read about how AI is reshaping assessment.
• Learn how climate change is impacting school infrastructure.

• Build cultural competence. Not just in terms of DEI policies, but real-world, community-led understanding.

• Understand neurodiversity, not just as a challenge to accommodate, but as a strength to amplify.
  
  

Leaders who make a mark early:

• Establish feedback loops (yes, include student voice!).

• Use diagnostics to fast-track understanding of team dynamics.

• Honour the existing culture and begin building adaptive capacity.

And please, be kind to yourself. Impact is expected quickly, but perfection isn't. Show up ready to learn, and the credibility will come.

The Gendered Double-Bind (and What to Do About It)

Let's talk straight: women in education leadership still walk a tightrope.

Too soft? You're seen as lacking gravitas.
Too assertive? You're suddenly "intimidating".

We've all been there.

Here's my advice:

• Own your collaborative, emotionally intelligent, systems-thinking leadership style. That's not a liability, it's exactly what our schools need.

• Don't water yourself down to fit a broken mould. Break the mould.

You don't need to mimic masculine leadership to be effective. You need to model courageous, human-centred leadership. And that's often a space women occupy brilliantly.

For the Educators Shaping Tomorrow's Women

This article isn't just for the aspiring leaders in the room. It's for the education leaders already at the helm, those shaping the pathways for the next generation of brave women.

Here's your challenge:

• Say yes to mentoring. One conversation can shift a career.

• Create leadership opportunities before titles, invite your emerging leaders into decision-making spaces.

• Celebrate spiral careers. Value what people learn outside the box.

• Make space for reflection. Ask your team what they're learning, not just what they're delivering.

And most importantly: tell the truth about your own journey. The messy bits. The pivots. The doubts. That's what gives other women permission to dream, and permission to dare.

Final Thought: Bravery Begets Bravery

We tell our girls they can be anything. But unless we model bravery ourselves, unless we show what it means to put our hands up before we feel ready, to ask the hard questions, to speak when it's easier to stay quiet—we're sending mixed signals.

So let's be 10% braver. Not just in how we lead, but in how we lift.

Let's raise our voices, open doors, and pave the way for a future where no young woman doubts she belongs at the table, or at the front of the room.

Because if we don't back them, who will?

This blog is reproduced here with permission from Future Leadership

In today's society, the role of a Gender Equality Lead in any organisation is more important than ever. As we strive towards creating a more inclusive and equitable world, it is imperative that multi- academy trusts such as Oasis Community Learning play a pivotal role in fostering gender equality.

As the Gender Equality Network Lead in Oasis Community Learning, I have the responsibility to ensure that all of our Oasis family, regardless of gender identity, have equal opportunities to achieve their God-given potential. 

The first port of call on this has been to create a network, open to all, of our staff and volunteers. This network of voices meets once a half term to discuss a range of different issues and how we can move forward. Sometimes these are topical issues due to certain international dates, such as how to celebrate International Men's Day or International Women's Day. Sometimes this is to garner feedback on something the trust's People Directorate are working on like a menopause policy for example. And sometimes this has been to gauge interest in an offer that OCL are rolling out - we did this when we were planning how to offer back to work coaching for new parents.

One of the key reasons why my role is crucial is because it helps to creature a culture within Oasis Community Learning in line with our ethos. We are driven by a 'Passion to Include' and therefore one objective is to break down traditional gender stereotypes and biases that have long plagued our society. But this isn't just within our staff, one of the parts of my role is to work with our National Lead Practitioner of our Personal Development curriculum because by championing gender equality in education, we need to also empower our students to challenge societal norms and pursue their own passions without limitations based on their gender.

However, being a Gender Equality Lead also comes with its own set of challenges.

One of the main challenges is resistance to change in some peoples' hearts and minds. Some people's own prejudices may be an immediate mental block. When I suggested that we celebrate International Men's Day throughout the trust, I was met with some jests 'Isn't every day International Men's Day?' without people realising the challenges that some men and boys face. But this was useful in its own way - it showed me that there was work to be done on educating my colleagues about these issues.

Some may not see the importance of gender equality initiatives or may be hesitant to disrupt the status quo - if a system is something that they benefit from, why change it? Some people see the official legislation in place and believe that's enough, 'gender equality is achieved because the laws are in place', without understanding that it's the micro aggressions, the cultural and societal expectations on women, the language used to describe women, the prejudice towards women that are newly married or have just had a baby that's really what is creating the glass ceiling. 

So its essential for me as the Gender Equality Lead to effectively communicate the benefits of promoting gender equality and work towards building consensus among all stakeholders. I need to win them over and make sure they are on board so that I can use their influence too. I'm truly blessed to be able to say that this has not been difficult within Oasis Community learning- and the leadership team are really enthusiastic about this too.

Overcoming these challenges is really rooted in creating a non negotiable culture within OCL, ensuring that gender equality for women isn't just something that has been magnanimously afforded to us, but is something that becomes normalised by the dedication, persistence, and a strong commitment to driving meaningful change not just by myself, but my every member of this trust.

Despite these challenges, the past 12 months since I have been in this role have seen so many successes. We have ensured we have a meaningful menopause policy in place and are now in the process of training up staff members in our academies to be 'menopause champions'.

We have collaborated with the MTPT project and are now able to offer four free sessions to any parents returning from parental leave.

We have celebrated International Men's Day on a trust wide level and delivered learning and development resources to educate our staff about the inequities that men face in terms of health, family, the law, and education.

My personal highlight has been this past month of March. 

For the first time ever Oasis Community Learning have celebrated 'HerStory Month- empowering and inspiring the women and girls of Oasis'. This has been a trust-wide initiative focused on leadership mentoring, girls leadership opportunities, staff celebrations, careers talks and so much more. It's been incredible and I encourage all those that want to champion gender equality to do the same.

In conclusion, being a Gender Equality Lead in an education trust is a rewarding yet challenging role. By advocating for gender equality in a Multi-Academy Trust, it's not only shaping the future of individual students but also contributing to a more equitable and inclusive trust as a whole. 

The work is definitely challenging, something completely new for me (I'm a teacher!) but I have learned so much already and already feel that the impact is invaluable.

During the recent school holidays I took my sons to see an exhibition which celebrated the engineering STEM work of Mary Adela Blagg (1858- 1944). 

Blagg lived in the market town of Cheadle in Staffordshire her whole life, having taught herself mathematics by reading her brother's text books – and during middle age she found herself as part of an illustrious group – one of the first females to join the Royal Astronomical Society. The resulting work is that Blagg essentially mapped the moon, a crater and minor planet have since been named after her as a consequence – serving as a fitting legacy for someone who clearly aimed for the stars (howsoever unintentionally).

I was struck by a number of things during this exhibition – firstly the unlikely nature of a middle aged, unmarried woman in the early twentieth century being at the forefront of astronomy – more specifically, had she been married and a mother would she had been in possession of enough autonomy in order to become at the forefront of astronomy? It's not lost on me that there are many other trailblazing women we're not aware of – as Virginia Woolf put it "for most of history 'anonymous' was a woman."

However, it was her obituary (shown at the exhibition) that piqued my interest the most - it described her as having "the brain of a man" – clearly the only way that 1944 patriarchy could process her work and many accomplishments was to place it in the context of men. This assessment of her is problematic because it is at once diminishing and emphasising her academic standing. This statement needs to be considered in the social and historical context it was made – an era when men were the academic yardstick against which women were (unfavourably) compared. 

As such, Blagg's obituary can be considered as high patriarchal praise – indeed literally the highest accolade possible for a brilliant woman: not a woman.

Blagg was unassuming and I suspect would have been horrified to have been considered a disruptor – though she successfully infiltrated the most elitist of "boys' club" and pioneered the way for more women to enter academia and astronomy. 

Over a hundred years since Blagg and four other women became the inaugural female members of the Royal Astronomical Society, females remain woefully underrepresented in STEM in 2024. 

According to research published by Women in Tech just over a quarter of people employed in STEM are female – which feels like the manifestation of an issue we see in schools (35% of girls and 80% of boys) - whereas at university, 25% of graduates in STEM are women and 52% are men.

So whilst having "the brain of a man" may not feel terribly aspirational in 2024 – continuing to explore, challenge and disrupt hitherto male-dominated terrain absolutely is.

Cheadle Moon Exhibit was run by Outside Arts

Cover photo the author's own

In the realm of education, there are leaders who make a mark, and then there are those who leave an indelible legacy. Jules Daulby undoubtedly belongs to the latter category. Jules has decided to step down from her role as a strategic lead for #WomenEd and it's an opportune moment to reflect on her contributions and express our heartfelt gratitude.

A Pioneering Force

Jules Daulby was a driving force behind the inauguration of #WomenEd, an organization committed to promoting gender equality and empowering women in education. As a strategic lead, Jules was instrumental in fostering a community of support and advocacy and inspiring countless educators to break through barriers and reach for their highest aspirations.

Championing #WomenEd Tech

Jules led the early development of #WomenEd Tech which is now being further developed by Clare Erasmus and Bukky Yusuf as a safe community on LinkedIn. Jules's pivot toward Ed Tech aimed to bridge the gender gap in this dynamic industry, empowering more women to shape the future of education technology. This vision is still important to support the women who often go unnoticed in this space. Many thanks to Claire and Bukky for taking this further( contact them on LinkedIn to join). They are also sharing ideas EdTech at a workshop at our Global Unconference so grab a ticket for this!

#GenderedCheese

For our 5 National Unconferences in England and for 2 of our virtual Global Unconferences, Jules presented our #GenderedCheese slot to close the day. These images were often hilarious, whilst also being shocking and infuriating. Parm is leading this closing session this year for our in-person Global Unconference in London on 30^th September so come and join in and see what ridiculous examples we have this year!

Gratitude Beyond Words

Expressing gratitude for Jules's contributions feels. Yet, it is essential to acknowledge the profound effect she has had on educators worldwide. Her tireless advocacy for gender equality, her unyielding support for neuro-diverse women women in education, and her flexible approach to Ed Tech have left an indelible mark on the educational landscape. And who can forget Jules leading us singing with hairbrushes in her Audience with Adele Bates!

Jules, we thank you for your leadership and your inspiration. Your legacy at #WomenEd will endure, and you have kindly agreed to continue with the private #WomenEd Tech LinkedIn Group.

As you embark on this exciting new chapter, know that you take with you the well-wishes, admiration, and gratitude of the #Womened community of educators who have been touched by you. Your work has made a difference, and your influence will continue to shape the future of education.

Here's to Jules Daulby, a true trailblazer, and a beacon of inspiration. 

Thank you for everything you've done, and everything you will continue to do. 

Your legacy is secure and we salute you with profound gratitude.

Keziah, Lisa, Liz, Parm, Natasha, Vivienne xxx

We are glad you've been enjoying the great blogs from our Global Unconference 2023 and we want to share some of the pledges that came from our Disruptions session at the end of that day. We will include as many of these as we can in our forthcoming book!

We need to #Disrupt in a deliberate way to speed up the time it is taking to achieve Gender Equity.

The United Nations reports that it will take '140 years for women to be represented equally in positions of power and leadership in the workplace'.

That's enough incentive for us!

Which of these disruptions will you contribute to?

We have sorted all the pledges made at the Unconference into group headings that you may find useful in thinking about how you can best use your skills to help.

Regarding this last suggestion, one incredible woman shared how she had been #10%Braver recently and insisted on pay parity with other speakers at an event, thus claiming over double her original fee - because the organisers had to match the inflated pre-agreed fee of a male panel member.

That was incredibly inspirational to us all. We all so frequently underestimate our worth in the market place and this brought it home.

This point about pay is an issue at the heart of #WomenEd since we started. Back then we had to advise organisers of local events to be careful about accepting support / sponsorship of companies to help cover costs in case they were aligning with an organisation that did not share our values.So, in our newsletter last weekend we reminded everyone to ensure you #KnowYourWorth.

Check out our Negotiation video.

Staying true to our values

Sadly, we have learned that some organisations we have collaborated with do not always demonstrate our values as we had agreed. We will always stop collaboration on this basis. So, we have dissolved our partnership with The National College of Education as another staff restructure led to many women with reduced roles and salary and no link person for #WomenEd. Also, we wanted to be able to have more contact with the #WomenEd cohorts which has been difficult to achieve.

We stress that we do want to support the existing cohorts with the intake this November being our last formal #WomenEd cohort.

It's a real shame but we are very proud of the hundreds of women our collaboration supported and the many new leadership roles they achieved alongside their academic qualifications.

You are always part of #WomenEd forever.

Amazing! 

So much energy and so many ideas for us all to work on!

We would love to know your thoughts on these ideas and the way forward to ensure that the #WomenEd community continues to bring about change and gender equity in education