So, let me say again, if your female founder support program (or event or bootcamp or network, or what have you) doesn’t educate women about the gender inequality of the VC ecosystem, you’re setting them up to fail.
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![Change starts with good questions [Part 2]](https://images.squarespace-cdn.com/content/v1/5d839357cc93cb05b54a267b/1584484143124-ZE5DSQW4G8UG3MGFWBN0/linkedin-sales-navigator-W3Jl3jREpDY-unsplash.jpg)
Contrary to popular belief, a good question in an equality context is not one that requires prior knowledge in the terminology of diversity and inclusion. It certainly shouldn’t require a Masters degree in feminist or gender studies to understand it, and shouldn’t require a corresponding thesis to answer it.
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Asking questions - the right question, first - may be the most effective antidote to resistance around diversity, inclusion and equality, and its biggest aid.
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We’ve been driven by the question: How can we empower everyday Changemakers, wherever they live, work, and play?
On the back of years of research, and practice leading a new wave of equity, diversity, and inclusion work, we’re excited to introduce you to the Equity Sequence™ - our evidence-based alternative to bias training.
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When women are expected to do the office housework, that “extra” actually becomes their baseline. The same isn’t true for men. So, when a male colleague declines to take on extra work, no one much cares.
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Why do I care? Because (in the US) more than $10B is invested annually, and that’s a LOT OF MONEY. Some of that is public money!
Public money being spent by public schools, public education institutions, health institutions… in many cases, organizations that aren’t flush with the cash that Fortune 500s wield.
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When 90% of VCs are male, and 87% of VC funding goes to all-male founding teams, it’s safe to say the popular t-shirts are wrong. The future isn’t female. Or, at least, it isn’t being shaped by women in this regard. It’s certainly not being shaped by women of colour.
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We kept looking for supporters, we tapped into social media, we used word of mouth. We started to gain traction. We even approached the boys to join our cause, who initially gave us the push back that, historically, has been so prevalent when feminist initiatives take root —they suggested it was an anti-men movement not a pro-women movement.
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At the end of the day, what happens in the political and broader social arenas has an impact on our personal lives and experiences, and the choices we make in our personal lives can impact and influence social and political systems.
In other words, what we choose to do - in the workplace, in the home - as organizations and as individuals matters.
![Thoughts on "Don't [just] give women free tickets"](https://images.squarespace-cdn.com/content/v1/5d839357cc93cb05b54a267b/1571327697422-AUJGMX7W8CRSDQD9C62V/image-asset.jpeg)
If a free ticket is a genuine invitation to equal participation, or even to be an empowered voice at a conference that is a good thing. But if a free ticket is a way for organisers or other participants to essentially disavow that there is an ongoing issue of diversity and equality, then…
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Organizations interested in improving their employee engagement need to be aware of the conflict between fathers’ desires for work-family balance and the workplace reality, because employees are not likely to voice concerns themselves.
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