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Pānui Wāhine Winter 2018

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Pānui Wāhine Winter 2018 - panuiwahine- Winter / Hotoke 2018 A publication of the Ministry for Women, Minitatanga mo- nga- Wa-hine More women on public boards On 5 July, the results of the latest Gender stocktake of state sector boards and committees showed record high level of women’s participation, 45.7 percent. At the same time, Hon Julie Anne Genter, Minister for Women announced that membership of all state sector boards will be evenly represented by women and men by 2021. “This Government is committed to “We’re issuing a challenge across These men are helping to mentor and increasing women in leadership across all New Zealand to change current workplace recruit women for leadership roles. boards in New Zealand and we are leading cultures and support women into leadership This is essential to achieving more diversity. by example,” said Ms Genter speaking roles, not just because that’s the fair thing “The Government is also investigating at a Women in Leadership symposium in to do, but also because diversity helps collecting ethnicity data. This would give Auckland where the stocktake was released. organisations function more effectively. us better information about ethnicity “We will ensure half of all directors on state “More diverse leadership in organisations of our boards with a view to ensure diversity sector boards and committees are women results in better decision making, better and representation of all New Zealanders,” by 2021.” organisational resilience and better said Ms Genter. performance. It also opens up more More than 2,600 appointments are The gender stocktake is undertaken opportunities for women to succeed made to state sector boards every year. annually by the Ministry for Women. and contributes to a more inclusive and These include large SOEs, conservation It counts the ministerial appointments fairer society. boards and community trusts. to state sector boards and committees “Many men I have spoken to acknowledge as at 31 December of the previous year. “By making sure the public sector has the importance of diversity and are The full report, Women in Governance 2017 equal representation at the top, we hope becoming champions for change. can be read on the Ministry’s website. to inspire the private sector to lift its game. From left: Traci Houpapa MNZM, Huhana Lyndon, Gina Dellabarca, Sina Wendt, and Priti Ambani, all spoke at the symposium. Panui- Wahine:- Winter / Hotoke | 1 Parenthood and work In late May, the Ministry released research, Parenthood and Labour Market Outcomes, confirming balancing parenthood and paid work in New Zealand is still highly gendered and over time, this can lead to substantive differences in employment and earnings between mothers and father. The research was undertaken by º Women on low incomes before The full report can be read on the researchers from AUT and the Motu childbirth are far less likely to return Ministry’s website. Institute and explored the impact of to work at all. Approximately, half having children on women’s employment. are not employed in paid work ten years after their first child. Key findings from the research include: “Each family will make decisions about Women who return to work after º parenthood, employment and childcare, becoming parents earn hourly wages based on their own situation and that are 4.4 percent lower on average preferences. The findings from Parenthood than the wages they would have and Labour Market Outcomes can help earned had they not had their children. parents make informed decisions," Women who are away from work for says Margaret Retter, the Ministry's over a year experience an 8.3 percent Director Policy. decrease in hourly wages. “It could make a difference to women’s º Three out of five first-time mothers do some paid work by their child’s careers if fathers dropped 3 hours a week first birthday. and women worked 30 hours. It could build a family’s economic resilience Mothers who take less than six months º and allow more shared parenting. off work have the highest median hours (30), while women returning “Employers can support women taking later work a median of 27 hours. career breaks, especially those wanting º Women with higher income before to transition back to the workforce, having children return more quickly if and when they choose to do that. to work. Employers can have a role, through human resource policies, keeping in touch º Longer absences decrease women’s ability to secure higher paying work, hours while on leave, and ensuring they regardless of previous employment, have flexible work available for all staff. education, and earnings. They can ensure flexible hours are also available to fathers,” says Ms Retter. National gender pay gap drops The national gender pay gap is now 9.2 percent, a drop of .2 percentage points, as released by Stats NZ as part of its official labour market statistics. New Zealand’s measure of the gender º wage increases for women exceeding women, and older women, experience pay gap is calculated as the difference wage increases for men a higher pay gap than the national between median hourly pay of all male gender pay gap. º cohort effects such as less-qualified and female workers. older women retiring and an increase While factors such as working in lower The gender pay gap has generally trended in the proportion of higher-educated paid industries and part-time work do downwards since 1998, but progress has women in the labour market contribute to women being paid less slowed in recent years. In 2017 the figure º employment shocks leading to job than men, the Ministry’s research has was 9.4 percent, down from 12 percent losses for low wage female workers shown that as much as 80 percent in 2016. of the gender pay gap is due to hard- While the national gender pay gap figure to-measure factors, which the Ministry Movement in the national gender pay gap looks across the country, gender pay gaps views primarily as behaviour, attitudes can be caused by: can be derived for smaller groups and assumptions about women in work, of women, such as by industry, age, including unconscious bias. ethnicity and region. Māori and Pacific Panui- Wahine:- Winter / Hotoke | 2 Equal pay Something’s got awards to change The fifth annual YWCA Equal Pay Awards are receiving unprecedented interest thanks In July, the Ministry released Something’s got to change, a report highlighting the barriers some single mothers face when trying in part to new categories to return to work and navigating the benefit system. The report expanding the 2018 campaign. is based on interviews with 40 low-income mothers in Whangārei, Building on the success of previous years, South Auckland and Gisborne. the Awards have diversified to recognise The report found that having a baby deserve and assisting with transitions the challenges faced by the not-for-profit was a major incentive for mothers to gain skills or employment, if they sector and the impact that individual staff to get into training, education or work, choose to,” says Hon Julie Anne Genter, can have in achieving equal pay. but many women faced too many Minister for Women. The 2018 Awards features six award unnecessary barriers. Mothers universally “Investing in mothers, especially when categories – five for organisations and one wanted to make a better life for their they are the only adult and income for an individual. A Supreme Winner will children, they struggled financially which earners within families, is how we address be selected from the entrants in the five was a constant source of stress, they child poverty. Improving the economic organisational categories. dealt with physical and/or mental health independence of these women brings concerns, and mothers’ experience with The 2018 YWCA Equal Pay Awards benefits to them, their families and government services were often difficult categories are Innovation, Leadership, broader society.” and challenging. Progressive, On The Journey, Community You can read the full report, and Champion. The Champion Award “The findings show the Government and accompanying literature review is proudly sponsored by the Ministry for can do more for women on benefits, on the Ministry for Women website. Women and will be judged by Chief ensuring women are getting what they Executive Renee Graham. An organisation or individual can nominate this award to go to an individual who has demonstrated commitment to Suffrage 125 celebrations equal pay and gender equality; someone who has inspired others, shared their Keep an eye on our website www.women.govt.nz/suffrage125 story, stood up for what they believe and to see what Suffrage 125 events are happening near you – many places made a meaningful impact. An individual have plans for 19 September, Suffrage Day. may also choose to enter of their own accord. The Champion Award is free to In June, we joined with the National kaiwhakaako Moana Ormsby, Te Puni enter so get your nominations in! The Library to host Wāhine ko-kiri petihana, Ko-kiri CE Michelle Hippolite, awards close 7 September and winners wāhine ko-kiri kaupapa, a hui and and Mona-Pauline Mangakāhia, will be announced 7 November. panel discussion about Māori wāhine’s the great grand-daughter of suffragist perspectives on democracy and voting. Meri Te Tai Mangakāwhia, who works Our panel consisted of Minister for with the Electoral Commission on the Moe mai ra, Women, Hon Julie Anne Genter, Māori roll option. You can watch the Miriama activist Julia Whaipooti, Internal Affairs hui on the Ministry’s Facebook page. We'd like to acknowledge the passing of one of our ‘founding mothers’, Miriama Evans, on 15 August 2018. Miriama was a dedicated public servant.
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