 Fel ydych chi'n gwybod i chi'n gwybod ar y cyfnod o'r society ni'n ymwneud ffordd. Felly, mae'n cyfnod fwy o bwyd o'r pwylo hwn yw yw'r cyfnod gweithio'n cyfnod cyfnod ymwneud. Mae'r cyfnod yw'r cyfnod sy'n gweithio. Felly, mae'n gwybod i chi'n gwybod i chi'n gweithio. Mae'n gweithio'n fawr hynny. Felly, cyfnodd ymddangos, rydw i'w gweithio i chi'n gweithio'n cyfnod ar y society ni'n gweithio. iawn i ym 1707, byddwn yn llefwyr i ddweud y bydd yr unig oedd yma yn y Pab y Bair yn ymgyrch, hi'n edrych cymdeithasol ac yr hynny, ac yn y bydd y Brytyn. Mae'n mynd i gael i'r hynny'r pwysig oherwydd yr argynno oedd yr argynno, ac mae bwysig ymwysig yn cael ei ddweud yn ymgyrchol, ac mae erbyn yn cael ei ddechrau ymlaen yn ei ddweud yn y stwybiau. So historians, art historians, book historians, architectural historians. It's a very broad church. So it's founded in 1707 and receives a charter in 1751, which allows it to become permanent. It moves into proper accommodation in Somerset House in 1780 along with a Royal Society. It stays there until 1874, when we've other learned societies, I'n ddweud i'r ysgolion sydd ar y bydd yna yn Burlington Hys. Felly mae'n amlwg i'r ysgolion ar y drafod y Côr. Y cyfnod geologi, y cyfnod geologi, y llunau, y chemist. A mae'r lluniau hud yn y centre o London. A mae sy'n cyfnod o'r cyfnod o'r cyfnod o'r cyfnod yma, yn y ffyrdd o'r cynhyrchu, o'r lluniau hynny o ddwyneb, or charity in order to promote the study of the past. It's interested in research, in conservation, in heritage, and it is a registered charity. We're committed to sharing our collections, and our work with the public, which we do with public lectures, such as this one today, public tours, med destroyed exhibition scholarly research seminars and a programme of publications and last year we launched our affiliate membership scheme so you can now join us in understanding the past today, tomorrow and in the future so just like to introduce Cate who is giving the lecture today. ychwanegwch i'r ddiweddau, Kate Hawkins FSA, i ddigonio am y Cyfwyllfa Iesdem Archeioli Cyfysig, yn y ffordd i UCL, a mae'n cyfeirio ar gyfer archewboli yn ychwanegwch o'r 30 oedd, mae'n ddweud yn ystod y ddechrau i'r 1980 yma i'w chefbield. Fy nid yn y ffordd, mae'n gweithio i'r ddweud yn ymgyrchol, a ddwy'r corfffyrdd, mae'n gweithio yna'r ddweud yn ymgyrchol o ddigonio ar gyfer ymgyrchol i argynghwilol, oherwydd i'r lleol i'r ddechrau'r ddau'r ddaueth yn ychafolio, a'r ddau'r cyfeirwyr hefyd yn ei wneud yn dweud i'r rhan o'r cyfnodol yn gyfnodol. Mae'n ddechrau'n ddau'r ddau'r ddau'n ddau'r ddau'r ddau'r ddau'r ddau'r ddau'r cyfnodol, oherwydd o'r projag ymgylch, ac yna'r ddau'r ddau'r ddau'n ddau'n ddau'r cyfnodol yn cyfnodol. Mae'r gwaith cymaint yn ymweld a'r cyfwyrd a'r amser ac yn gweld i'r argylcheddau, sy'n meddwl eu cyfeirwyr, mae'r cyfwyrd a'r argylcheddau. Cates yn gweithio, ac mae'r enwau cyfwyrd yn ymweld yn unigiteb iawn ar gyfwyrdau a'r argylcheddau a'r amser yn gweithio'r argylcheddau. Mae'r exibisiwn yw'r ysgolol er fawr iawn. I will hand over to you Kate to introduce that video, but we've had a quick foretaste stop, and we look forward to hearing what you have to say. Thank you. We wanted to start with an introduction from the French team who are responsible for the exhibition that you've seen today. We've got a short video from Archaeo Sexism, and then I will follow up with how we challenge sexism in archaeology in the UK. Hello, thank you very much, Kate, I'm Billion Bassqueenny and I'm very pleased to be here today to represent the collective and the association. First of all, I would like to thank Kate Oggans for everything she does a dweud o'r ddweud o gyflawni argylcheddau argylcheddau argylcheddau i Gwlad Ddiolch. Yr projec wedyn ei ddweud bod yn ddod o'r llennu, yn dod o'r ddweud yn ei ddweud o'r ddweud, felly dyfodd i'r ddweud. Felly yw'n yn amhwytof. Rwy'n credu cael ei ddweud o'r ddweud, a mae'n ffordd y ddweud o'r ddweud ddechrau yn Fylgiadau a Chiwg Llywodraeth. Felly, ydw'n rydyn ni'n gweld y context. at the beginning of the 1970s. Feminism and gender studies have already spread in most fields in humanities and social sciences. Were they all men? The question is asked for the first time in 1979 in a conference organized by the Winnowichin Archaeological Association. It does have a moderate impact in the field. The first publications integrating feminism as a way to analyze archaeological data and as a way to consider the field in general appear in the English-speaking and Scandinavian worlds in the 1980s. In France and in Belgium these publications are at best ignored and in the worst cases when they are read they are laughed at and eventually discarded. In 1997 in a review of the book Equity Issues for Women in Archaeologies published in 1994 the French prehistorian Sophie de Bourne notes. One could explain this discrepancy as a consequence of the language barrier but I would rather interpret it as a lack of interest among European scholars for this type of debates by Europeans she means continental Europeans of course. Let's say that the difference of treatment between men and women is undeniable. The topic would deserve better that is armchair sociology anyway but European scholars do not think that dedicating multiple conferences and meetings to this topic would be of much interest. She points out what she calls Americans women's susceptibility and she worries about I quote the climate of intellectual terrorism that tends according to her to prevail in the US as well as the negative impact of this climate on younger generations. Some 20 years later what do archaeologists think about those questions in France and Belgium? Well pretty much the same. First gender archaeology the situation begins to improve only after 2010 from this period onwards a few articles are published in French by French scholars sorry on the subject and a few PhD students start to work on gender but overall the subject is not taken very seriously by many French and Belgian archaeologists and considered too political. Publications are still rare and scholars working on the subject considered as non-conformist and a bit eccentric. The long neglect of gender studies among French speaking archaeologists has also come along with a denial of discriminations experienced by female archaeologists in the working environment. Sexism and more generally discriminations in archaeology is a recent topic in the French speaking world. This is where Pétatruel comes into play. This project created by Belgian archaeologist and feminist activist Laura Marie fights for more equality and diversity in the world of French speaking archaeology. Laura Marie created Pétatruel in 2017 after she became aware of the fact that the hetero patriarchal and racist world within which we are living not only has an influence on our behaviors and our relationships with our peers in universities and archaeological units but it also strongly influences the way we interpret and the remains of the past. Therefore the fight will lead with Pétatruel as two component First, promoting gender studies in archaeology. Second, make people more aware of bias and discriminations in archaeology including sexist, racist, class, homophobic, biphobic, transphobic and ablaze discriminations in order to dismantle them. But where to start? The first obstacle we are facing is denial. When Laura started the subject was almost completely invisible in Belgium and in France. Spars articles, no books, no conferences, no Facebook pages, Twitter account or YouTube videos. The lack of quantitative and qualitative data would actually strengthen the belief of many people that there were no issues related to discriminations in French speaking archaeology. At that time, Laura Marie got to realise how important online activism was. In the last 15 years, the web, especially social networks, has become one of the main sources of information. Hence, to be visible and active online is essential. So let's occupy the space and see whether the fire of revolt gets going. To overcome the lack of quantitative data, Laura created in 2017 a tumbler to collect anonymous testimonies on discriminations in archaeology. Many other feminist actions used the sharing of testimonies to raise awareness on several issues in the 2010s. A pay-touch work project was directly inspired by two of them, Beich Deshnach, a French project, and Everdeck Sexism. As many people here probably know, Everdeck Sexism was created in 2015 by British archaeologist Hannah Cobb and Catherine Poche to gather testimonies of sexism and archaeology in the English speaking world. According to philosopher Elsa Dolin, sharing experience is a process of political conscientisation. It highlights the deeply political dimension of things that were, until then, considered as private. In the world of archaeology, discriminations issues were a taboo. People did not think, talk about it, and when they did, it was often with embarrassment, fear, behind the door, or a pile of earth, and often minimising the facts. For this reason, it was crucial to bring the crude reality to light and to anchorage a sense of solidarity between discriminated people. Beta Truell swn gathered dozens and dozens of anonymous testimonies. At the same time, the movement spread information on feminist archaeology and feminism in general online, so on YouTube, Instagram, websites, articles, podcasts, etc. These articles, videos, and testimonies are published by Beta Truell on social networks, and they are widely liked, shared, and commented. They create a new political space, and consequently, new solidarities are rising. People following Beta Truell now have the feeling of belonging to a group, and to contribute to a wider social movement. The high has become a we. So, beyond online activism, Beta Truell has been leading actions in various universities, museums, and research institutions since 2019, in collaboration with the Archeoethic Association. In 2017, Ceglain Pentevelle-en-Rai, where both PhD students in archaeology at the Université Paris-en-Penteion Sorbonne, we decided to fund together an association to promote research on ethics in archaeology and ethical practices. In May 2018, we organized an international conference in Paris. With this meeting, we wanted to encourage reflection on ethics in archaeology in our country, France, where the subject was still widely ignored. The conference covered a wide spectrum of topics related to ethics, yet the problem of sexism and discrimination was not part of it. We thought it deserved its own event, and during the preparation of the conference in September 2017, we reached Laura, the founder of Beta Truell, which was very active online, to create a common project. That's how the Archeo Sexism Exhibition was born, and first exposed in March 2019. Archeo Sexism is a travelling exhibition of illustrated testimonies of sexist discriminations in archaeology. The concept was first to launch a call for anonymous testimonies in the French-speaking world, mentioning they would be used for an exhibition, then to have them illustrated by professional artists. So it's important to understand that the artist and the person who wrote the testimonies are two different persons. And the project was funded by Université Paris-en-Penteion Sorbonne, the French National Centre for Scientific Research, and several public centres of research. It's completely non-profit, and the entrance is always free. We had two main objectives. First, make people aware, especially archaeologists, that yes, sexism in archaeology is a thing, and second, well, how can we improve the situation? Since maybe 8 2019, the exhibition has been touring in France and in Belgium in university, research institutions and museums. It then reached Switzerland at the University of Lausanne and Quebec at the University of Montreal. It has also been adapted to an American audience through a partnership with Stanford University. For the American version of the exhibition, which is also the one which is now touring in the UK, we decided to keep some of the most striking and representative posters from the European exhibition, and we selected a few American testimonies that were also illustrated by artists Angelahan and Elaine Pay. Of course, no personal experience can reflect a phenomenon in its social, cultural and systemic dimension. Yet, in the case of the Archaeosexism exhibition, the great number of testimonies about harassment, abuse, assault, and more generally, on sexism, sometimes mixed with other forms of discriminations, revealed that these are not just false anecdotes, but rather the tip of a bigger iceberg. The viewers can also see very clearly how some scenes or behaviours are recurring again and again, revealing more systemic trends and mechanisms. You will also see that if some forms of sexism are typical to the world of archaeology, many could actually happen in other fields or in any social context. Therefore, the Archaeosexism exhibition focuses on archaeology, but it illustrates more generally the process that are happening in the whole society. Beyond pointing out the problem, the exhibition shows that it's also possible to react whether you are a victim, a witness, or a supervisor. After you are confronted with the experience of others through their testimonies, you might identify a problem more easily when they pop up and you might react more quickly and more efficiently. It is possible to act as an individual, either victim or witness, or as a supervisor, an institution to prevent the situations to happen. So, for a few advice, we recommend especially the last poster of the exhibition called Finding Ways to Find Discriminations. I think you can see here the American version of it, but Kate did an amazing work to adapt it to the UK. Among the various tools we can use to find discriminations, we also recently developed a label called Chantier Étique. It literally means ethical fieldwork in English. We are trying to promote it, mostly in French-speaking excavations, but not only. To get the label, digs have to meet several requirements. First, to use the code of conduct we prepared and have it signed by every member of the team. And second, accept to follow the Chantier Étique guidelines in the eventuality of a problem. This is the code of conduct. This is the English version that you can find on our website. This is a procedure you can see. Many supervisors are not trained to react to this kind of issues, so the guideline can help them to have a simple path to follow when a problem arises. Since 2021, the label is officially supported by the French Ministry of Culture. The main goal of the label is to give students and volunteers a way to identify a work environment that tends to be safer, yet the label doesn't guarantee that nothing will happen, but it guarantees though that the supervisors of the project are sensitive to these issues and that they are more likely to react in an appropriate way. That's also why we also insist a lot on the fact that the code of conduct should not be enforced on supervisors, because its efficiency entirely relies on their goodwill. Again, you can download all these materials on our websites, and I'm proud to say that more than 20 excavations now have received the label in Belgium, France, Italy and Alaska. Little by little, we also started to gather quantitative data. In February 2021, we joined a project initiated by the Archaeology of Gender in Europe, the AGE, and the European Archaeological Association, the EIA. This is a project that aims at assessing harassment within archaeological communities through a survey in all European countries, and Peter Thule was in charge of spreading it in the French-speaking Europe, sorry, so that's Belgium, France and Switzerland mainly. The survey was launched in February 2021, and the first results have been recently published in antiquity, as you can see here. The encounter between feminism and archaeology is a pretty recent one, especially in France and in Belgium. Yet discriminations have a very concrete impact on the field. Many students and professionals face pay inequalities, a gendered organisation of the workforce, discriminatory remarks and attitudes, as well as a psychological and sexual harassment abuse and assault story. Yet we must keep fighting. A lot of work remains to be done either on the side of laws and regulations, which often exist but fail to be enforced, resources in workplaces and universities, almost absent in our countries, and disciplinary proceedings which have to be reformed. While harassers and abusers are often well known by everyone, most victims do not dare to talk because of the lack of information, shaming and the fear of consequences on their career. When they manage to get over these obstacles, the actions of their abusers are understated and only minimal penalties are inflicted if any penalty actually takes place. The abuser is moved away for a while, his name is hidden to preserve his career and the institution doesn't communicate officially on the case. The victim is often moved to another unit before the abuser comes back. As a student, she often leaves archaeology to find a safer, safer working environment. The institution tries to hush the martyr up. This is intolerable and this should stop. I don't know how many of you had a chance to look at the exhibition before you came into the room today, but I'm going to be around afterwards if you want to have a look. I'm also aware that for those people watching online, it's not easy to access the exhibition at the moment. Please be assured that we are looking to get funding so that we can move the exhibition around the country to give everybody a chance to see it who wants to. I also at this point want to thank UCL for providing the initial funding for us to have the English language posters printed. So I think this is currently the only English language version of the exhibition and also our Chartered Institute of Field Archaeologists who provided some funds for the remaining parts of the translations that needed doing. So Baleen has set the background. I probably don't really need to put this sign up, but definitions. And when I was thinking about what to talk about today, it's such a huge subject and there's so much. Trying to narrow it down was quite difficult. So I wanted to actually amplify the work that's been done. There's a lot of work being done in recent years by various organisations trying to challenge sexism and sexist behaviours in archaeology and provides more of the background with particular reference to the UK. Since the Equality Act in 2010, discrimination on the grounds of sex is legal. However, that doesn't mean it doesn't still happen. And obviously anyone can make sexist comments or behave in a sexist way, but primarily it is women who experience this on a day-to-day basis, if not several times a day. And I'm aware that we may have a bit of a mixed audience online. So I wanted to summarise very briefly, as Baleen has done for France, how feminist archaeology interacts with the work that's happening today. And I'm well aware that I speak from a position of privilege. I'm a wide middle class, educated, cisgender woman. And I'm not afraid to challenge sexism now when I encounter it, but that's a confidence that's come with age. When I first started out in archaeology, I wouldn't have confronted the behaviours. I didn't confront the behaviours. And that was through a mix of fear and resignation, because it is just so endemic, isn't it? We just internalise it. So let's have a look. Okay. So since the 1960s and second wave feminism really, 1960s archaeology has been attempting to rectify the male bias. All of those androcentric assumptions that permeate the narratives that are presented. 1979 has already been mentioned by Baleen and the Norwegian Conference. There's also a paper by Sally Rosenbinford. It's quite groundbreaking. And we can't really talk about sexism without really mentioning Sally Pinford and her entry on Trialblazer's website, which just says she fought rampant misogyny within the male-dominated world of American universities, who's criticised for her tight sweaters and makeup and refused to do the cooking on her first archaeological dig. And we've already heard about gendered work and roles, and they are covered in the exhibition. But then things pick up a pace in their 80s, 1980s, various papers were published. And through the 1990s and 2000s, we see the growth of gender archaeology and an increased interest in multivocal pasts, recognition of intersecting identities, archaeology increasingly taking inspiration from civil rights, women's and black power movements, and how to deconstruct the narratives that were projected that were, you know, pretty relentlessly elite white male dominated, as we know. And then again, as Baleen has mentioned, increasingly the internet and social media have become tools for activism, sometimes for both ways, but that's where a lot of the challenging of sexism in archaeology has been rooted in recent years. I'm going to move on to this slide here. My professional background has already been said, it's in commercial archaeology. I work for UCL, but I still work in developer-led archaeology as part of the team at Archaeology South East. So in the talk today, I am going to be primarily focusing on sexism in commercial archaeology because that's where I am. But this talk by Rachel Pope from 2021 is, it's a much, much watch video really. It focuses a lot more on the history of feminism and women in archaeology and academia and academic institutions and research. I just wanted to look up. Okay, so 1990, big year for archaeology in the UK, introduction of planning policy guidance 16, led to the establishment of the committed of tendering system that we work in today. You know, currently archaeology in the UK, employers are in the region of about 7,000 archaeologists and has an industry financial value of over 200 million. But the same year, 1990, at the Institute of Field Archaeologists Conference, which is now our chartered institute for archaeologists, settled but significant change in the name there with the F, there was discussion on women in archaeology and there have been many of these over the years. But this was the first to identify structural imbalances faced by women working in archaeology. A subsequent report by Elaine Morris in 1992 ultimately paved the way for what became the profiling profession surveys, which I'm sure will be familiar with many of you today. And I know British women archaeologists have a lot more to say on the subject, on that particular subject. So I'm going to leave it here suffice to say that, you know, there have been numerous subsequent sector-wide surveys and we have a lot of quantitative data on the whole, all of it collected by men. So how has all of this, what have people been doing since then? Okay, just some of the groups. British women archaeologists, I've just mentioned them. They've been going since 2008 and Heather, Rachel Pope, and they set up British women archaeologists because they were tired and I think it's probably fair to say they're still tired of the lack of action in tackling sexism in archaeology. And they have been and they continue to be constant voice highlighting issues. Trailblazers, you know, it's not just about the narratives, it's also about amplifying trailblazing women in archaeology. For a dimension, Sally Binford's entry and Beyond Notability is another initiative that's recently started. Everyday Sexism founded in 2012 by Laura Bates, that was set up to document vast array of everyday sexism experienced by women. And just, you know, Laura shows just how ingrained sexism is in daily life in the UK. Survivor testimonies, they've always been a key element in raising awareness around these behaviours. And within three years of everyday sexism being set up, they had over 100,000 testimonies, which I think are currently being analysed by a team at Oxford University. You know, and there are various attempts made to discredit the value of anonymous stories, but I think the everyday sexism site makes it very clear that you have that sheer volume of stories, the common threads, discredit any notion of fakery. And then, as has been mentioned, every digs of sexism set up by Hannah Cobb, Kath Poucher, and they refined that approach to document more explicitly the sexist behaviours within UK archaeology. And some of those testimonies you'll see outside in the exhibition. And there are various other organisations as well, Black Trail Collective, you know, committed to supporting archaeology students from communities traditionally excluded by traditional structures of archaeology and study of archaeology, and the Stefer Equality and Diversity Group, which is now being reconstituted as a committee within the Childhood Institute of Archaeology to try and fully embed EDI within the Institute. And then we get to 2017, the year it all happened, all kicked off with me too. But, you know, as we've seen, online activism had been around for over a decade prior to me too, which itself is a grassroots movement founded in 2006 by Torana Burke as a way of providing support networks and empowering Black women who'd experienced sexual violence. Specific to archaeology, however, several initiatives have also launched that year. For some like the Respect Campaign, the timing with me too is incidental. Very quickly, Respect Women in Archaeology and Heritage, often referred to as the Badger Respect Campaign, through its association with the British Archaeological Jobs and Resource site founded by David Connolly. But in 2017, we published the Respect Guides, that's myself and Catrice. And that was the result of conversations between myself and Cat during the latter part of 2016. And it's very much a product of our frustration at the lack of progress in tackling sexual harassment. And some of the testimonies in the exhibition, you know, they could be from yesterday or they could be from 30 years ago or even longer. And I would challenge you to tell them apart. Others were more in direct response to me too. So in Sweden, and I'm not going to try and attempt to pronounce that, it translates as excavation in progress. And it gathered testimonies from archaeologists in Sweden, again engaged in universities, contract archaeology sector, museums. And the testimonies there revealed that despite their existing laws and regulations, sexism remains pervasive in Swedish archaeology, everything from sexual harassment and micro-abessions through to open threats and assaults were common, though sounds quite familiar to hear in the UK. And Peter Truell has already been mentioned with Laura Mary gathering testimonies in France and Belgium. And actually, others have followed on from all of this work using the online forum. So we've got the mentoring women in archaeology and heritage support group. And also, you know, it would be all worked closely together. You've got the enabled archaeology forum, museum detox, seeing red campaign. So online activism in the last couple of years has played a huge role in raising awareness and facilitating supportive environments. And it's about that sense of community and solidarity that I think for a long, long time has been missing and actually silenced women into speaking up because everybody felt so alone and so isolated. But you know, there are dangers to online activism. You know, you do open yourself up to considerable backlash. It's emotionally exhausting. You can become known more for your activism than for your professional work. And also, it can be dangerous for women in other parts of the world, you know, rather, you know, depending on what platform they're using and access to their past activity in other organisations. And, you know, that is particularly pertinent when we think about activists working to fight sexism and sexual harassment in countries outside of the West. I found the networks personally very valuable. And this was a quote I was, well, this was sent to me just last week, actually. And I think it shows how online groups and just the way that people can connect so much, you know, so much more easily now actually has a has a big impact. So feminism is activating. Feminism in archaeology is advocating for inclusive practice. What does this look like? This is a quote from Karen Dempsey's article, which again is a polliant resource. People want to look at its open access online, though equal gender representation, open access publications, open forms of discussion, presence of different voices. And yet all of this is so important in the workplace to show. There we go. Yeah, there's a lot of words on here. Apologies. Inclusive practice means advocating against straight, cis, white and male as the default and include relatively simple mitigations around toilet facilities, consideration of menstruation, childbirth, menopause, provision of appropriate PPE. I put this one in here because I think this is this has been flagged as something that's maybe not represented in the exhibition. And it's something that we hear that respect. We have a lot of comments around. We receive a lot of comments around things to do with toilets and PPE. Obviously, there's a legal requirement to provide welfare on site, but you ask any woman working on site and she will have a host of stories for you around welfare provision. But the previous slides I was saying about online activism. One example where this has been challenged recently, the Seeing Red campaign by Amy Talbot has made a big difference in what she focused on menstruation in field work. We now have toilets, which shouldn't really sound that surprising, should it? But you know, emergency packs, sanitary packs in toilets and things. It was a really, I think Seeing Red is a really good example of how this online activism creates an environment where it provides that confidence and that support for people to tackle seemingly small things but make a really big difference. So, mentioned gender representation. What I wanted to do here was use some of the posters and the testimonies and actually put some of the data that we have against them so we can see just how this manifests. So, we can see here the latest industry survey showed our critical workforce comprises 47% women, 53% men. And that basic binary division was presented because the number of respondents in the survey who identified as other genders was small and the authors obviously were worried about the risks of identification or misidentification. But the most recent survey was the first one that actually did ask that question. But that 47%, 53% is not as clear cut as it's presented. There are still quite considerable biases. We might be 40% of the UK archaeological workforce, which is a big improvement from Elaine Morris' report in 1992 where we were 35%. But it masks significant differences in where women work within commercial archaeology, where women generally populate the lower paid areas such as archives, illustration and fines work. And a previous survey actually by Landwood who conduct the profile in the profession surveys clearly showed that actually male specialists are charged out significantly higher rates than female specialists. There we have sexism and gender pay gap. And one man may hold the majority of senior management positions is, you know, that's not the case on site. And again, that's where you see sexism and ageism coming into play. There's a lot of women on site and that poster there who's in charge, it has to be the male, resonates with a lot of women. Gender pay gap. So since 2017, companies with over 250 employees are required to submit data on their gender pay gaps. In terms of commercial archaeology, there are a small number of companies that fall into that bracket. Some of the larger companies, it's not so clear to pull out the data for the archaeology specifically. It is one area where things seem to be improving. However, when you look at where women sit within the different pay bans, you know, 50% in the lower pay bans, the number of women as you go up through the profession just falls away and prospect the trade union, their archaeology branch, they've done a lot of work on this, which you can find on Twitter. So just mentioned women in management. This graph takes data from the latest profile in the profession and you can see women, the top line is women. And between the ages of 24, 20, 24, when they finish their degrees and enter the profession, by the time you get to 34, there's a huge drop-off. Though many of the factors that can lead to that have been identified, you've got job insecurity, low pay, lack of flexible working patterns, away work, and ridiculously long commutes. I think a survey by Prospect Archaeology Branch recently revealed some people being expected to travel 360 minutes for a home job, which is just insane. Unpaid commutes, you know, they impact everyone, but they disproportionately impact women. But you know, that's down to women, isn't it, and lifestyle choices. We choose to have babies. Well, women may choose to have children, but they don't choose. And actually, historically, they've had very little control over the structural setup of a society that, you know, has just actively forces women to choose, you know, families or careers. And sexism is rife when it comes to maternity. Comments from both men and women about maternity leave being a nine-month holiday. Why should I pay for you to have children? You know, totally missing the point, you know, to paraphrase law rebates. You know, most cases, pretty much all cases, men are actually involved in the process to continue as a human race, yet women are the ones who are accused of having the inconvenient pregnancies. No, companies and businesses in general haven't sorted out their infrastructure. I should have gone on a slide. There you go. You know, they haven't sorted out their infrastructure to facilitate this continuation of the human race, which I think is needed. And there's also bias in comments, you know, women are encouraged to work part-time, part-time work is not viewed as valid, as full-time work. Women count, you know, you can work part-time in post-ex, but it's virtually unheard of in the field, but it is possible. I've personally never been an employer who enabled a woman to do a three-day week on a site job for a project, but usually when you request it, you're told that it's too complicated, there'll be a lack of consistency with the paperwork. Well, you know, that's the system's fault, that's not the individual's fault. And it is actually possible. So McAlpine recently trialled flexible working on some of their sites. Now you can see here. They had, they tried two different versions. So on one site, people could work extra hours Monday to Thursday and finish Friday lunchtime. On a different site, they gave workers the option to have a flex day every three weeks. And they had a flex body system. So when somebody wasn't on site, there was always somebody that was covering for them. And, you know, you can see some of the quotes there from the people working on site. It's spot on. It gives you the chance to do things with your family that you wouldn't normally have the time to. We've never been able to do anything like this before, and it feels like the company are trying to give you a bit back. So, you know, that's the thing. A lot of these changes, you know, they benefit everybody. And maybe now some of the, you've got men making the comments like this. Maybe people will start to listen. But, you know, the other thing that comes across from this as well is why is the sector we treat our field staff with such disregard when actually, you know, they're fundamental to the entire industry and what we do. If we return to this slide, the graph at the bottom. So if it's practically impossible to come by and working on site with a young family, one of the main reasons is that's one of the main reasons that women's site for giving out work in the field. And the graph at the bottom there is taken from a survey by British women archaeologists and Rachel circled that I have had to choose and how that's jumped up from 2008 to 2016. Sometimes women are told to get a specialism counter some of this because it's easier to manage flexible working in an office environment. But that serves another purpose. You move women into a specialism. That usually goes hand in hand with removing them from the decision making process. Rarely do specialists, for example, get to line manage. And once you pigeon hold in a specialist role, it's much harder to move into management. Convenient. But, you know, at least women in these roles get the chance to publish. But no, again, studies are repeatedly showing that although women in specialist technical roles are producing vast amounts of data and contributing to client reports, they're not publishing a peer review journals at the same rate as their male peers. They're not getting the coverage. And a number of journals in the UK have recently been looking at this and looking at the rates of submissions and publications by women to see if they can determine any bias. But it looks like it's not bias on the part of the editorial boards. It's something within our system that means that women are working, but they're not contributing to publications. So, some of the classic sexism that we encounter, you know, there's no reason for women in the workplace to be referred to as sweetheart, darling, little girl, hello pretty, or to be told that they dig well for a girl, or for a little girl. You know, and if someone's going to call women by these terms when they're on site, you know, they tend, you know, if you call them out, then you get the defensive comments of, you know, you need to calm down, or can't you take a compliment, but they're not compliments. They're not appropriate in the workplace. Fanta, you know, is that a sign of professionalism? I would say not. It might not offend you, but there's a good chance it's making somebody else on site feel very uncomfortable. And it's not as original as some people might think, given if you look at these. 37% of women heard that women are too physically weak or emotionally unstable for the workplace. 40% of women regularly or frequently heard inappropriate comments. That's from an American survey. The next two are from the Prospect Archaeology Branch survey in 2018. 27% of women heard unwanted comments on appearance. 26% heard sexual comments. And then, you know, we work alongside the construction industry a lot. 41% of women in construction heard inappropriate comments from colleagues. And the emotion one I actually find really quite difficult is, you know, it takes strength to show emotions, but it's always been seen as a weakness. Probably because it makes people feel uncomfortable. But, you know, emotions aid decision making and a recent survey by the Hartford Business School recorded women scoring higher than men in 17 out of the 19 criteria listed for being effective leaders. So why don't we have more women as leaders in archaeology? And it's only a short leap from these comments to the blatant sexual objectification. And here we go. These posters are outside as part of the exhibition. These are really, these are really quite upsetting. And just, well, many of the comments, one of the things I find difficult is many of the comments as well around this issue come from student excavations or training or research excavations. And obviously sexual misconduct in universities, that's, that's a whole never, never talk. Many of the universities are tackling this now. But, you know, I think it's worth pointing out if we think about the charter, I think, that goes alongside with this exhibition. You know, we need more things like that. Many students go on to research projects run by other organisations. If they're doing that to fulfill a degree requirement, then surely their host university should be checking that they're going somewhere safe and where they won't be exposed to these behaviours. One of the reasons we didn't go down the labelling route is because, you know, it needs that, something like that needs backing, it needs support, it needs to be recognised across the sector. Otherwise you run the risk of people just sticking a badge on and you don't have the finances to check that they're actually doing what they say they're doing. But that is something that I think we can look more into in this country. And obviously sexism isn't the same as sexual harassment, but the acceptance or dismissal of sexism, along with other isms, racism, ableism and so on, has just banned to, you know, it creates that environment where more serious behaviours occur. And the danger, it's the danger of sexism and why it needs to be challenged. And if we look at the pyramid of sexual violence, you know, you can see very clearly how ignoring or normalising behaviours lead to an escalation of behaviours. And, you know, we do have reports of sexual assault and rape in UK archaeology. You know, don't be thinking that, that doesn't happen just because you might not have heard of it. And at a UK archaeology industry sector meeting, I think it was back in 2018, 2019, it was one organised by the Sefer E&D group that I mentioned earlier. Sarah May made the point that this is a health and safety issue. And it is, and it should be treated as such. And even when things are tough economically like they are at the moment, it's not enough to employers to be turning around saying, well, you know, we're just busy trying to keep people in jobs. Yeah, you should be keeping people in jobs, but you also need to keep them safe. And this is a safety issue. If you have people who are feeling they're being exposed to sexism or sexual harassment, and they're feeling scared or intimidated, they're not going to be reporting things that they need to be reporting. They're feeling silenced. And I think that actually the archaeosexism exhibition shows the range of behaviours really well and just how much it permeates everything we do. Again, this is a very wordy slide, but it makes the point. And I've highlighted, you know, the background noise of harassment and disrespect connects to the assertion of power that's violence and rape. And actually, you know, sexism is never benevolent. It's not harmless. Sexism is about power and violence. It's about contempt and control and entitlement. And that's why it needs to be challenged. But how do we challenge it when it's that endemic? This report is one that's recently come out looking at sexism in schools. And we can challenge sexism when it occurs, you know, and that can be dangerous, and it can be scary. It's not easy to rock the boat when you're at the start of your career and you're in a precarious employment position. Particularly when we work in a very small sector where, you know, it's a good chance everybody knows everybody. It may be, you know, some of the smaller organisations. It may be somebody doesn't feel safe going to their HR officer because the HR officer knows or went to university with the person that's causing the problems for them. But, you know, we can be aware of our own behaviours. We can support individuals when we see and we witness things. It doesn't mean that we have to put ourselves in danger if you don't feel safe to call something out. Speak to that person afterwards. Make sure they're okay. Sign post them to support. Ask them what they want to do, but let them know that they're not alone. Know your employer's code of conduct, you know. Employers should have codes of conduct. And employers, you know, support your staff, engage with bystander training. It's to employers benefit as much as their employees that their staff know that they have support to tackle these behaviours. Ensure that staff at all levels undergo training. Change the emphasis of the codes and the policies away from sexist behaviours being an aberration to them being normal because I think one thing this exhibition shows is that they are the normal. We have plenty of data to show it. And I think that's where the exhibition, you know, we can use the exhibition to challenge sexism. So I took the exhibition to the Chartered Institute of Field Archaeology's conference earlier this year and I took it there because it needs to be seen by the people that need to see it. A lot of people who come to this talk and who may be watching online, you know, we know this stuff. We know it's happening. So I took it to the conference and there was a study flow of visitors on the first day and then I noticed that women were, you know, they'd come on their own, then they'd come back with a friend and then sometimes they'd come back with a male colleague, usually senior, and women could literally put names to the posters. Do you remember when so and so did such and such on this and that site? The men quite often looked oblivious, but, you know, the women would walk around the posters nodding, not just at one or two posters, but at several posters or more. And on the last day, thanks for suggestion by a colleague, we invited people to take some post-it notes and just pop one on a poster if it was something that they'd experienced or something they'd encountered in their education or in their working life. And within two hours there were lots of post-it notes and this is only part of the exhibition. And then by lunchtime women had actually started writing their own experiences on the post-it notes and sticking them on the wall. It was really, really powerful and I've been to many see-for conferences over the last 30 years and I think having this visual presentation of everyday sexism, you know, it changed the atmosphere, it was very empowering to have these unspoken behaviours so openly presented and up for open discussion. And I think as well, you know, some of the people at that conference, they're not the people that would go to an exhibition or come to this talk, but they're the ones with the power to make the change. And I think they really need to start engaging with it because we've got a bit of a generational clash coming on. You know, a lot of our managers, they're younger baby boomers, GenX, but the GenZ population coming in, I think they're predicted to be 25% of the working population by 2025. These are the people who've experienced, you know, they've seen the Me Too movement, they've gone through the pandemic, a recent survey in America showed that 33% of women who belong to GenZ would actively call out sexism in the workplace. Now that's up from 10% millennials, 7% GenX and only 3% baby boomers. So there was a big drive towards this and I think we're going to see a lot more activism and campaigning in this area. And I think that's where this role of this exhibition lies or actually here's some feedback from the CIFA conference. It's worrying that men that have made these comments to me are at CIFA and pretend they aren't part of the problem. They had lots of people talking about the exhibition. I think it was a powerful addition to the conference and a reminder of the reality faced by many. And then we have organisations like CIFA and CIFA is not the only one and CIFA are doing a lot of work. Like I said, they help to fund the part of this exhibition. But why are predators allowed to thrive in our profession and work the circuit? Whereas the safeguarding for our staff, why should I be the one to have to leave because I value my life more than my career? And this one, men run archaeology, always have and at the moment always will. They have created a toxic discipline that stifles talent, discussion, lair and women end of period. And this is going back to what I was saying just now about why we need to engage and why we need to be more active and we need to show that we are tackling these behaviours. So what do I want to see happen with the exhibition and in challenging sexism? We're looking at funding at the moment so we can move the exhibition around more so more people can see it. But I feel it very much has to be used in a proactive way. I don't think it's not an easy view. It's not an easy exhibition to look at. And if it doesn't cause a reaction in you when you read some of these testimonies and I think you really need to go away and reflect on why that's the case. Anonymous sector-wide reporting, we heard from Belina earlier about the problems when you report sexism or harassment. And at present there's no way of knowing. You can report somebody, they can be dismissed but you don't know where they've gone. Will you see them on your next site? What employer have they gone to? What about the digger driver from that plant hire company that your organisation have said they're not going to use them again? But precarious employment, people work around, move around on the circuit. You never know when you're going to bump into people. And I feel really strongly about this one. It's something that the sector could do. We're very fragmented. I have the benefit of working for UCL. I have this. We have a lot of archaeology south-east. We have come under the umbrella of UCL. But a lot of our colleagues working in smaller units and even some of the larger ROs. It's a very different situation. And I would like to see actually the exhibition and the funding. I would really like to get the whole sector together again, like the Cifra Equalities Group did, I think it was 2018, the July 6th meeting. And actually find out what's been happening in that interim. What have these companies been doing? Some companies are doing some really good stuff around maternity pay and various things, but it's all happening very piecemeal. Actually, we can use this exhibition to get everybody together and actually come up with a coherent plan. Codes of conduct that actually work. We've already touched on those. Training. Effective training. We've used this exhibition with the students at the Institute of Archaeology. We want them to know right from the very start that these kind of behaviours are not acceptable. And that's being supported now with active bystander training, which is now, it's been optional for students at UCL for many years. It was set up by the Student Union. But this year is the first year we've actually made, it's been compulsory for our students and hopefully the combination of, you know, an understanding of behaviours and support networks and the confidence that comes with the training will be a powerful combination. Representation, you know, we're not a very diverse profession. We know this and if it's, I've been talking about such challenge in sexism in archaeology today and I've mostly been talking about white women challenging sexism in archaeology. And if we feel that we don't have a voice, then it's infinitely worse for our colleagues, you know, women of colour, trans women, our gender fluid and non-binary colleagues, you know, we need, we need to look at better representation. And we need to lose the competitive power structures. You know, they're archaic. They work for a small number of people in their profession. They don't work for everybody. We just need to lose them and address all of the structural inequalities and fight all of the sexist and discriminatory behaviours that we have, because otherwise in 30 years' time there's going to be somebody else standing here and they're going to be looking at us and saying, what did you do? And on that note, I think I'm going to end. I think, oh, actually, no, no, no. I have some thank yous. I need to thank Catrice at Respect, obviously the Society of Antiquaries and all the people who have been fundamental in getting this exhibition here and in helping us to get the word out and move the exhibition around. So thank you to all of them. And I think the plan now is to stop the livestream, but I think if you're on Zoom you'll be able to ask questions. Okay, thank you. Thank you very much, Kate, for that very thought-provoking and in some senses alarming presentation in terms of the structural barriers as well as the social attitudes that women in particular are facing. So we are going to open it up for questions. The people here in the room and for people on Zoom, but the livestream on YouTube is going to end. So I'll just check that things are sorted out technically at the back. They are great. So we have a question at the front and we do need to have a raving microphone. So sorry. I have to speak as a baby boom, I'm afraid. I'm absolutely horrified. I think it seems to be getting worse than even the 1970s, which I well remember. Anyway, I was just wondering if you could comment on the public profile, say, of media archaeologists, that one. You can't win because if you're glamorous like Alice Roberts and Bethany Hughes, Bethany Hughes even had a Facebook page set up to her bosom. I mean she didn't set it up, that's how bad it gets. And Mary Beard, who wouldn't wear lipstick for a long time, she got in the neck as well. So what to do? There does seem to be quite... I've got the wrong microphone. Am I right with this one? I was talking to somebody at the conference and they were saying they're actually linked to what you were saying about the backlash. They're almost seeing things get worse in a return of, I think they called it the 1980s man, but the man on site with his, not quite as bad as getting his copy of the sun out, but a lot of the comments, they still happen, but they seem to be done more discreetly, sort of out of air shot, but they're still there. I totally get what you're saying. You almost feel like you can't win the more prominent women become, the more backlash they get, but fair play to the women that do that because we do need to do it. And I think I've noticed as well with the online support when things like that happen on Twitter and on Facebook, you see almost like this instant communication and the rallying of support and there is particularly on places like Twitter that can be incredibly toxic. There's like a rallying call goes out and women and men actually come to the defence of that individual. It's still awful when it happens, but people now have a, they can quite vocally and publicly counter it if that answers. Then if anybody else has got anything they want to add, anybody else? It seems that because some of the work is happening in the field, perhaps you could kind of, you have this really good code of conduct now that could be kind of enforced or furthered by having a buddy system in the field because things are a lot easier to keep, keep a hold of in an office sort of headquarters than in the field where predators will have re-rein. So it seems like maybe this is a start, but it's not going further enough. You could have a buddy system in the field or just kind of have an organisational structure. That's what was coming at me in the sense of women being isolated out in the middle of nowhere with people who might pray on them. Almost formalising the old system because we all know on site who to avoid. We've always helped women to avoid them, but actually formalising that into a more of a support structure. Thank you. There was a wonderfully clear definition of sexism at the beginning and saying which was great because it shows how women have historically and continue to be discriminated against because of our sex. I noticed later on there was the introduction of the word gender which I think brings in a conflict. How will women continue to be supported as the ones who are being oppressed by their sex, by the maternity leave being not denied, but practices incompatible with the things that women face? Well I think sexism, toxic masculinity, it impacts on everybody. Like I said at the end I think if we're finding it incredibly difficult then it's even worse for our colleagues, our trans colleagues and other people. We just need to tackle sexism as sexism and it's just not acceptable then if that answers your question if anybody else wants to join in. Oh no no I don't mean, I just mean that you know that whole yeah it's all appalling and I think a lot of the initiatives that are coming out now they are very inclusive and they're like seeing red for example you know those packs the menstruation packs go into all of the toilets that are used by anybody and I think it just shows how the next generation are very aware of the need to be inclusive and the need to support everybody because we're all facing discriminations. Just sorry, do you think that the sexism like in the field itself affects how you might analyse some remains and affects how you see possibly gender within your like work that you produce itself. For example I know of incorrect analyses and just the ignorance that women could even exist in certain contexts. Yeah I think the paper that I showed earlier that one by Rachel Pope she goes into that in a lot of detail and she looks at some classic case studies and goes through some of the traditional interpretations and that centering of you know male prominence on certain things and devaluing the feminine side so I would definitely say have a look at Rachel Pope's paper because she she talks about that a lot and she comes from that I'm very field-based as well whereas Rachel comes from much more of an academic background so I think you'd find some good answers there. Well we yes we are getting at Tempos too so I know people have got other commitments to get to so I think we can close it there but thank you very much Kate for a really important and as well as really stimulating presentation and if you haven't had a chance to look at the exhibition yet please do go well it's a bit of it in here obviously but also in the entrance hall please do go and explore it. Thank you very much.