The WEPs committee is pleased to welcome two new signatories in the last two months.
They are:
Russell McVeagh
Toi Ohomai Institute of Technology (Tauranga, Rotorua, Whakatane, Tokoroa and Taupo)
Tuesday 12 December 2017
WEPs Breakfast Roundtable -Pay Equity and Equal Pay: Discussion of the ‘Why’ and the ‘How To’
There was great interest from signatories in the WEPs’ panel events in Auckland on 29th November and in Wellington on November 30th discussing Pay Equity and Equal Pay. Both events were moderated by the Equal Opportunities Commissioner with the Human Rights Commission, Dr Jackie Blue. A line up of very experienced panellists discussed why we must strive for pay equity and equal pay, exploring how to assess an organisation’s position and then set targets moving forward. There were great examples of successful corporate journeys.
The WEPs committee thanks Simpson Grierson for hosting both events and extends its appreciation to Jo Copeland, Human Resources Director, for steering Simpson Grierson’s journey towards pay equity. The law firm was the Supreme Winner of the 2017 WEPs White Camellia awards.
Panellists in Auckland were:
Annie Newman, National Director of Campaigning, E Tu Union
Susan Doughty, Executive Director, People Advisory Services, Ernst & Young
Jo Copeland, HR Director Simpson Grierson and Gold Award winner at YWCA Equal Pay Awards
Jan Jones, General Manager People Support, The Warehouse Group
Panellists in Wellington were:
Sue O’Shea, Equal Pay Campaign manager, CTU
Hon. Julie Anne Genter, Minister for Women
Gina McJorrow, Senior Business Manager, Talent & Culture ANZ
Jo Copeland, HR Director Simpson Grierson and Gold Award winner at YWCA Equal Pay Awards
Key points from union panellists were:
- Making sure no-one was left behind in poverty
- Union voice in working with civil society to demand equal pay for equal work
- Twin levers of the Living Wage and Equal Pay court cases/negotiation to raise wages of women in low income jobs
- Need for transparency
- Fair rate for job untainted by gender bias
- Importance of closing the gender pay gap in the public service
- Ask what your cleaner is being paid!
Practical steps towards equal pay (Susan Doughty, EY):
- Know your data and equip decision makers with key metrics
- Pay gaps can be viewed organisation wide, at each level or on like for like basis
- Set targets to recruit and promote females into higher skilled and higher paid jobs
- Remove bias from people processes (recruitment, selection, promotions, salary reviews)
- Allocate budget to fixing pay issues
- Moderate performance outcomes with a gender lens
- Consider occupational segregation – re-think how some roles are valued
- Educate, communicate and illuminate
- Analyse and report progress to the Board
Directions for Equal Pay from the Minister for Women
- Aim to close the gender pay gap in the public service in 4 years
- Chief executives of Government agencies will have equal pay as one of their key performance indicators (KPIs)
- The Employment (Pay Equity and Equal Pay) Bill introduced by the previous Government will be halted and work is going ahead on new legislation adhering to the recommendations of the Joint Working Group on Pay Equity.
Lessons learnt by corporates on the journey to Equal Pay:
- Centralise remuneration decisions to ensure internal relativity and use of external data
- Work through year cohorts of new intakes to compare with year before
- Data analysis at lower levels key to find where parity issues lie
- Parental leave and transitioning back to work big part of ensuring equal pay (those returning from parental leave are the most focussed workers)
- Budget required to fix the pay gap
- Consider structure of company and calibre of managers to make pay transparency credible
- Entering equal pay awards useful as get validated by external expert and get feedback
- Remember that women undervalue their own performance
- Query the value of unconscious bias training as conscious decisions needed to put diversity in place
- Make flexibility mainstream
- Deliberately support women into managerial roles
- Make shortlist for every role 50/50 on gender balance
- Learn to identify potential, think creatively and shoulder tap
- Provide opportunities and training for women to find confidence in speaking and using social media and become comfortable saying “I’m an expert” or “I’m ambitious”.
These panels were energising and thought provoking with many great examples given of processes that have successful closed gender pay gaps.
The WEPs committee thanks Simpson Grierson for hosting both events and extends its appreciation to Jo Copeland, Human Resources Director, for steering Simpson Grierson’s journey towards pay equity. The law firm was the Supreme Winner of the 2017 WEPs White Camellia awards.
The WEPs committee thanks Simpson Grierson for hosting both events and extends its appreciation to Jo Copeland, Human Resources Director, for steering Simpson Grierson’s journey towards pay equity. The law firm was the Supreme Winner of the 2017 WEPs White Camellia awards.
Panellists in Auckland were:
Annie Newman, National Director of Campaigning, E Tu Union
Susan Doughty, Executive Director, People Advisory Services, Ernst & Young
Jo Copeland, HR Director Simpson Grierson and Gold Award winner at YWCA Equal Pay Awards
Jan Jones, General Manager People Support, The Warehouse Group
Panellists in Wellington were:
Sue O’Shea, Equal Pay Campaign manager, CTU
Hon. Julie Anne Genter, Minister for Women
Gina McJorrow, Senior Business Manager, Talent & Culture ANZ
Jo Copeland, HR Director Simpson Grierson and Gold Award winner at YWCA Equal Pay Awards
Key points from union panellists were:
- Making sure no-one was left behind in poverty
- Union voice in working with civil society to demand equal pay for equal work
- Twin levers of the Living Wage and Equal Pay court cases/negotiation to raise wages of women in low income jobs
- Need for transparency
- Fair rate for job untainted by gender bias
- Importance of closing the gender pay gap in the public service
- Ask what your cleaner is being paid!
Practical steps towards equal pay (Susan Doughty, EY):
- Know your data and equip decision makers with key metrics
- Pay gaps can be viewed organisation wide, at each level or on like for like basis
- Set targets to recruit and promote females into higher skilled and higher paid jobs
- Remove bias from people processes (recruitment, selection, promotions, salary reviews)
- Allocate budget to fixing pay issues
- Moderate performance outcomes with a gender lens
- Consider occupational segregation – re-think how some roles are valued
- Educate, communicate and illuminate
- Analyse and report progress to the Board
Directions for Equal Pay from the Minister for Women
- Aim to close the gender pay gap in the public service in 4 years
- Chief executives of Government agencies will have equal pay as one of their key performance indicators (KPIs)
- The Employment (Pay Equity and Equal Pay) Bill introduced by the previous Government will be halted and work is going ahead on new legislation adhering to the recommendations of the Joint Working Group on Pay Equity.
Lessons learnt by corporates on the journey to Equal Pay:
- Centralise remuneration decisions to ensure internal relativity and use of external data
- Work through year cohorts of new intakes to compare with year before
- Data analysis at lower levels key to find where parity issues lie
- Parental leave and transitioning back to work big part of ensuring equal pay (those returning from parental leave are the most focussed workers)
- Budget required to fix the pay gap
- Consider structure of company and calibre of managers to make pay transparency credible
- Entering equal pay awards useful as get validated by external expert and get feedback
- Remember that women undervalue their own performance
- Query the value of unconscious bias training as conscious decisions needed to put diversity in place
- Make flexibility mainstream
- Deliberately support women into managerial roles
- Make shortlist for every role 50/50 on gender balance
- Learn to identify potential, think creatively and shoulder tap
- Provide opportunities and training for women to find confidence in speaking and using social media and become comfortable saying “I’m an expert” or “I’m ambitious”.
These panels were energising and thought provoking with many great examples given of processes that have successful closed gender pay gaps.
The WEPs committee thanks Simpson Grierson for hosting both events and extends its appreciation to Jo Copeland, Human Resources Director, for steering Simpson Grierson’s journey towards pay equity. The law firm was the Supreme Winner of the 2017 WEPs White Camellia awards.
Wednesday 20 September 2017
White Camellia Award Winners 2017 - Celebrating Business Embracing the 7 Women's Empowerment Principles
Congratulations AWARD WINNERS
Principle 1. Leadership promotes gender equality. Principle 2. Equal opportunity, inclusion and non-discrimination. Principle 3. Health, safety and freedom from violence. Principle 4. Education and training.
Principle 5. Enterprise development, supply chain and marketing practices.
Principle 6. Community leadership and engagement.
Principle 7. Transparency, measuring and reporting.
1. Award Winner: Simpson Grierson
2. Award Winner: KPMG New Zealand
3. Award Winner: The Warehouse Group Ltd
4. Award Winner: Simpson Grierson
5. Award Winner: The Warehouse Group Ltd
6. Award Winner: Westpac New Zealand
7. Award Winner: Coca-Cola Amatil (NZ) Ltd
Supreme Award Winner for Overall ExcellenceSimpson Grierson
Small organisation award for excellence in implementing the WEPs
Small Business Award 2017 - Far North Safer Community Council
Congratulations to the Far North Safer Community Council who won the Small Business Award for Excellence in implementing the 7 Women's Empowerment Principles. Rowena Jones accepts this award with Ciaran Torrington on behalf of the Far North Safer Community Council.
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| Rowena Jones and Ciaran Torrington |
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| Rowena Jones, The Right Honorable Dame Patsy Reddy, Ciaran Torrington and Sir David Gascoigne |
Tuesday 19 September 2017
LAW FIRM WINS WHITE CAMELLIA AWARDS 2017
Law firm Simpson Grierson took out the top award at the White Camellia Awards which were presented by the Governor-General, The Rt Hon Dame Patsy Reddy at Government House tonight.
“The overall commitment of law firm Simpson Grierson to improving gender equality in their workplace put them head and shoulders above the rest,” says NZ WEPs Committee Chair Vicky Mee.
“This year we also included a new award for small businesses and organisations, with the inaugural winner being the Far North Safer Community Council.
Alongside supreme winner Simpson Grierson, other categories were won by KPMG, Westpac, The Warehouse Group and Coca-Cola Amatil.
“The calibre of work towards gender equality carried out by participants in the White Camellia Awards made judging hard,” says judge and EEO Commissioner, Dr Jackie Blue.
“All of the entrants are to be commended for showing real commitment to gender equality in the workplace, however, as always with these things – there can only be one winner.
The White Camellia awards celebrate organisational commitment to the Women’s Empowerment Principles (WEPs), a UN Women and UN Global Compact initiative which encourages gender equality in the workplace.
The five organisations who make up the NZ WEPs Committee are: UN Women National Committee Aotearoa New Zealand, NZ Federation of Business & Professional Women, Human Rights Commission, Diversity Works NZ and Zonta International District 16.
ENDS
For more information or to schedule an interview please contact the NZ WEPs Committee Chair Vicky Mee on 021 116 8948
Thursday 14 September 2017
Sunday 3 September 2017
Invitation to the White Camellia Awards 2018
WEPs invites you to attend this years White Camellia Awards 2018.
We are looking forward to celebrating the evening to honour businesses promoting gender equity through the Women's Empowerment Principles.
Please email admin@weps.org.nz if you would like to order a ticket to the Awards evening.
We are looking forward to celebrating the evening to honour businesses promoting gender equity through the Women's Empowerment Principles.
Please email admin@weps.org.nz if you would like to order a ticket to the Awards evening.
Monday 17 July 2017
New WEPs Signatories
WEPs would like to take this opportunity to welcome all our new signatories. We are proud that you are committed to establish more stable and just societies to achieve internationally agreed goals for development, sustainability and human rights.
Our newest signatories are;
Ernst and Young
Far North Safer Communities Trust
Waikato District Council
MoreMedia Enterprises Ltd
Thank you to all our new and existing signatories.
Our newest signatories are;
Ernst and Young
Far North Safer Communities Trust
Waikato District Council
MoreMedia Enterprises Ltd
Thank you to all our new and existing signatories.
WEPS Annual Survey 2017
The survey should be completed by July 28th at 5.00pm
We look forward to analyzing the data.
Thursday 6 July 2017
WEPs Breakfast Roundtable - July 6th 2017
Investigating the Implementation of Domestic Violence
Policies in the Workplace
With thanks to KPMG
WEPs held a thought provoking breakfast event with an exciting line up of panelists discussing support in
the workplace for victims of domestic violence. With the introduction of
Jan Logie’s Domestic Violence Victim’s Protection Bill this year there has been
much debate on how this translates into effective organisational policies.
Dr Jackie Blue,
Equal Employment Opportunities Commissioner with the Human Rights Commission
will moderate the following panel:
Jan Logie, Green MP and
introducer of the Domestic Violence Victim's Protection Bill
Jane Drumm, Executive
Director, Shine
Anna Campbell, Exec GM People
Support, The Warehouse
Jenny Ryan, Head of Learning, Talent and Culture, Westpac
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