Campaign update (Dec 2020)
This month of December 2020 the following has occurred since the launch of the campaign:
As a result of the impending publication of our letter, we had a meeting with the COP26 CEO followed by the COP26 President. Other meetings took place between the COP26 team and its extended outreach to try to address the situation.
A constructive discussion took place and we are hopeful that the UK can deliver an excellent COP26 as a signal to the world it is back and ready to deliver on its own terms.
We reiterated this COP was vital for the UK as an emerging leader – but also for the planet. Its success or failure would deliver the framework upon which all gender, diversity and environmental work would hang. To best achieve this, an inclusive team comprising equal men and women, in all their diversity, will bring rounded perspectives to the framing and narrative of the agenda.
We raised the issue of the outdated COP26 website which had not been updated for several months. We then listed our asks:
Ministerial level: one women out four top positions was not good enough – we feel a parity point at this level is crucial to the input and the outputs.
Senior Officials: While the COP26 team cites 45/55% balance on their website -we are disappointed to see this flows from a predominantly male to female hierarchy. The women in the COP26 team are reputedly excellent but their work exits a gateway of male perspectives, who tend to present the work. It is more constructive to see both men and women presenting and equally in directorship roles.
Recent appointments of Coms and Operations is laudable but, while important, these are not agenda-driven roles which have greater responsibility over the framing and narrative of the COP26 Agenda.
Ambassadorial level: we concurred that the UK Ambassadorial representation for COP26 is well presented with very capable representation.
We appreciate the exchanges within, and individual advice from, Friends of COP26 to the President – particularly from women
Perception is reality – The perception that women in all their diversity have been excluded from the top level of COP26 leadership is important and must be urgently addressed. This is an opportunity for the UK to gain buy-in by half the planet if women feel their views have also been considered at the decision making level that will affect COP26
We were promised:
A formal reply to our letter – emphasising balanced representation at the top and committing to GAP
Agreed on continued dialogue
Immediately update the website – updated on launch of SheChangesClimate
Set up a call with senior women of COP26 to discuss views and potential solutions to resolve these issues within the constraints of the structure
Combine women and diversity interests under one group for regular updates and meetings
Initiate a youth and business advisory group meeting for cross fertilisation of views
Explore tangential ways to bring women onto the COP26 senior leadership team.
Reiterated commitment to championing GAP.
Where we are:
COP26 Website: after months of trying to find out who was who, we have an up-to-date website of the COP26 team. We feel this is a step closer to gaining transparency
Contact: we have had meetings with COP26 CEO and President. In January a meeting is scheduled with the International Champion for Resilience and Adaptation. A dialogue has begun.
Deliverables: we are waiting but we are watching.
We are expecting some creative urgent tangential thinking in resolving this issue in the same way we will need to resolve the climate crisis.