Whether a return to work was a welcome break from the chaos of home life or a dreaded end to a beautiful holiday, getting back into the swing of things after a prolonged break can be hard work and a fact which many employers will be only too aware of.
With Christmas and the New Year feeling like a distant memory and another public holiday on the horizon, the first couple of months of the year are likely to be a rollercoaster in terms of employee engagement and motivation.
Bev Cassidy-Mackenzie, Chief Executive Equal Employment Opportunities Trust, says research tells us only 30% of managers make a special effort to motivate their staff after the holidays despite over half of employees agreeing it is difficult to get into gear.
“This is an equation that does not add up, especially in terms of outputs for business. There are a number of simple measures that management can put in place to help invigorate employees and enable them to rediscover their focus, ultimately resulting in increased productivity and staff retention”, says Cassidy-Mackenzie.
“Recognising the need for work/life balance is key to helping people adjust to being back in a work routine. Where possible discuss staff needs and provide support to enable them to do their job in the best way to get the outcomes that suit them and the organisation”.
It comes as no surprise that a big driver for employee satisfaction and engagement is a flexible employer. The provision of such initiatives as working from home or the ability to adjust working hours to fit around personal commitments such as childcare during the school holidays, will make a huge difference to employees overall motivation”.
Cassidy-Mackenzie goes on to say that the Trust’s recent quarterly diversity results show how the opportunity to work flexibly in this way can result in more contented staff, encourage autonomy, and build trust and intrinsic motivation across an organisation.
“Around 59% of those EEO member organisations surveyed recognise the benefits of flexible working arrangements for staff recruitment, retention, empowerment and engagement with the important net benefits of improved productivity or performance”, she says.
Encouraging employees to set goals and identify training opportunities or holding team events to ensure everyone has a shared sense of purpose early on, will also go a long way to achieving positive employee engagement throughout the year.
Learn more about employee engagement as a strategic priority and its direct correlation with performance as well finding out what it means to be an EEO employer
For media assistance please contact:
Emma Edgar, EEO Trust Communications Manager
09 5804447 or 021 364447
Changes in the ethnic profile of New Zealand towns and cities must be matched in the country’s workplaces, according to EEO Trust chief executive Bev Cassidy-Mackenzie.
“The announcement of the latest census data is a great time to take a look at ourselves and our workplaces and see if the figures we’re seeing in the data are reflected in the people we work alongside every day. For many New Zealanders the answer will be that their workplace population is vastly different.”
Census data shows more than 40% of Auckland residents were born overseas and 23% of people in New Zealand’s largest city are Asian.
“If the population data for your city says 40% of the people that live there were born overseas and yet your workplace is 100% people born in the local region, then that is a good indication that your company doesn’t reflect its community.
“Disparities like that aren’t good for the country’s diversity record but they are negatively impact business performance. Companies will connect far better with their potential customers when their employees reflect the population around them.”
“I’m hopeful the census data will be a reminder to employees that our country is changing all the time and our businesses need to keep pace with those changes.”
The census results show that, after English, Maori and Samoan, Hindi is now the fourth most common language in New Zealand.
“We still see job ads specifying applicants with English as a first language. Aside from being utterly discriminatory, this is a very limiting position to take in a country as ethnically diverse as New Zealand. For companies hoping to achieve growth and reach broader markets with their products or services it is hugely counterproductive.”
Cassidy-Mackenzie says the results of the EEO Trust’s first Quarterly Diversity Survey, carried out last month, show New Zealand companies are recognising ethnicity as an area they need help with.
“We asked them to highlight the diversity issues that were important to them and it was a major focus for 35% of the 1456 survey respondents. Interestingly, when you looked at the results for the larger organisations (those with 200+ employees) over 50% of them identified ethnicity as a key diversity issue.”
Aging was also identified as a key issue by over 60% of large companies and over 40% of small and medium businesses.
“We know that our population is aging and our businesses know that but their hiring policies and work environments haven’t caught up yet. Our survey results show that over 60% of companies have no policy in place to manage or support an aging workforce.”
“The challenge for all of us is to make a plan for 2014 that will bring our work teams closer to the diversity that we can see in the census results.”
For more information please contact:
Equal Employment Opportunities Trust chief executive Bev Cassidy-Mackenzie
0274 397 458
09 580 4440
Managing an aging workforce has emerged as the leading issue for New Zealand’s larger companies while wellbeing and flexibility are the top concerns for the country’s small and medium organisations, according to the first EEO Trust Quarterly Diversity Survey.
The survey, carried out by AUT University’s New Zealand Work Research Institute, attracted over 1460 respondents and has been developed to provide a benchmark for diversity in New Zealand workplaces.
EEO Trust chief executive Bev Cassidy-Mackenzie says the strong response to the survey which included Auckland Chamber of Commerce members shows New Zealand companies are serious about understanding the level of diversity in their business and seeing how they compare to the wider workforce.
“To make progress in achieving a workforce that more accurately reflects the demographics of the population – in terms of age, ethnicity, gender or disability – we need to know what it is about diversity that our companies are grappling with. We’re undertaking this survey series so we can take stock and then support companies to make changes that will broaden the talent pool they’re working with.” says Cassidy-Mackenzie.
“The fact that smaller companies have highlighted wellbeing and flexibility shows that it might be the mechanisms that support diversity that are presenting obstacles.”
Auckland Chamber of Commerce Chief Executive Michael Barnett, says the results highlight the different issues that small and large organisations grapple with.
“For example, ethnicity, gender, bias and bullying and harassment were of notably greater concern for large organisations than for small organisations.”
AUT University’s Professor Tim Bentley, who is heading the EEO Trust diversity research, says bias was highlighted as an area of concern for 31% of all small and medium companies while almost half of all large organisations (48%) identified bias as an issue.
The survey also highlighted some shortcomings in the level of policy in place to address diversity issues.
Despite aging being identified as the top issue among larger companies, over 60% of organisations have neither a policy or programme in place to manage or support an aging workforce.
“With an aging population and shifting expectations for the age of retirement, we really need to understand why we’re overlooking this rich talent pool and what perceptions are driving this and then we can look at how to change it,” says Cassidy-Mackenzie.
Generally, less than half of responding organisations have a policy in place to address each of the various diversity issues. The exception are the issues of bullying and harassment, where 60% of organisations have a policy in place. Policy specific to disability was in place for 45% of survey respondents.
“However, for most diversity issues, over half of the organisations had either a policy or an initiative in place, indicating that they are taking steps to address these issues,” says Professor Bentley.
The Quarterly Diversity Survey will be repeated in February, May and August next year.
AUT University’s partnership with the EEO Trust and the Auckland Chamber of Commerce will see researchers explore several other areas in 2014 including a gender and leadership study and research into the management of workplace bullying and harassment.
Notes for editors:
The research partnership between EEO Trust and AUT University is part of a wider programme of research activity being undertaken by AUT University’s New Zealand Work Research Institute. The Future of Work Programme involves collaboration between the New Zealand Work Research Institute’s specialist research groups and a large network of internal and external partners. The programme is a truly multidisciplinary initiative, bringing together expertise in employment relations, employment law, labour market economics, ICT, industrial and organisational psychology, human resource management, occupational health and safety, tourism and hospitality, and ergonomics.
Diversity by numbers
Bev Cassidy-Mackenzie, Chief Executive, Equal Employment Opportunities Trust,
0274 397 458
(09) 580 4440
Michael Barnett, Chief Executive, Auckland Chamber of Commerce
0275 631 150
(09) 302 9916
Prof Tim Bentley, AUT University
021 814 501
(09) 921 9999 x5446
Exploitation of migrant workers is a black mark on New Zealand’s standing as a fair country that strives to provide equal opportunities, says EEO Trust chief executive Bev Cassidy-Mackenzie.
“We’re a country that prides itself on being fair and honest so we need to speak up when we see those standards being compromised in our workplaces.”
In a case publicised last week, an Auckland-based Korean food-preparation factory is alleged to have exploited migrant workers with 16-hour working days with few or no breaks, below minimum wages and no employment contracts.
“It is really important that when abuses against migrant workers are identified, such as those alleged against a North Shore factory last week, the agencies that respond make it extremely clear these abuses of basic rights will not be tolerated.”
“We want all migrant workers to understand their basic rights as employees in New Zealand. We understand it can be frightening to speak out against these abuses but New Zealand cannot be a country that tolerates worker exploitation.”
Information on basic employment rights, including annual leave, break entitlements, minimum wages and NZ work entitlements, is available on the Ministry of Business, Innovation & Employment website http://www.dol.govt.nz/er/minimumrights/
Cassidy-Mackenzie says while the exploitation in the recent case involved serious employment breaches, there are more subtle exploitations and discriminations taking place in workplaces around the country.
“English-only language policies in workplaces, or job advertisements that specify applicants must have English as their first language or racial slurs – all of these are infringements on an individual’s basic rights.”
“On a human rights level, each case of worker exploitation or abuse is saddening and it has a knock-on effect for families and communities. On an employment rights level, it is a business issue and it is the responsibility of every organisation to ensure they are meeting the basic rights of each of their employees.”
For more information please contact:
Bev Cassidy-Mackenzie, Chief Executive, EEO Trust 0274 397 458
Today New Zealand celebrates 120 years of women winning the right to vote and it is an opportunity for this country to celebrate equality at work.
The chief executive of the Equal Employment Opportunities Trust says women’s suffrage day is a time for all organisations and businesses to endorse gender equity in the workforce, but there is still a long way to go.
Bev Cassidy-Mackenzie says women make up half of our population and are high achievers at school and in tertiary studies but she questions why that doesn’t continue in senior managerial roles and around boardroom tables.
“Recent figures on reported gender diversity on boards of our listed companies show just eight percent of directors are women.”
Last year the NZX introduced a rule requiring companies with a gender equity policy to include a gender breakdown of directors and senior managers in their annual report.
Mrs Cassidy-Mackenzie says 110 local companies come under this rule and of the companies that reported gender diversity there were 205 male directors and 18 female.
“This appears to be a drop compared to 2012 Census on Women’s Participation that showed women directors of the top 100 companies had reached more than 14 percent.”
She is urging all businesses to focus on diversity by having a career pipeline available for EVERY employee, and implement a gender diversity policy.
“It is also disappointing to see that about 23 percent of senior managers are women, when it should be much higher. Success comes from focusing on people’s differences rather than similarities and I hope all organisations start making positive changes now.”
Bev Cassidy-Mackenzie is a judge in the UN Aotearoa Women’s Empowerment Principles White Camellia Awards which will tonight applaud businesses that are endorsing gender equity.
To see the stats on 120 years of suffrage click here.
The New Zealand Defence Force’s OverWatch programme entry into this year’s ANZ and EEO Trust Diversity Awards focuses on investing resources and time into ensuring employees with different lifestyles and gender identity obtain the right support and understanding throughout the armed forces.
The program was initiated by personnel within the armed forces who valued the support those with different lifestyles required. It was quickly endorsed by military leaders as a vital part of backing the wellbeing of its people, irrespective of being a uniformed or civilian staff.
The Equal Employment Opportunities Trust Chief Executive, Beverley Cassidy-MacKenzie, who was one of the five judges says OverWatch provides resources for personnel for example those who are questioning their own sexuality and are seeking advice.
“It also educates Defence Force leaders about different lifestyles to increase understanding throughout the armed forces.”
Mrs Cassidy Mackenzie says the programme is now shared among international allied forces via NATO and those serving offshore can access the support group and get assistance wherever they are serving in the world.
Supreme Award - NZ Defence Force. OverWatch
Tomorrow’s Workforce Award – Ministry of Social Development, WINZ cadet programme
Highly Commended - NZ Defence Force. LSV.
Diversity Award – NZ Defence Force. OverWatch (and Supreme Award)
Work & Life Award – Coca-Cola Amatil
Skills Highway Award – Pacific Homecare
Walk the Talk Award – Peter Potaka, Statistics NZ
Tomorrow's Workforce Award, which recognises innovative responses to tomorrow's employment challenges.
Diversity Award, for organisations that make the most of employee diversity.
Work & Life Award, which celebrates initiatives that create opportunities for greater engagement and productivity in a workplace.
Skills Highway Award, which recognises workplaces which can show how they have helped improve their employees' reading, maths and communication skills.
Walk the Talk Award, which celebrates effective workplace diversity leaders.
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