The Gender and Education Association (GEA) is a volunteer-led international intersectional feminist charity. Since 1997, our community of educators, researchers, activists, leaders, artists, and more have been working to challenge and eradicate gender stereotyping, sexism, and gender inequality within and through education. UK charity number: 1159145
We acknowledge that our identities are multiple and intersecting and we recognise that a number of groups have long been underrepresented among the membership of GEA and among GEA’s Executive Committee members.
We are currently recruiting Member Representatives to join the Executive Committee.
We know that creating Executive Committee Member Rep roles is just a very small step forward. Our work towards ensuring that our practices as a charity and organisation reflect our inclusive and intersectional feminist values must always be ongoing, especially as we work to grow and develop with and through our community of members.
All GEA Executive Committee members, including Member Reps, volunteer their time to lead and shape GEA. The time commitment of the Member Rep role is about 10 hours a year, including attending four one-hour Executive Committee meetings a year, one one-hour long Annual General Meeting (AGM) a year, two one-hour long Member Rep subcommittee meetings per year (co-chaired by the Diversity and Inclusion Officer and the Membership Officer), and hosting one virtual event per year (with planning support from GEA co-chairs and interns). All GEA Executive Committee members are reimbursed for their annual GEA membership.
We may add additional Member Reps in the future.
Please get in touch if you have any questions or suggestions: GenderAndEd@gmail.com
GEA Executive Committee Member Reps
The Executive Committee Member Rep roles that GEA are currently recruiting for include:
- BIPoC Member Rep: representing Black, Indigenous, and People of Colour and those from additional underrepresented racial/ethnic identities, including, for example, Gypsy Roma Traveller (GRT) communities.
- LGBTQIP2SA+ Member Rep: representing Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, Pansexual, Two-Spirit (2S), Asexual, and those from additional underrepresented gender and sexual identities.
- Disabilities Member Rep: representing disabled individuals including those with visible and/or invisible disabilities.
We hope to appoint two Member Reps for each underrepresented group.
Who Should Apply
We welcome applications from feminists from anywhere in the world. We especially encourage Black applicants for the BIPoC Member Rep roles and Trans* and Non-binary applicants for the LGBTQIP2SA+ Member Rep roles. Preference will be given to applicants who are currently or have previously been active GEA members and/or are currently or have been active members in organisations that GEA often partners with or have a similar feminist ethos as GEA (such as #FEAS or FSA). Active membership can include, but isn’t limited to, attending or presenting at events/conferences (virtual or in person), engaging in GEA’s online community, writing for GEA’s blog.
How to Apply
- Complete and submit an application form and your CV to: GenderAndEd@gmail.com
- Complete the GEA Equality Monitoring Form
Deadline to Apply: Monday 14th June
The language of identity
We recognise the criticisms of umbrella terms for underrepresented and marginalised groups and that identity categories drawn from standardised sources (census questions, for example) do not fully reflect the diversity of possible identities. Terms like BIPoC, PoC, BAME, BME, and politically Black, can serve to homogenise the experiences of racism and prejudice in ways that hide, ignore, misrepresent, silence the disproportionate ways discrimination, oppression, prejudice, and violence specifically impacts on individual communities.
Black, Indigenous, and People of Colour (BIPoC) Chavez Clarke’s article explores the increased use of BIPoC https://www.cbsnews.com/news/bipoc-meaning-where-does-it-come-from-2020-04-02/ and writes “People are using the term to acknowledge that not all people of color face equal levels of injustice. They say BIPOC is significant in recognizing that Black and Indigenous people are severely impacted by systemic racial injustices.” BIPoC as an abbreviation is not without criticism as well. Read “’BIPOC’ Isn’t Doing What You Think It’s Doing” https://www.newsweek.com/bipoc-isnt-doing-what-you-think-its-doing-opinion-1582494
People of Colour (PoC) was first in print in the 1700s, though the phrase has been in more popular use over the last few decades. Watch Loretta Ross discussing the origins of the phrase Women of Colour: https://youtu.be/82vl34mi4Iw. Listen to the Code Switch podcast episode titled: “Is It Time To Say R.I.P. To ‘POC’?” https://www.npr.org/2020/09/29/918418825/is-it-time-to-say-r-i-p-to-p-o-c
Black Asian and Minority Ethnic (BAME) or Black and Minority Ethnic (BME) are phrases that originated in the UK and are often used in UK race/ethnicity research and in equity, diversity, and inclusion (EDI) work in UK organisations/institutions. However, the terms have come under criticism (see examples):
Politically Black is a phrase that originated in the UK in the 1970s and is still used by some trade unions (see, for example: “UCU uses the term ‘Black’ in a political sense” www.ucu.org.uk/article/8334/Black-History-Month). Listen to author Reni Eddo-Lodge (Why I’m No Longer Talking to White People About Race) and politician Diane Abbot, the first black woman elected to UK Parliament, discuss the history of Political Blackness https://www.aboutracepodcast.com/4-political-blackness and read Kemi Alemoru’s article on Political Blackness https://gal-dem.com/bookmark-this-for-the-next-time-somebody-asks-you-what-political-blackness-is/