Important research into diversity and inclusion issues from Diversity Works New Zealand and other international and national bodies.
MIGRANT PAY GAP RESEARCH
February 2022
The Migrant Pay Gap Research looked a variety of datasets to determine whether there was a migrant pay gap in New Zealand and has revealed concerning inequities between different migrant groups.
WORKPLACE DIVERSITY CASE MODEL
June 2019
The Workplace Diversity Case Model analyses and cites more than 200 academic works and offers New Zealand employers and people managers a pivot point from which to create opportunities to thrive through diversity and inclusion.
NEW ZEALAND WORKPLACE DIVERSITY SURVEY
May 2021
Workplaces need to do more to identify and address unacceptable behaviours that fall outside the traditional definition of bullying and look at whether some migrant workers are disproportionately impacted by this issue, according to the latest New Zealand Workplace Diversity Survey.
Read more about this, the impact Covid-19 is having on workplace diversity, equity and inclusion and other key findings from this year’s report.
May 2020
This year’s survey results provide insight into how organisations see and respond to diversity issues.
The survey contributes to public understanding and debate and seeks to highlight both good practice and what needs further attention. These latest results indicate that gender, wellbeing/wellness and bias are regarded as important issues. Diversity, both societally and in workplaces, remains a defining feature of contemporary New Zealand.
April 2019
This year’s survey results provide a fresh snapshot of how organisations see and respond to diversity issues.
They tell a story of growing awareness and improving practice alongside a number of diversity issues that continue to require more attention and it is encouraging to note that almost all diversity issues were afforded considerably more importance than in previous surveys.
April 2018
New Zealand’s biggest businesses need to review the effectiveness of their bullying and harassment policies and processes.
The April 2018 New Zealand Diversity Survey revealed that 95 per cent of large organisations have a formal policy or an initiative in place to address harassment in the workforce. However more than half have recorded incidents of bullying and harassment in the past year. Read more about this and other key findings by downloading the full report.
October 2017
New research has revealed that 20 per cent of businesses have less than 25 per cent female representation at governance and leadership/decision-making levels.
This Diversity Survey has also revealed that more than half of New Zealand employers value the experience of their workers over the age of 55 and workplace well-being is still the number one diversity issue in our organisations.
April 2017
Bias and gender are emerging as growing concerns for Kiwi organisations.
New Zealand businesses still rank wellness and flexibility as top diversity priorities, according to the latest research, but several other issues are on the radar in the wake of recent gender pay gap research. And we look at the differences between the public and private sectors.
Aging Workforce
Managing An Aging Workforce, 2015
The New Zealand workforce is getting older: many may not realise that here in New Zealand, we actually have one of the highest workforce participation rates for over 65’s in the world. As the workplace “greys”, the needs and expectations of “wisdom workers” will change.
This report deals with the ways that senior managers can play a critical role in reducing bias or age discriminatory behaviour and promoting age-friendly practices within their organisations.
Engaging Older Workers Productively, 2014
This survey collated opinions about attitudes to workers over 55 and presence of bias towards these older workers. It found that while there may be negative attitudes to older workers there was an awareness of the experience and loyalty of older workers. This report also looks at flexible work arrangements for older workers and age strategies in place.
