The gender pay gap is confusing. The words used to describe it are used interchangeably (but mean different things), organisations measure it in different ways, and there’s not a lot of guidance on what to do about it once you have measured it. It’s of interest to our work because a gender pay gap usually
Originally featured by the University of Auckland Business School. Businesses need to develop a better understanding of motherhood to achieve gender balance at senior levels, according to a new report. Women’s experiences of navigating leadership roles and motherhood are highlighted in a report released this month by Dr Amanda Sterling from the University of Auckland
Leadership and gender equity remains a significant issue for business and public sector organisations. Globally women still make up only 26% of C-suite jobs globally (McKinsey, 2022) and 26.5% of national parliaments (UN Women, 2023). In New Zealand this looks like women holding: 28.5% of senior leadership roles in NZX-listed companies; 38% of Executive/GMs within
We know that organisations face challenges recruiting and retaining women in leadership, as well as significant opportunities when they do. However, the current research on women in leadership only goes so far in addressing this. In summarising this research* there are three distinct perspectives that emerge. I called these ‘normalised bodies’, ‘problematised bodies’, and ‘embodied
Manu Mātauranga* sought recommendations for increasing the representation of women and non-binary leaders in their senior leadership roles. This organisation has been around for over 25 years and employs approximately 400 across New Zealand. Their structure is largely made up of specialist experts as well as the usual functions of IT, People and Culture, and
