EEO/Diversity in the workplace

20 th May 2009

EEO in the workplace

• • • • EEO is about ensuring employers get the best person or team for the job EEO is about removing barriers so all employees have the chance to perform to their best EEO is about maximising the potential of New Zealand’s diverse population EEO is about valuing people and respecting their abilities, backgrounds and talent

Definition of diversity

“… means understanding that each individual is unique, and recognising our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies.” http://gladstone.uoregon.edu/~asuomca/diversityinit/definition.html

Why it matters?

Demographic changes in New Zealand are affecting the labour force and workplaces. Some influencing factors include: • Age • Disability • Generational mix • Growing ethnic and cultural diversity • Current labour market conditions

Greying New Zealand

1966

Age group (years)

1996 2051 Males Females 70-74 60-64 50-54 Median Age 26 Median Age 33 Median Age 46 40-44 30-34 20-24 10-14 0-4 6 5 4 3 2 1 0 1 2 3 4 5 6 Percent 6 5 4 3 2 1 0 1 2 3 4 5 6 Percent 6 5 4 3 2 1 0 1 2 3 4 5 6 Percent * 2006 Census: Median age = 35.9 years

More older people (65+) than children ( under 15 yrs) 1951-2051

3,000 (000)

15-64 years

2,500 2,000 1,500 1,000

65+ years

500 0 1951 1961 1971 1981 Historical 1991 2001

0-14 years

Projected 2011 2021 2031 2041 2051

Legislation

How does EEO fit into New Zealand’s legislative framework?

Human Rights Act (1993) State Sector Act (1988) - Good employer provisions Employment Relations Act (2000) - Flexible working provisions

Legislation: Human Rights Act (1993)

To prevent unfair treatment on the basis of 13 personal characteristics • • • • • • • • • • • • • Sex/gender marital status religious belief ethical belief colour race ethnic or national origins disability age political opinion employment status family status sexual orientation

Human Rights Act (1993)

• Direct Discrimination: It is unlawful to directly discriminate against people on any of the 13 grounds listed above.

Discrimination = being treated unfairly or less favourable than another person in the same or similar circumstances because of one of the 13 grounds of discrimination.

There are exceptions to each ground.

Human Rights Act (1993)

• Indirect Discrimination: Occurs when an apparently neutral standard or practice is imposed on everyone, which has an adverse effect on one or more groups.

Implementing EEO in universities

• • • • • • • • EEO policy EEO reporting EEO/Equity committees EEO office with dedicated staff (eg University of Auckland) Inclusion of EEO in strategic goals (eg AUT CSF “to ensure that the staff and student profile better reflects the population we serve”) Women in Leadership programmes Disability Resource Centre Student Advisors

Power pyramid: Governance Women’s participation 5.07% (NZAX) 5.73% (NZDX) 8.65% (NZSX) 34.07% Crown Companies 42% State Sector Statutory Bodies 46.1% New Zealand labour force

University of Canterbury – women’s participation

7.25% Professors 16% Associate Professors 23.25% Total senior academic positions Percentage change Canterbury has had the highest percentage change since the first Census report in 2004 Total staff number

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All NZ universities – women’s participation

15.18% Professors 23.19% Associate Professors

Workplace issues relevant to EEO

• • • • • • • • Recruitment and retention Career development and promotion Work and family/caring responsibilities Flexible working arrangements Physical access, carparking Access to social activities Cultural awareness Workplace bullying and sexual harassment

What some other organisations are doing

• Setting up diversity groups or councils and networking groups • Appointing heads of diversity • Conducting diversity audits and workshops • Increasing paid parental leave, measuring and monitoring return to work rates • Holding cultural awareness days, offering prayer rooms, introducing cultural awareness training • Auditing facilities for people with disabilities

Work-life initiatives

• • • • • • Focus on people contributing effectively at work and meeting their non-work responsibilities Recognise the diversity of people’s interests and commitments outside work Help unlock latent human potential. Flexible work options include; flexitime, compressed working week, part-time work at all levels, job-sharing, flexible leave provisions, remote working options Literacy development programmes, health and wellness initiatives, sponsorship of community events Assistance with childcare or meeting family needs

What the EEO Trust does

• • • • • • • Diversity practitioners’ forums Tailored research and information Meetings and presentations for members EEO Library resources Magazine, research publications Case studies, toolkits, sample policies available on the EEO Trust website Additional resources available from

www.eeotrust.org.nz