Recommended EEO & Diversity Research
This page provides links to the latest national and international research, news and resources on EEO, diversity and work life balance.
The EEO Trust were lucky enough to attend an “Evening with Arianna Huffington” event on her recent visit to New Zealand. Much of what she discussed echoes her TED Women talk emphasising the huge value of recognising the relationship between work life balance, happiness and increased productivity. Whether you have seen this before or not, it is well worth a watch and although the messages may not be new to us Arianna tells a story that brings them to life.
1. Let go of perfectionism
A lot of overachievers develop perfectionist tendencies at a young age when demands on their time are limited to school, hobbies and maybe an after-school job.
From telecommuting to programs that make work easier, technology has helped our lives in many ways. But it has also created expectations of constant accessibility.
3. Exercise and meditate
ven when we’re busy, we make time for the crucial things in life. We eat. We go to the bathroom. We sleep. And yet one of our most crucial needs – exercise – is often the first thing to go when our calendars fill up. Exercise is an effective stress reducer.
4. Limit time-wasting activities and people
First, identify what’s most important in your life. This list will differ for everyone, so make sure it truly reflects your priorities, not someone else’s. Next, draw firm boundaries so you can devote quality time to these high-priority people and activities.
5. Change the structure of your life
Sometimes we fall into a rut and assume our habits are set in stone. Take a birds-eye view of your life and ask yourself: What changes could make life easier?
6. Start small. Build from there.
We’ve all been there: crash diets that fizzle out, New Year’s resolutions we forget by February. It’s the same with work-life balance when we take on too much too quickly, says Brooks.
A thought provoking talk from Wingham Rowan on how we can incorporate a wider range of people into the workforce. Rowan discusses how enabling people who may not be able to work the tandard 9-5 job into the workforce could have not only an undeniable benefit for individuals, but for those who employ them.
Women in their twenties and early thirties are best placed to be the first to break the glass ceiling, according to recent research from global talent solutions company Hudson.
According to the results, which analysed 28,000 psychometirc tests from across 20 different countries, younger females scored 18 per cent higher than Generation Y males on organisation skills, 10 per cent higher on people skills and 12 per cent higher on social confidence. This report suggests that as 60-year-old Baby Boomers work alongside Generation X employees in their forties, as well as twenty-somethings of Generation Y, tomorrow’s leaders will need “a completely different, and more relevant” set of skills.
To compete and prosper in the changing global economy New Zealand requires a skilled workforce with high literacy and numeracy skills. This report, with contributions from Business New Zealand, New Zealand Council of Trade Unions, Industry Training Federation and Workbase has outlined the importance of a skilled workforce to the New Zealand economy. This is a concise summary of where gaps most commonly lie and what steps can be taken to remedy this.
It seems like today women are better positioned than ever before to rise to leadership roles in technology. Not only do companies have many kinds of support structures in place, such as women’s networks and leadership development courses, but there is an increasing number of women at the top who can serve as role models or inspiration.
Many larger organisations have already identified the demographic changes facing them and have begun considering their implications, but for hard-pressed SMEs, the demands of an increasingly volatile and complex business environment leave little time to scan the horizon for future threats.
The Nielsen Global Survey about ageing polled more than 30, 000 internet respondents in 60 countries to give voice to the concerns we all have about growing old and to evaluate how product and service manufacturers and retailers are meeting the challenges that often arise with age. From in-store amenities like wider aisles and ample lighting, to easy-to-read and open product packaging, to transportation or housing assisstance, the findings focus on improvements that are necessary in all corners of the globe.
Paul Morris’ paper “Reasonable accommodation of religious diversity in the New Zealand workplace” clearly explains how the framework for religious diversity has changed dramatically in recent decades and what this means for the work environment. His paper outlines different aspects of religious observance that can impact on work (and that would need to be included in a holistic diversity policy) – such as religious attire and style, religious events or holy day timetables, conflict between work practices and beliefs and appropriate levels of religious discussion at work.
This review, carried out by UCLA think-tank The Williams Institute, analyses the results of 36 research studies to inform its findings about the business impact of LGBT-supportive workplace policies. The review found that LGBT-supportive policies and workplace climates are linked to greater job commitment, improved workplace relationships, increased job satisfaction, and improved health outcomes among LGBT employees.
This UK study looks at woman in part time, managerial work. It places particular emphasis on investigating how mentoring can help with integrating work and family life. A key finding of this research paper was confirmation by many of the woman that career development help is less beneficial than a combination of career development and psychosocial support which woman mentors provided more effectively than their male counterparts. This article would be a worthwhile read for workplaces interested in developing a mentoring scheme or looking for ways to more effectively engage part time workers, especially those in management.
The Generational Mirage presents a study into the perceptions of leadership by Generation X and Y and how perceptions of leadership are evolving. Through conceding that the context for leadership is evolving dramatically, a platform was presented to discuss what impact this change had on effective leadership in an environment where there is such a significant variation of life experiences and expectations. Through facilitating this discussion insight is provided into what forms of leadership are perceived as most effective by Generation X and Y.
This article presents the idea that despite many modern workplaces consisting of an unprecedented age range, employees often have more similarities than differences and these similarities can be utilised to work towards a workplace with higher engagement with employees needs. This article provides a recent perspective on dealing with three generations and the unique perspectives that come with each and how best for managers to approach this challenge.
This article presents a study conducted exploring the relationship between hours worked, flexibility of these hours and how family support can impact on employee satisfaction. This article provides data to back up the importance of taking a holistic approach to flexible work hours where possible to increase employee satisfaction, which can directly improve not only the quality of work and individual employee satisfaction but a generally happier workplace.. This is an educational read, particularly if you’re looking for facts and figures to back up the importance of work life balance for an organisation and the employee.
Balancing different domains of one’s life so that they complement rather than compete with each other is commonly known as work-life balance. Juggling responsibilities to work, family and community, as well as requirements for physical health and psychological wellbeing such as hobbies, exercise and other personal interests can create competing priorities in people’s lives unsatisfactory resolution of the tension generated by these competing priorities is referred to as work–life conflict. Work–life conflict is associated with negative health outcomes, absenteeism and turnover. In contrast a positive emotional state leads to empowered individuals which have significant benefits for organisations. This article goes on to discuss how to implement flexible work arrangements for a more productive and positive organisation.
This study explores the role of authentic leadership (AL) in enhancing perceptions of inclusion and how associated positive psychological capacities and moral reasoning align closely with multicultural competencies emphasized by diversity experts. Authentic leadership is described as including self-awareness, perspective-taking and open genuine communication abilities, and are discussed regarding the creation of an inclusive work environment. This study also examines two outcomes potentially related to inclusion: organizational citizenship behavior (OCB) and organization-based self-esteem (OBSE).
If you are interested in utilising these skills to create a more diverse workplace, this article is definitely worth a read.
This article from Finland presents the concept of age as multidimensional concept comprised of five elements: chronological age, functional age, psychosocial age, organizational age and lifespan age. These five elements are explained and discussed in a manner which presents a more holistic view point to consider how an employee can contribute to an organization from. This approach presents a counter to the common assumption that there is a general decline in skills and abilities with increasing age.
If you are interested in learning more about a different approach to consider older employees from, this article is well worth a read.
Talk about food has often been overlooked in existing investigations of workplace discourse. Earlier research established that food talk clearly ‘indexes’ interactional boundaries and informality in typical New Zealand workplaces. This paper identifies the very different status of food as a legitimate topic in Maori workplaces. Within the normative constraints of the meeting genre, analysis compares food talk as mundane in a Maori organisations, but trivial in a Pakeha (majority group) context. Food talk provides an unexpected means of accessing information about distinctive cultural norms, offering an innovative lens on areas of cross-cultural sensitivity.