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Air New Zealand – Women soaring high

Case Study

New Zealand Diversity Awards, 2017
Diversity Awards Category

Air New Zealand – Women soaring high

The cultural challenge

When Christopher Luxon was appointed as Chief Executive Officer at Air New Zealand in 2013, he sent a strong message to employees that by 2020, 40 percent of the airline’s Senior Leadership Team (SLT) would be women. At that time, just 16 percent of the approximately 80-strong SLT was female.

Strategies for success
  • The company introduced and focused on gender metrics, talent identification and movement of more women into leadership positions.
  • The Air New Zealand Women’s Network was established to inspire and develop women through educational workshops, speaker sessions and conferences.
  • A Women in Leadership programme was developed to prepare women for senior leadership roles and address barriers that prevent women attaining senior positions.
  • A number of the airline’s female pilots mentor aspiring young female pilot trainees.
Results and benefits
  • Since January 2016, 10 women have been promoted into SLT roles.
  • With the airline getting close to the 40 per cent target, it recently revised its goal: it’s now aiming to achieve 50 percent female membership by 2020.
  • Staff engagement has risen from 67 per cent in 2014 to 69 per cent in 2016, and Manager Effectiveness scores have also risen by eight per cent.
  • Customer satisfaction increased by 2.7 per cent from 2013 to 2016, and Air New Zealand has enjoyed record growth in Earnings Before Taxation which rose from $225 million to $806 million.
    More about Air New Zealand

    Air New Zealand operates a global network that provides air passenger services and cargo transport services to, from and within New Zealand to more than 15 million passengers a year.

“Our results demonstrate that diverse teams really do lead to better business results.”

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