On Saturday afternoon, listening to Radio 4 PM programme, my
attention was caught on the reporting about the Chelsea Flower Show, where this
year out of its 15 top spots for the gardens designs displays only 2 are represented
by women. According to some this is a recurring pattern that takes place every
year at the Chelsea Flower Show. In response to this criticism the Royal
Horticultural Society (RHS) put out a statement saying that their judging
process is non-sexist and that women have won ‘Gold’ medals. Surely such a
criticism cannot be a new revelation to the RHS. I guess I would question how does the RHS
know that its selection process is non-sexist? The RHS is indeed a prestigious institution. However,
despite this, it may be failing to address aspects of unintended bias taking
place in their decision making process. It is not a coincidence that the majority
of the judging panel for the top 15 spots are men and it may be possible that affinity
bias is occurring? After all like attracts like and we are more comfortable
with those around us who share our experiences. Whilst the judging panel may
think that they are operating a non-sexist process how do they know that their
decision making processes are not leading to unintended bias in regards to
gender?
It could also be argued that at the Chelsea Flower Show there
is possibly confirmation bias through prejudice taking place where men are perceived
to have a higher potential to get ‘gold’ than women. This practice may not be overt
but subtle and rational. What does the
evidence support?
Then there is systemic bias where different standards are
applied when comparing men and women. The RHS could take a leaf out of the exercise
in the 1970s and 1980’s where virtually all musicians in major symphony
orchestras were male until blind auditions were implemented which led to
increasing the number of talented female musicians being hired. The RHS could
well do with looking at the processes of how they select, make decisions and
even the role sponsors play in maintaining a gender bias at the Chelsea Flower
Show.
In 2015 many corporation in the UK are changing their
practices of how they recruit talented women as board members, in senior roles
and create inclusive environments that are diverse. Perhaps the Chelsea Flower
Show could take some different actions if it wants to show up differently in
years to come and be more aligned to the modern world. I personally would very much look forward to
this.
