Pānui December 2006

Click here for a PDF version of the December Pānui

Contents

Education and wages research
Research on gender and economic performance
Editorial: Stepping up to the challenge
Private sector women director board recruitment opportunities
Choices for living, caring and working
Potential of victim advocates explored 
Engaging with women around the country
Give girls a go!
Family, work and the business of fishing
Celebrating Mana Wahine 2007
The low-down on KiwiSaver
What do you think about Panui?
Women on the move
Women on Boards
White Ribbon Day
Rural Women’s Day 2006
Sonja Davies Peace Award 2006
Taking Action to Overcome Violence

Findings from Research on Wages and Costs of Education and Training

Women could be $15,000-a-year better off if they went into male-dominated trades, according to research commissioned by the Ministry of Women’s Affairs (MWA).

The research on wages and the costs of education and training indicated that people could be much better off working in a traditionally male-dominated trade-related occupation, than a female-dominated one. Findings included:

• that wages in traditionally male-dominated occupations, for those who are qualified and have some experience, are nearly 50 percent higher than in traditionally female-dominated occupations, i.e. annual full-time wages of $50,000 and $34,000 respectively
• that starting wages are generally the same in male- and female-dominated trade-related occupations, and therefore wage differences – once qualified and with some years experience – will not necessarily be evident to people entering these fields
• that training costs in male-dominated occupations are largely paid for by employers rather than employees, which is not the case for female-dominated occupations.
  Gender-based occupational segregation is a key area of work for MWA as this is a major cause of the gender pay gap.  Recent data on the pay gap indicates that while the gap is slowly decreasing, women’s median hourly earnings are still 12 percent less than men’s. 

To read more about the research go to www.mwa.govt.nz

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Research on Gender and Economic Performance

The Ministry of Women’s Affairs (MWA) is to lead a research project on the economic implications of gender-based occupational segregation ie. work that is mostly done by women or men. The Minister of Women’s Affairs Lianne Dalziel announced the initiative on her return from the annual Commonwealth, States, Territories and New Zealand Ministers’ Conference on the Status of Women (MINCO), held in Australia in September.

‘MINCO administers a fund to be used for work that can benefit the improvement of the status of women in both countries.  New Zealand put forward a research proposal to explore whether or not occupational segregation has an impact on key economic outcomes, such as productivity,’ she said.

Being able to understand the linkages between gender-based occupational segregation and economic performance may be useful in addressing a range of issues, such as gender pay equity and skill shortages.  MWA is to approach the OECD to undertake the research and the MINCO fund will provide A$50,000 towards the cost of the research.

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Stepping Up to the Challenge

Recently I have spoken at a number of events that mark anniversaries of significance to women.  That has led me to reflect on the great progress that women have made, and also on the areas where we still need to do better.   As Minister, I spend a lot more time thinking about the latter of these, because this is where the gains can be made.  Two areas that have been exercising my attention recently – and that of the Ministry – are occupational segregation and violence against women.

In September I attended the annual Australasian Minister’s conference on the status of women (MINCO). At the conference the Ministry secured substantial funding to assist work in the area of occupational segregation and its impact on economic outcomes, both in New Zealand and Australia. The research will be led by New Zealand and will complement recent research it commissioned on wages and the cost of education and training, which is this issue’s lead story. 

Understanding occupational segregation is important because it is a major contributor to the ongoing gender pay gap. We need to understand the causes and consequences so we can refine public policy, and also empower businesses and individuals with information that can help them make good choices. I was pleased therefore to recently learn about three private sector web-based initiatives that are designed to help businesses find suitable women to serve on private sector boards. This will complement the work that the Ministrys’ Nominations Service does so successfully in the public sector. 

Another area where non-government action will be crucial to finding solutions is violence against women. On 25 November I was one of thousands of New Zealanders who marked White Ribbon Day, the International Day for the Elimination of Violence Against Women. The elimination of such violence is one of the main priorities for the government. To achieve that we need to change the attitudes and behaviours that cause violence, and that will only happen when government, NGOs, communities and individuals work together. White Ribbon Day is a good example of how that might happen – we just need to learn to do it 365 days of the year.

I know many readers are also involved in finding solutions to these issues and I look forward to continuing to work with you next year. Thank you for your contribution.  I wish you, and all New Zealand families, a happy and safe holiday.

Lianne Dalziel
Minister of Women’s Affairs

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Private Sector Women Director Board Recruitment Opportunities

Three new databases are being established to make it easier for private sector companies to find women with the skills and experience necessary for board roles.

Professional Director Sandy Maier, and Jens Mueller of Waikato University's Management School are building a web-based service for matching director candidates with organisations searching for new board talent.

The Auckland Chamber of Commerce (Chief Executive, Michael Barnett), in partnership with the Equal Employment Opportunities Trust (Executive Director, Philippa Reed), is developing a web-based brokerage service to connect suitably qualified women with small to medium enterprises seeking new board members.

A third internet-based initiative, Real Contacts for Directors, is being set up by Rosanne Hawarden, Managing Director of Computer Support Enzed Ltd and Syspro New Zealand Ltd.

The proposals have arisen out of the concerns that women are not well represented on private sector boards.  As database developer Sandy Maier says ‘such sites will greatly facilitate successfully placing women on boards, because women tend to be well represented in SMEs, under-represented in many traditional search processes, and not currently easily self-registrable or identifiable through open data bases of potential candidates.’

The Nominations Service will also be able to inform women on its database about private sector board opportunities.  When the developers are ready to launch these initiatives, Nominations will email information about how and when to sign up. 

To register your interest, contact Joan Isaac, Nominations Manager, Ministry of Women’s Affairs on 916 5849 or Isaac@mwa.govt.nz
 

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Choices for Living, Caring and Working

Balancing paid work and caring is an issue for many New Zealanders, with 43 percent of employees saying that they are responsible for the care of either a child or elderly relative.  People want to move in and out of paid work as their caring responsibilities change.

The way New Zealanders live, work and raise families has changed enormously over the last generation and is continuing to change.  Women are more likely to combine work and parenting, and many fathers want to be more actively involved in raising their children. 

Although the parents surveyed in the Work, Family and Parenting study (2006) said the arrangements they used worked 'very well' or 'well' for their children, there were a number of parents for which the arrangements did not.  Many people are unable to satisfy their aspirations for a quality life for themselves and their families while contributing as effectively as they would like to at work. 

Choices for Living, Caring and Working is a vision for workplaces, communities and government to work together to deliver those options – ones that provides New Zealand parents and carers with real choices for living, caring and working that suit their needs.  To deliver the vision, the government has developed a ten-year plan of action that will give parents and carers more choices around balancing caring, paid work and personal time. 

The Choices plan of action builds on a number of existing government initiatives such as the Early Childhood Education Strategic Plan, Working for Families, the Work-Life Balance Project and the Workplace Productivity Agenda, while developing new proposals in areas such as out of school services.

To find out more about the Choices for Living, Caring and Working plan visit: www.dol.govt.nz/publications/general/gen-choices-for-living-full.asp 

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Potential of Victim Advocates Explored

The Ministry of Women’s Affairs is undertaking a project to investigate the potential role of victim advocates, particularly in courts, to help people get information and access to the full range of support and services. 

The project is part of the first programme of action by the Taskforce for Action on Violence within Families and is being undertaken in consultation with the Ministry of Justice. It is due to be completed in June 2007.

The Taskforce for Action on Violence within Families was established in June 2005, building on the initiatives under Te Rito: New Zealand Family Violence Prevention Strategy.  It released its first report in July this year. 

Ministry of Women’s Affairs Chief Executive, Shenagh Gleisner, who is Deputy Chair of the Taskforce, said violence within families is one of the most intractable problems impacting on women and children and it will only reduce when people no longer tolerate it – but that requires a change to attitudes and behaviour.

‘Government has a role in bringing that about, but government can’t change attitudes on its own – we have to work with community organisations, individuals and the media,’ she said.
 
The Taskforce’s programme for 2006/07 comprises four areas of action to reduce family violence:

• leadership
• changing attitudes and behaviours
• safety and accountability
• effective support services.

For more information on the Taskforce visit:
 http://www.msd.govt.nz/work-areas/families-whanau/te-rito/

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Engaging with Women Around the Country

In her role as Chief Executive of the Ministry of Women’s Affairs, Shenagh Gleisner makes regular visits to stakeholders and communities throughout New Zealand.  In October her work took her to both ends of the country and Shenagh shares with us some thoughts on her experiences.

I have been out and about around the country again, which is always such a valuable and enjoyable part of my role.

Each time I visit groups and individuals away from Wellington, I have a particular purpose in mind. For example, within the first six months of being Chief Executive, I went out to give feedback to you on how consultation had fed through into the Action Plan for New Zealand Women. Other times I have sought out small groups of women with particular knowledge and experience and hear their views and ideas. A different approach, if you like, to running large public meetings where it is harder to hear those individual voices. 

At the Ministry we are always trying to ensure that our policy work is grounded in women’s experiences and sound research - such meetings are one way of hearing those experiences.  They are also a way for us to share some of the research results and key pieces of information we have gathered.  There are issues we are dealing with that can’t be fixed by government alone, because they involve changing people’s attitudes and behaviours.  I want to prompt communities and individual women, young and old, to take an active role to bring about change locally.

Take gender-based occupational segregation for example.  Occupational segregation is a major contributor to the gender pay gap and was a main focus on my recent visits to Invercargill, Hamilton and Auckland.  It is a good example of a problem that cannot be fixed by good policy alone – all the policy advice that we can deliver on occupational segregation is not going to be effective unless girls, parents, teachers and businesses take action themselves.

To take effective action though you need good information, and often we can help provide this.  In this case, it is the research the Ministry has commissioned on differences on wage rates in male-dominated and female-dominated trade-related  occupations, covered earlier in this issue of Panui.  With this information, teachers can better inform students, students can make informed choices, parents can support and businesses can assist in that transition into the workplace. The more information and ideas that I can encourage to be spread around networks in schools, workplaces and community groups, the more I can do a bit extra to help improve outcomes for women.

As always, I learnt as much, or more, than I shared.  Thank you everyone who gave their time to talk to me.

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Give Girls a Go!

Female Modern Apprentices in New Zealand

Women remain very significantly under-represented in the Modern Apprenticeship (MA) Scheme, comprising just over one in every twelve Modern Apprentices.  The MA scheme and its outcomes is the subject of a recent report by the Human Rights Commission. 

Launched in August, the report Give Girls a Go! Female Modern Apprentices in New Zealand looks at the scheme from the perspective of the young women profiled and their employers.  It also provides a background paper looking at aspects of the MA scheme and its outcomes. 

The MA scheme is an important government initiative aimed at rebuilding trades training for young people in New Zealand.  It provides young people with skills, addresses the skills shortages in industries, and is aimed at improving employment outcomes for women and other groups such as Māori, Pacific peoples, migrants and ethnic communities.   

For more information on the report see http://www.neon.org.nz/eeoissues/modernapprenticeships/

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Family, Work and the Business of Fishing

Te Ohu Kaimoana’s sought-after Global Fisheries Scholarship, which began five years ago, provides successful applicants with the opportunity to gain first-hand experience with international business training in a large fishing corporation. 

One of this year’s successful applicants is 34 year-old Ronni Symon (Te Aitanga-a-Mahaki) from Waipaoa, Gisborne.  Ronni will carry out her training in Japan next year.  Te Ohu Kaimoana Human Resources and Capability Development Manager, Darrin Apanui, said the selection panel felt that Ronni had a number of qualities that made her stand out from the other applicants. 

‘Ronnie had a remarkable mix of life skills and extensive experience in the industry behind her.  She has shown great strength of character and confidence in working in what is a traditionally male-dominated occupation while raising a family.’ 

Pānui spoke to Ronni about her family, career and the scholarship.

Ronni, how long have you been in the fishing business and how did you get into this particular industry?

‘I was visiting Northland with a friend from Auckland when I was 19 or 20 when we visited her father who operated a fishing boat as part of Leigh Fisheries.  It was my first time on a boat and I didn’t even have a clue what a snapper was.  I just loved it and when they asked me if I was interested in a job, I packed up in Auckland and moved to Leigh.’   

As a woman how have you found working within an industry that predominantly employs men?

‘It has never fazed me, to be honest.  When I was younger my father was a shearer and I spent a lot of time in shearing sheds.  I sheared sheep myself and did think of becoming a wool classer at one point.  I think it’s really all about attitude, regardless of what industry you’re in.  Overall, fishermen are good blokes. We all work very hard when we’re on the boat so have little time to think of anything else.’

You carry out voluntary work for your iwi in fisheries-related matters and co-ordinate the programme for maritime studies at Tairawhiti Polytechnic, which can be long days.  Do you find it difficult to balance your family and work commitments? 

‘I have a partner who is very supportive and we share responsibilities in caring for our son, Marlin.  I couldn’t do what I do without his support and in fact, he will look after Marlin during the time I’m away in Japan.  Our son loves being involved in some of the work I do and he’s a keen fisherman.  He’s even told me that one day he’d like to be a marine biologist! ‘

Any advice for women considering work in this industry?

‘Go for it!  My life has been action-packed and rich.  Job choice is very important in life.  Through this type of work I have done some incredible things that I may not have otherwise had the opportunity to do.’ 

Ronni told us she is excited about her coming trip to Japan and had been taking Japanese lessons.  She hopes to bring back new skills in management and business from her year in Japan and to learn more about the protocols and etiquette of Japanese business.

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Celebrating Mana Wahine 2007

Mana Wahine week is a national event that the Ministry of Women’s Affairs (MWA) has acknowledged annually since 1993.  The Ministry highlights the important role and achievements of Mäori women as tāngata whenua and the contributions that Mäori women have made to the economy.  Mana Wahine week 2007 will see MWA will work closely with Toi Māori and Te Puni Kōriri in celebrating Māori women as leaders, creators and innovators.  Watch this space or check out our website for further details: www.mwa.govt.nz/women-in-nz/maoriwomen

If your iwi or organisation is planning an event for Mana Wahine week 2007 then we’d like to help you promote it through Pānui and the Ministry’s website.  Please contact Pat Duncan on (04) 916 5812 or at pat@mwa.govt.nz

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The Low-Down on KiwiSaver

On average women earn less during their working lives than men, but live longer.  Because of this they are more likely to need more retirement savings and therefore to save more of their income.  

These factors have important implications for women when planning for their retirement.   In this and the next issue of Panui we look at the KiwiSaver Scheme, due to commence in July next year, and what it might mean for women. 
 
What is KiwiSaver?
It is a voluntary, portable work-based savings initiative that is designed to increase New Zealanders’ level of saving by:

• automatically enrolling employees over the age of 18 years when they commence a new job
• locking in savings until the age of eligibility for NZ Superannuation.

Existing employees can also join.

How will it work for employees?
Contributions will be deducted from wages at a rate of four percent unless the
eight percent rate is chosen. Employees can select their KiwiSaver scheme and investment product for these contributions. If they do not make a choice then they’ll be enrolled in their employer’s chosen scheme (if their employer has one) or a default scheme .

How will it work for employers?
Employers can choose to contribute to their employees’ KiwiSaver accounts and this can be used to make up part of the required four percent contribution rate.  The automatic enrolment provisions will not apply where the employer is already running an approved work-based scheme, but employees in this situation can still join by opting in to KiwiSaver themselves.

What about people in other situations?
 Other people, such as beneficiaries and self-employed people can join if they wish although they will have to make payments to the IRD or the provider directly.

Useful websites providing further information:  www.kiwisaver.govt.nz and www.sorted.org.nz

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What do you think about Panui?

Reader Survey

• what would you like to see more of or hear more about in Panui?

• do you have any suggestions for how we could improve Panui?  

We would like you to help us by visiting the link provided and answering a few questions about how you find this publication to read and use and if you have any suggestions or ideas?

http://tinyurl.com/y3pdkz or on the Ministry’s website www.mwa.govt.nz

The collation of the questionnaire will be done by an independent body who will extract your personal details for the purpose of future correspondence only.  Your responses will remain anonymous and strictly confidential.  

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Women on the Move

A number of firsts…

• Cathy Ferguson has become the first woman and the youngest to chair the New Zealand board of the Royal Australasian College of Surgeons.
• Roebyna Bak became the first female racing manager at Auckland’s Alexandra Park in October, breaking a 116-year tradition at northern harness racing headquarters.
• And in yet another first, Dianne Smeehuyzen, of Dunedin, has become the first female president of another traditionally male-dominated organisation, the Brass Bands Association of New Zealand. 
• Donna Wells, exporter, quota broker and a well-respected industry personality has been appointed the first New Zealand director of the Australian Women’s Industry Network Seafood Community (WINSC).

And…

• Minister of Education Steve Maharey announced in August, Kaye Turner as the new chair of the Career Services' board.  Kaye is also Deputy Chair of the Tertiary Education Commission.
• Candle ICT (NZ), the information and communications technology division of ASX-listed recruitment company Candle Australia, appointed Clare Fletcher as general manager, Auckland in September.
• Northland District Health have appointed Karen Roach as their new chief executive officer.  Karen Roach replaced Karen McPeake in October who left to become general manager at Box Hill Hospital in Melbourne.
• Kiwi Income Properties manager of Kiwi Income Property Trust has appointed Joanna Perry as an independent director to the managers’ board. 

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Women on Boards

Mary Watson and the National Provident Fund Board

MWA: Brief background information on your appointment and the board:

The Board is trustee for 14 Crown-guaranteed superannuation schemes. The schemes were closed to new members in 1991, which is unusual as most pension schemes are open with rapidly growing funds.  The Board administers the schemes and manages the investments in the members’ best interests, taking into account the interests of contributing employers and the Crown. There are approximately 26,000 employee contributors and 17,000 pensioners. The assets are over $2 billion.

The members of the Board are appointed by the Minister of Finance.

MWA: What does your role with the National Provident Fund Board involve?

I was appointed primarily because I had a background in funds management, being on the investment committee of the Public Trust for 10 years.  However, the board needs a wide variety of skills and the members are usually drawn from the fields of accountancy, law, finance, economics and actuarial statistics. While you do not have to be an expert in all these fields, you do have to be comfortable dealing with them.

MWA: How did you get here – ie.what skills, qualifications and experience did you need to get here?

My academic qualifications were in geography, unrelated to finance, and I taught at universities for 12 years.  This showed I could think well and work hard.  Twenty years’ experience in the finance industry followed, as an equity analyst and then in funds management.  You probably can’t do this today; specialist qualifications are now a prerequisite for entry before you can get experience.

MWA: What do you enjoy most about the position with the National Provident Fund Board?

The challenge of keeping up with the latest theory on pension funds management, the pleasure if we beat benchmark investment returns and the satisfaction that we are doing our best for the beneficiaries.

MWA: What would you say to someone wanting to be involved on a board?

Get the necessary academic credentials - law, finance, accounting. Then gain appropriate line experience as CEO, CFO or COO in a small company or a subsidiary of a large company. You can short circuit these steps if you are an entrepreneur.  I would also do committee work for voluntary organisations.  I have seen successful women on NZ listed company boards do exactly this.

MWA: How do you balance your work and your family life?

By deciding to retire from fulltime work at 50.  I used to work 60-70 hours a week, 50 weeks a year; I was extremely well paid, but had no work-life balance.  Now I am the portfolio manager for Poutama Māori Business Trust.  Most of my work is done before 9am or after 5pm, freeing up the daytime.  I have time for friends, a garden, tramping, volunteer work, and professional development.
 

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White Ribbon Day

25 November 2006

On 25 November dozens of government, social service and voluntary agencies worked together to raise awareness of this year’s White Ribbon Day.

White Ribbon Day is the international day when men and women wear a white ribbon to show they don’t tolerate or condone men’s violence towards women.

The White Ribbon campaign was started by a men’s movement in Canada in 1991 and 25 November has been officially adopted by the United Nations as its International Day for the Elimination of Violence Against Women.

New Zealand has a high rate of men’s violence towards women.  Recent research shows that 33 percent of women in Auckland, and 39 percent of women in Waikato, had experienced at least one act of physical and/or sexual violence by a heterosexual partner in their lifetime.  The most recent national survey of crime victims showed that close to one in five women experienced sexual assault or sexual interference at some point in their lives.  

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Rural Women’s Day 2006

Leaders of Tomorrow

World Rural Women’s Day was launched by several NGOs during the 4th UN World Conference on Women in Beijing in 1995.  Each year on 15 October,  there are celebrations and events marking the day in more than 100 countries around the globe.  The theme for this year’s celebrations was Rural Women: Leaders of Tomorrow.

Communications Officer for Rural Women New Zealand (RWNZ), Jackie Edkins, says that globally women are dramatically under-represented in formal leadership positions and while in New Zealand the public sector has made good progress towards redressing the gender imbalance, in the rural sector, women are often at more of a disadvantage than their urban counterparts when it comes to taking on leadership roles.  This can be because of isolation, lack of information, financial dependence and traditional role models.

RWNZ World Rural Women’s Day events around the country this year ranged from a dinner with international speaker Allison Mooney of Personality Plus in Stratford, a visit to the Homebush Estate in Canterbury, making wheatbags for Nelson Hospital, a tour of Oceana Gold Mining operation at Macraes Flat and a ‘Cowshed to Catwalk’ makeover in Te Awamutu.

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Sonja Davies Peace Award 2006

On 9 November, Speaker of the House Margaret Wilson planted a commemorative kowhai in Parliament grounds for Sonja Davies (1923-2005). 

Sonja was an MP for only six years, but she devoted her life to working for social justice and human rights, and above all for peace. On her 80th birthday, a fund was begun to establish the Sonja Davies Peace Award, presented each year to a woman or group of women who are undertaking training, or developing an activity, which will help build a more peaceful world.

This year, the Award of $2500 was awarded to Rape Crisis Dunedin by Dame Silvia Cartwright at a reception in Bowen House on 9 November. Rape Crisis Dunedin will use the money towards the cost of screening a local Dunedin television advertisement targeted at students, about the reality of rape. 

The Award is administered by the New Horizons for Women Trust. For more details, go to http://www.newhorizonsforwomen.org.nz/

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Taking Action to Overcome Violence

Pacific Women’s Watch (NZ) co-ordinated a conference and workshops to highlight the critical issue of violence in all its forms against women and girls on White Ribbon Day in Auckland this year.  The event attracted a diversity of cultures to hear keynote speakers who have been leading projects to overcome violence through government agencies and non-government organisations.  All those attending the conference took part in workshops on topics ranging from the promotion of human rights, action through restorative justice and action on youth violence.     

You will find a comprehensive report on the Bridgebuilders Trust web site:  www.bridgebuilders.org.nz

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