How (not) to organise a panel at a global health conference
Affiliations & Notes
aSaw Swee Hock School of Public Health, National University of Singapore and National University Health System, Singapore
bInternational Health Policy Program, Nonthaburi, Thailand
Article Info
Publication History:
Published May 2, 2026
DOI: 10.1016/j.langlo.2026.103956 External LinkAlso available on ScienceDirect External Link
Copyright: © 2026 The Author(s). Published by Elsevier Ltd.
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Global health is unfortunately not very global—a contradiction that becomes most evident at global health conferences. Although convened to advance the field of global health, these conferences often say more about whose perspectives are valued and whose are not, reflecting the inequities in power and privilege that global health ought to redress. Striving for parity—be it geography, gender, income, or age—also risks tokenism where inclusivity is performative rather than purposeful. Although guidance on how to organise a global health conference exists,1–5 most stop short at organising panels. Inspired by Desmond Jumbam’s satire on writing about global health,6 here is how (not) to organise a panel at a global health conference.
Treat the ‘global’ in global health as a metaphor, not a geographical mandate. In 2024, 60% of speakers at the World Health Summit came from Germany, Switzerland, the USA, the UK, and France.7 Never mind that these countries only hold roughly 7% of the world’s population; this is where global health happens (and luckily for you, their names are easier to pronounce).
If you cannot find a woman panellist, it is probably because they do not exist. Panellists should be selected for their expertise, so when you end up with an all-men panel, it is safe to assume they represent the natural distribution of expertise, similar to how 97% of Nobel Prize laureates in science are men.8 Even if you do find a woman, she is probably too junior (only 15 years of experience), or too senior (more experience than the male panellists), or too focused on gender (she will make everything awkward), or has young children (she is behind in her career). But if you fear someone might complain about a ‘manel’, find a woman to moderate. Most women wait most of their career to get an invitation to moderate a panel they could contribute expertise to themselves. They get to ask all the questions and answer none of them. To be seen and not heard, that is what aspiring women want. And if you think moderating is too much for a woman, just appoint a second moderator (not another woman, you already have one on stage). Now, no one will notice your panel is all men.
Throw in a youth panellist for a ‘fresh perspective’. Find a youth who ticks multiple boxes, so if anyone asks, you can say you have women, Global South, and youth representation. Remind everyone they are just at the beginning of their career and cue them last, after the real experts have finished monologuing. Better yet, dedicate an entire panel towards the end of the conference for youth, because nothing captivates a pale, stale, and male audience more than hearing about a future they are not a part of.
Ask minority panellists about their minority experiences. Minority panellists are spokespeople for inclusion. It would be remiss not to ask questions based on these defining characteristics. If you are discussing leadership, ask the woman panellist about the systemic barriers to career progression. This problem does not concern the men panellists. If you are discussing inequities, ask the Global South panellist about building health systems with no resources. Do not forget to bring up decolonisation. If you are discussing the future, ask the psychic youth panellist. Now your other panellists—the ones selected for their expertise—can focus on substance without the inconvenience of introspection.
If you are running out of time to find women, Global South, and youth panellists, simply invite the first names that come to mind. They are first for a reason—probably tenured professors from Harvard, Oxford, and the like. What could go wrong? Anything a panellist with less social capital says does not really count until a Harvard or Oxford professor says it first in a Q1 journal. Or ask your friends! Panels are supposed to be fun, and obviously you are friends with leaders in the field, so this is a safe choice. Just imagine if you were to select panellists with different perspectives: they might push the conversation in an uncomfortable direction or accidentally make the panel interesting. Play it safe; who has time to be bold in global health anyways?
Recycle panellists. If you are flying most of your panellists in from the Global North (as you should), make sure they sit on more than one panel. Of course they can talk about pandemics, ageing, artificial intelligence, conflict, and climate change. This is what expertise looks like in an ‘era of polycrises’. The audience can catch their favourite speaker for the fifth time, and it is a great way to offset your carbon footprint.
Thank your funders for funding the panel by putting them on it. Funders know the priorities and programmes worth investing in better than anyone else, which is why they are always setting the agenda. What better way to show your gratitude than making them the keynote speaker, moderator, or panellist—or all three.
Congratulations! You have just successfully organised an equitable and edifying panel. Straightforward, was it not?
Competing Interests
We declare no competing interests.
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Date accessed: February 5, 2026