Empowering education and driving global equality

Nic Ponsford, an entrepreneur and edtech leader, has dedicated her efforts to promoting equality and inclusivity across the global education sector. As founder of the Global Equality Collective (GEC), Nic Ponsford has played a pivotal role in creating a vibrant and diverse community of more than 13,000 EDI change makers and 300-plus EDI subject matter experts.

Speaking to EDI-T, Nic shares her experiences as a female founder, how she’s approached building an inclusive growing business, and how she manages the ups and downs of a career in education technology.

Hi Nic! Can you tell us about your journey as a female founder and what brought you to starting the GEC?

When I first embarked on this journey, my primary goal was to create safe and inclusive schools for staff, students, and families.

During my work following being a teacher, as a coach in schools and trusts across the South of England, I noticed critical aspects were often overlooked, including comprehensive staff training, capturing metrics on inclusion and effectively showcasing best practices. Recognising the opportunity to digitise these processes and gain deeper insights into stakeholders’ experiences, the idea for the GEC took shape. Our focus extended beyond traditional diversity to encompass intersectional identity demographics and cognitive diversity, such as neurodiversity.

Securing funding proved to be a challenge. Grants and accelerators were elusive, then one of the Global Equality Collective introduced me to angel investment and in March 2020, we secured initial funding. This milestone enabled us to develop our platform further and expand our reach.

As a female founder, my journey has been influenced by transformative events like the Me-Too movement, the murder of George Floyd, and the tragic case of Sarah Everard. These events highlighted the need for equality, justice and change. I observed a shift in available funding opportunities, primarily focusing on gender gaps but neglecting other crucial factors like race, ethnicity, age and socioeconomic status. We aim to amplify voices and experiences, including those of neurodivergent individuals and others facing unique challenges.

Have you had any mentors or role models who have influenced your path as a female founder?

Absolutely! I’m grateful for the influence of figures like Dame Steve Shirley, whom I met at an event for female entrepreneurs. Her book, “Let It Go,” and her journey as a refugee and migrant have been incredibly inspiring. She defied conformity, leading a female-led company from her kitchen with a group of technologists who were also parents. Her business model prioritised supporting her workers and even offered them company shares.

As a female founder, finding mentors who can provide guidance and support without financial constraints can be challenging. While there are communities and groups for startup founders, it is rare to find mentors who can assist you on a pro bono basis. However, I have had the opportunity to work with incredible individuals throughout my path, including some amazing female founders which has been really important.  I champion them wherever possible by nominating them for awards and I also share the mistakes I made along the way to help others avoid making the same.

What unique challenges have you faced as a female founder, and what has surprised you in terms of attitudes?

As a female founder, I have encountered a range of attitudes and faced unique challenges throughout my journey. For example, during one accelerator programme, I found that there was a lack of consideration for my childcare needs and the travel requirements involved. The programme’s expectations did not align with the realities faced by underprivileged individuals, particularly working parents. It was disheartening to witness a tokenistic approach to inclusion, where meaningful conversations with investors were not guaranteed.

However, I am grateful for the support and understanding I have received from the board I currently work with. They have been responsive to my situation, recognising their privilege and providing valuable assistance. Their understanding has made a significant difference in navigating the challenges I face as a founder.

In the education sector, limited funding has been a persistent challenge, especially when trying to engage with local authorities as a newcomer. Despite this obstacle, I have been fortunate to receive tremendous support from influential leaders and allies in the sector who believe in the mission of the Global Equality Collective. However, it is important to acknowledge that building these relationships requires a significant investment of time and effort.

Another ongoing challenge I encounter is the difficulty of accessing spaces that are predominantly occupied by white, heterosexual, middle-aged males who are not the primary caregivers. Breaking into and changing the dynamics of these spaces can be daunting, but risk taking means making mistakes so you need to be open to that. Nonetheless, I maintain hope that over time, these dynamics will shift. I actively seek out and engage with inclusive communities and venture capital networks, believing that they hold the potential for positive change and greater inclusivity.

How do you handle failures or setbacks, and what have you learned from them?

I’ve always understood that people make mistakes. It can be challenging not to take those mistakes personally, but I try not to. When you take a risk, sometimes things go wrong – being rebellious and disruptive can also lead to errors and taking the wrong path. But you don’t know unless you try. My learning is that sometimes mistakes lead to better discoveries. My old headteacher once called me the ‘poacher who became the gamekeeper’, essentially we all make mistakes.  As Fleabag says, that’s why there are rubbers on pencils.

One aspect of being a founder that I still find challenging is work/life balance. When working in the field of diversity and inclusion, it’s difficult not to see opportunities and potential gaps everywhere. However, I’ve come to realise that I can’t read everything, watch everything, or have time to engage with everyone.  But I do engage with the GEC members every day. I’ve found it essential to prioritise my time and allocate it to my family and personal life as well.  It’s a continual balancing act that I’m still working on.

How do you foster a culture of inclusivity and support within the Global Equality Collective?

When it comes to building our team, we prioritise diversity and inclusivity. We actively offer internships and make deliberate efforts to diversify our own team.

Additionally, we make it a point to understand the needs of our team members and create an environment that allows them to be productive and leverage their strengths. By placing their needs at the forefront, we foster a supportive and empowering work culture. As we deeply value inclusivity, we are constantly learning and evolving based on the feedback and voices of our team, both internally and externally.

And finally, can you share a success story or milestone you’re particularly proud of as a founder?

Yes, absolutely – I’m so proud that the GEC now operates with a Collective of over 300 Diversity and Inclusion subject matter experts, covering the UK Equality Act 2010 and beyond. We have developed our GEC platform, which we raised funds for and built, becoming “the world’s first diversity and inclusion platform” for education.

Our journey begins with Level One, focusing on equipping (all) staff with the necessary tools to demonstrate their commitment to diversity and inclusion and address any existing gaps through our recommendations and training. Recently, we successfully completed Level Two of the GEC Platform, which caters to students and we are now witnessing schools using this level. It’s incredibly gratifying to see our work making a real difference.

Conclusion

Through her work, Nic emphasises the importance of mentorship, building supportive networks and challenging biases to create a more inclusive entrepreneurial landscape. Her insights on work-life balance, handling setbacks, and fostering a culture of inclusivity provide valuable lessons for entrepreneurs striving for success while prioritising well-being and diversity.