- panuiwahine- Winter / Hotoke 2018 A publication of the , 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 , 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 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 ºº 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 ºº 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 ºº 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 ºº 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 ºº 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 ºº 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 ºº 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. ºº 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 ºº 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. She headed the Maori Women's branch of the Ministry of Women's Affairs when it was established in 1985. She later went on to Te Puni Ko-kiri, before taking on roles as a Deputy Secretary of Justice and a senior advisor in the Prime Minister's office under Prime Ministers Bolger, Shipley, Clark, and Key.

She was also one of the three women who headed Spiral, the small company who published Keri Hulme's Booker prize winner the bone people after several other publishers - turned it down. Mona-Pauline Mangakāhia addresses the audience at Wāhine kokiri petihana, wāhine ko-kiri kaupapa

Panui- Wahine:- Winter / Hotoke | 3 Women on the move The Ministry facilitates the appointment of women to state sector boards and committees. Please visit women.govt.nz if you are interested in nominations to state sector board roles.

These appointments have been ºº Margie Ape has been appointed Private, Industry, Local sourced from the Ministry for Women’s Chief Executive of Counties Manukau Government and Community Nominations Service. We love hearing District Health Board. Sector Roles of women who’ve been appointed ºº Dr Huhana Hickey has been Barbara Chapman has been to leadership roles. Email us at ºº appointed member of Housing appointed to the Think Tank’s [email protected] if you have New Zealand Board board of directors. appointments you want to share. Professor Juliet Gerrard (FRSNZ) ºº ºº Helen Edwards has been appointed Public sector roles has been appointed Chief Science director, K3 Legal. Advisor to the Prime Minister. ºº Susanna Galea-Singer has been ºº Dame Therese Walsh has appointed Psychiatrist and Clinical ºº Traci Houpapa MNZM has been been appointed Chairperson Director of Waitemata District appointed Non-Executive Director for Air New Zealand. Health Board. of the Treasury Board. ºº Huhana Lyndon has been appointed Ruth Elizabeth Harley has been ºº Professor Rawinia Ruth Higgins ºº CEO of Ngati Hine Forestry. appointed Chair of the Broadcasting has been appointed Toihau/Chairperson Donna Cooper has been appointed Commission (NZ on Air). ºº of Te Taura Whiri I te Reo Māori. CEO of TSB Bank. Alison Claire O’Connell has been ºº Margaret Anne Blackburn has been ºº Angela Mentis has been appointed appointed Commissioner for the ºº appointed member of the Government CEO of Bank of New Zealand. Superannuation Fund Authority Board. Earthquake Commission. Vittoria Shortt has been appointed Susan Doughty has been appointed ºº ºº Judith McGregor has been appointed ºº CEO of ASB. Toihau/Chairperson of Waitemata to the Equal Employment Opportunities Cathy Quinn ONZM has been District Health Board. Trust (now operating as Diversity Works ºº New Zealand). appointed to the board of Fletcher ºº Lynn Ann Middleton has been Building. appointed Toihau/Chairperson ºº Helen Lomax (Te Aitanga-ā-Māhaki) Professor Cheryl de la Rey has been and member of Government has been appointed to Ako Aotearoa ºº appointed Vice-Chancellor of University Superannuation Appeals Board. Board. of Canterbury. ºº Justine Daw has been appointed to Te Punaha Matatini Advisory Board.

Women in leadership seminar with the Rotorua Chamber of Commerce

Traci Houpapa MNZM, Chair of the National Council on the Employment of Women, led the discussion at a seminar arranged by the Rotorua Chamber of Commerce on 24 May 2018, supported by the Ministry for Women and Rotorua BNZ. The seminar was well attended by participants from Rotorua businesses. Traci spoke about her philosophy of saying yes to opportunities, her belief that when ‘one woman succeeds, all women succeed’, the importance of women’s voices being heard in business and the role of men and women in supporting women in business. Participants talked about change needing collective action and that women need to be visible – so share your experiences with others, use your networks, find or become a mentor or a sponsor; and build connections. Some of the women in attendance. Traci Houpapa is pictured back, fourth from left

Panui- Wahine:- Winter / Hotoke | 4 Eliminating the gender pay gap in the public service

At least half of the senior leaders in the public sector will be women by the end of 2019, and workplaces will be flexible “by default” are among goals in an Action Plan to eliminate the gender pay gap in the public service. Hon , Minister for State Bias and discrimination occupations, under‑represented Services, and Hon Julie Anne Genter, By the end of this year, there will be in leadership while at the same time Minister for Women, launched the plan no gender pay gaps in starting salaries doing the majority of unpaid caring on 26 July at Auckland Museum’s Are for the same roles. responsibilities,” says Ms Genter. we there yet? Women and Equality in “This plan brings to life the Gender Pay Aotearoa exhibition. Gender balanced leadership Principles launched at Parliament earlier “The Action Plan is a major step forward By the end of 2019, women will hold this month. The gender pay gap currently in eliminating the imbalance in pay at least 50 percent of leadership roles in the New Zealand Public Service is 12.5 between men and women in the public in the top three tiers of leadership. percent – but not for much longer,” service – a key commitment between “Government has a leadership role to play says Mr Hipkins. the Labour and Green parties,” says to ensure that women are treated fairly. More details on the Ms Genter. As responsible employers, government action plan are available “The Action Plan will accelerate action can demonstrate what works and get the from www.women.govt.nz/gpg across the public service to address the private sector on board. This plan sets underlying workplace culture issues the direction of travel for government that drive the gender pay gap,” says departments to start fixing the pay Mr Hipkins. imbalance,” says Ms Genter.

“This is a critical piece of work that “The State Services Commissioner has ensures everyone in our public service committed to ensuring that all chief is paid fairly for the role they do. executives will see substantial reduction in the gender pay gap for their agency. The four key focus areas in the Each agency is making their own plan as strategy are: they all face different challenges. The first Eliminating the Public Service publication of each agencies’ annual plan GENDER PAY GAP Equal pay will be published by the end of this year.” 2018-2020 ACTION PLAN By the end of 2020, all agencies will have closed any gender pay gaps within “All agencies will undertake standardised Government | Public Service Chief Executives | Public Service Association the same roles. measurement of gender pay gaps for the

The gender pay gap is an indicator of ongoing workplace gender inequalities, driven by deeply same roles so these can be corrected in embedded views, values and behaviours.

Women are still under represented in leadership and undertake the majority of unpaid work. Flexible work by default the next remuneration round. New Zealand research shows that women doing the same work as men add the same value to their employers but are paid less. Female dominated occupations continue to be lower paid than male dominated occupations. By 2020, all agencies will be flexible-by- The Public Service is committed to leading the way in addressing the workplace drivers “In 2018, it’s unacceptable that women of the gender pay gap. default. are still concentrated in lower-paid

Defence wins supreme Diversity Award The New Zealand Defence Force's Sexual Ethics and Respectful Diversity Works New Zealand chief executive Rachel Hopkins Relationships (SERR) training has won the Emerging Diversity said the NZDF initiative focused on one of the most topical issues and Inclusion category and the overall award at the 2018 facing workplaces today, creating genuine social change with a Diversity Awards New Zealand. simple training strategy delivered to a large workforce in a very short timeframe. The SERR training was developed by the New Zealand Defence Force (NZDF) in 2017 as a preventative education initiative to help build a foundation for greater diversity and inclusion. It was an early initiative of the Operation Respect programme, launched by the NZDF in 2016 to combat inappropriate and harmful behaviour, including sexual violence.

About 12,000 NZDF staff have completed SERR training, which educates staff about consent, identifying behaviour that is inappropriate for a professional workplace, how to deal with it, and how to intervene when people see it happening to others. NZDF accepting the overall award at the 2018 Diversity Awards New Zealand

Panui- Wahine:- Winter / Hotoke | 5 Congratulations, Minister! Congratulations to Julie Anne Genter, Minister for Women, on the birth of her baby, which she announced on Instagram. Minister Genter is taking three months’ maternity leave and in that time Hon will be the Acting Minister for Women.

Minister Sage represents the Green party of Aotearoa New Zealand and is also the Minister of Conservation, Minister for Land Information, and the Associate Minister for the Environment.

We look forward to working with Minister Sage. Left: Acting Minister for Women, Eugenie Sage; Minister Genter with her partner Peter and baby son.

CEDAW Committee’s observations welcomed The examination of New Zealand’s implementation of the United Nations Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) was held on 12 July 2018 at the United Nations in Geneva, Switzerland.

New Zealand’s appearance before the They also set out some significant The Ministry for Women values CEDAW Committee provided a valuable areas of concern and recommendations the Committee’s recommendations opportunity to discuss the progress that for improvement. and is committed to working with the Government has made in eliminating New Zealand women and non-government The Committee highlighted four discrimination against women and to organisations with expertise in the recommendations for early attention identify areas of critical concern. The identified areas to explore how we that relate to the New Zealand Human Government delegation was led by can address these issues together. Rights Commission; addressing gender- , Under-Secretary for Justice based violence against women, particularly (Domestic and Sexual Violence Issues) women with disabilities; decriminalisation and included representatives from the Connect, link, follow, like, tweet@us of abortion, and access to justice in the Ministries for Women, Justice, and Foreign We offer Pānui Wāhine electronically delivered Family Court system. Affairs and Trade, and Te Puni Ko-kiri. straight to your inbox. If you would rather New Zealand is required to submit receive Pānui Wāhine by email, please email The Committee’s Concluding an interim written report to the [email protected] to be added to the list. Observations commended the Committee by July 2020, providing We also have three social channels – you should Government on the constructive information on the steps taken to connect with us and join in the discussion! engagement of the delegation and a implement the four recommendations number of New Zealand’s legislative You can also follow us on: identified for early attention. New Zealand reforms and institutional and policy facebook.com/womenofnewzealand is required to submit its ninth periodic developments on gender equality. facebook.com/Suffrage125 report in July 2022. @women_nz

Ministry for Women, New Zealand

Pānui Wāhine is published by the Ministry for Women, www.women.govt.nz Editor: Kirsty Anderson Design: Moxie Communications For all database enquiries including new subscriptions, updates and/or amendments, email: [email protected] For feedback, ideas and editorial enquiries, contact: The Editor, Pānui Wāhine, Ministry for Women, PO Box 10 049, 6143, New Zealand or email: [email protected] The viewpoints expressed in Pānui Wāhine do not necessarily reflect the views of the Ministry for Women.

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