1. Women and work, human rights & challenges in New Zealand Dr Jackie Blue EEO Commissioner

2. The 1950’s Dr Rose Ryan, Heathrose2

3. Life in 1951 for women 24% of university students 25% of women in the labour force Average age of first birth 23 years Average number of children = 4 5% female MPs Our most common occupation was clerical work Waterfront dispute union protest, Wellington 1951 Dr Rose Ryan, Heathrose 3

4. The 1970’s…

5. Life in 1971 for women 33% of tertiary education students 39% of women overall in the labour force 4 elected members of Parliament Our most common occupation was clerical work Women earned 69% of men’s average hourly earnings Air hostesses model new NEC uniforms in the 1970s Dr Rose Ryan, Heathrose5

6. …and now Dr Rose Ryan, Heathrose6

7. 60 % of tertiary graduates are female 64 % female labour force participation rate 31% female MPs Average age at first birth 28 years Average number of children = 2 57% of professionals are women. Women still dominate in community and personal service workers, clerical and sales ………………………….for women Dr Rose Ryan, Heathrose7

9. How work has changed in 100 years TOP TEN OCCUPATIONS 1906 House servant Dressmaker/tailor Tea-room/eating house keeper School teacher Draper Sick-nurse Lodging housekeeper Lodging houseservant Clerk Milliner TOTAL64% 2006 Sales assistant General clerk Personal care assistant Primary school teacher Receptionist Sales representative Commercial cleaner Nurse (registered) Accounts clerk Retail manager TOTAL 30.8% Dr Rose Ryan, Heathrose9

10. Our female population is increasingly diverse We have increasing rates of participation in higher education Our labour force participation rate has grown Graduate gender pay gap divergent – 6 % at start and widens to 17% after 5 years ( MWA 2010) Females spent an average 4 hours and 20 minutes a day on unpaid work; males did 2 ½ hours (Time Use Survey 2009/10) What has changed for women Dr Rose Ryan, Heathrose10

12. Extrapolating out……………

13. State Services Commission Human Resource Capability Survey 2014 – Public Service Pay-Gender Gap Dr Jackie Blue presentation Chartered Accountants NZ July 2015 13

14. Aon Hewitt Remuneration Survey 2013 ( 124 NZ organisations in most industry sectors) Across the market women are paid less than men at the same organisational level Courtesy AON HEWITT14

15. Aon Hewitt Remuneration Survey 2013 Even in professions that are dominated by women, men still earn a premium Dr Jackie Blue presentation Chartered Accountants NZ July 2015 15

16. Aon Hewitt Remuneration Survey 2013 Dr Jackie Blue presentation Chartered Accountants NZ July 2015 16

17. Pay Equity Claims Aged care workers Midwives Education support workers CYF social workers

18. Progress of Pay Equity in New Zealand 1972 - Equal Pay Act extended pay equity coverage to the private sector. 1977 - Human Rights Act made it unlawful to discriminate on the grounds of sex (including pregnancy), marital status + family status. 1990 - Employment Equity Act 1990 addressed both equal employment opportunity and pay equity – Repealed 6 months after it was introduced – EEO Trust established 1998 - Primary teachers and principals with the same job size, experience and qualifications received the same pay as secondary teachers and principals 2004 - Pay and Employment Equity Unit established in the Department of Labour 2009 – Unit discontinued 2015/2016 ???

19. tracking-equality.hrc.co.nz TRACKING EQUALITY AT WORK Dr

20. History Tracking Equality at Work 2011 Tracking Equality at work 2014 – Employment – Pay – Leadership – Discrimination

21. tracking-equality.hrc.co.nz

22. Pay rates labour market 2014 - Tracking Equalities at Work http://tracking-equality.hrc.co.nz/ 22

23. Pay rates public service 2014 -Tracking Equalities at Work http://tracking-equality.hrc.co.nz/ 23

24. Minimum wage earners 2014 Tracking Equalities at Work 24 http://tracking-equality.hrc.co.nz/

25. @DrJackieBlue | Tracking Equality at Work | tracking-equality.hrc.co.nz EMPLOYMENT Labour Force Participation NEET Under-Employment Unemployment 2011 68% 11.6% 3.9% 6.4% 2014 68.6% 10.7% 3.9% 5.4% MARGINALISED All Females, Pacific Women (15-24), MELAA+ Women (15-24) All Females, Maori & Pacific peoples (20s) MELAA+ Women (20s) All Females, All young people under 25 (except Asian) Maori & Pacific people under 25

26. @DrJackieBlue | Tracking Equality at Work | tracking-equality.hrc.co.nz MARGINALISED Young People and women over 25 All Females, Young people under 25 Maori & Pacific (slightly ) All Females, All ethnicities except European All Females Maori & Pacific PAY Minimum Wage Minimum Wage DPI Median Hourly Pay Annual Median FTE Salary (Public Service) 2011 $13.00 Women: 1.2 $20.38 $56,000 2014 $14.25 Women: 1.1 $21.97 $60,000

27. @DrJackieBlue | Tracking Equality at Work | tracking-equality.hrc.co.nz Public Sector: Boards Public Sector: SMT 2011 41.1% 39.6% 2014 41.7% 42% LEADERSHIP 20132014 Private: NZX Boards Private Organisations SMT 12.4% 32% 14.4% 19% MARGINALISED All Females (no ethnicity data available) All Females, Maori, Asian, Pacific peoples LEADERSHIP MARGINALISED All Females (no ethnicity or disability data available)

28. @DrJackieBlue | Tracking Equality at Work | tracking-equality.hrc.co.nz DISCRIMINATION2014MARGINALISED The Commission remains concerned that there is significant under-reporting In some instances the Commission data is incomplete MBIE, through the ERA, deal with employment issues that may also cover unlawful discrimination & sexual harassment. This data is not in a form that can be included in the Commission’s stats currently Complaints in employment by complainant Complaints in pre-employment by complainant Complaints in employment by grounds of discrimination Complaints in pre-employment by grounds of discrimination Complaints about sexual harassment 294 (mainly Women) 123 (mainly Women) 306 (mainly race & disability based) 130 (mainly disability) 58 (majority are Women)

29. Recommendations Employment – MBIE focus on marginalised groups – Disabled people recommendation ( DAP) Pay – Government equal pay for equal value 2020 – State sector publish gender +ethnic pay gaps with plan to eliminate – Disabled people MWE recommendation (DAP) Leadership – Government use special measures to promote under represented groups into senior leadership roles – Responsible Ministers ensure gender and ethnic diverse appointments to state sector boards – NZX strengthen gender reporting - all companies must have policy and report on implementation Discrimination – HRC + MBIE develop action plan to encourage use of complaints mechanism – ERA collect disaggregated data regarding discrimination + sexual harassment

30. New Zealand’s Second www.npa.hrc.co.nz

31. Our first NPA in 2004 We consulted many interested groups and civil societies Produced a 444 page document with a ‘wish list’ of 177 recommendations Essentially ignored by the Government We knew for the 2 nd NPA we would have to do things differently

32. www.npa.hrc.co.nz

34. What happens next ? 2015 (remainder) – education to civil society and officials of key government agencies Early 2016 – Turn on the SMART actions 2016 – bring together issues roundtables between civil society and Government e.g disabled peoples issues Continue to update NPA as actions are strengthened and/or new actions/policy are added Begin monitoring, develop indicators

35. What can Zonta do ? Challenge the strength of actions Challenge SMART criteria of actions Challenge why some UPRs were rejected Challenge gaps – UPR recs that were accepted but there are no Government actions Keep talking about the issues that were not picked up in the UPR recs

36. Gender equality in pay, employment and leadership has yet to be realised – UN Women’s Empowerment Principles Government must lead Vulnerable groups of women Data collection crucial SDGs # 5 Achieve gender equality and empower all women and girls – indicators to be globally but monitored by ? NZ Stats