Realising the opportunity

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In September 2013 the Ministry of Women’s Affairs released this report drawing on a substantial body of international research and evidence to articulate the issues around women’s participation in leadership in companies and organisations.

Building on the research used in Realising the opportunity, this was then expanded to include other key papers which contained data or analysis, and reports which contain concrete proposals for action or recommendations.

 

 



Bench-mark your business

These are initiative summaries of the entrants in out Diversity Awards and Work and Life Awards from the past two years. Compare your own workplaces to some of New Zealand's most innovative and inspiring business to see how you stack up 

Initiatives Summary 2013

Initiative Summary 2013 - Comprehensive

Initiatives Summaries 2012

Initiatives Summary 2012 - Comprehensive



Ethnicity, workplace bullying, social support and psychological strain in Aotearoa/ New Zealand 

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This research explores whether respondents who self-identified as New Zealand Europeans experienced less bullying and less severe outcomes than those who self-identified as Māori, Pacific Island or other ethnic groups. Social support was also examined as a potential buffer against the negative effects of bullying.Respondents with more supportive supervisors and colleagues reported experiencing less bullying and less strain. Bullying was related to negative outcomes for all groups. The implications of these findings for management of workplace bullying are discussed in this report. 



Older Workers: Challenging Myths and Managing Realities

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The myth that older workers displace younger workers is just one of the untruths debunked in this new EEO Trust research report. It outlines what research has found about older workers' attitudes to work, their health, their productivity, their ability to train and their attitudes to technology.   



Transforming cultures to grow women leaders

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This report explores what six leading Kiwi companies are doing to encourage talented women into leadership roles. The companies are ANZ New Zealand, Coca-Cola Amatil, IAG NZ, Progessive Enterprises and Refining NZ.  



Workforce Demographic Trends

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This March 2012 resource summarises key demographic trends affecting employers including:

  • Slowing growth in the labour market
  • Global competition for talent
  • New Zealand's changing age profile
  • Changing family and gender roles.


Specifically Pacific: Engaging Young Pacific Workers

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Young Pacific people are a growing proportion of the New Zealand workforce but very little is known about what helps them contribute fully at work. Our research asked young Pacific people and their managers how workplaces can get the best from these talented young people.


Youth labour force trends, issues and solutions

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What paid work are New Zealand's young people doing? What has the recession done to young people's job prospects? What qualities in managers help young people do their best? This report provides a comprehensive overview of how young New Zealanders (aged 15 to 24) are faring in the labour market.


People management in tough economic times: Employers' responses to recession

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EEO Trust surveys in May and June 2009 explored how employers were responding to the economic downturn. We found that many employers were endeavouring to maintain their long-term competitive advantage by investing in training and development, health and wellness initiatives and flexible work options.


Workplace age and gender: Trends and implications

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This new analysis of the age and gender profiles of more than 30 professions, based on Census data, shows how imbalances in certain fields could pose problems for some New Zealand sectors in future. Occupations covered include law, medicine, planning, management, the trades, engineering, IT, call centres, HR, police, transport and education. 


Older workers: Employers speak out 2008

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Research with EEO Employers Group members shows that many employers place a high value on older workers, appreciating their reliability, experience, stability and loyalty.



Diversity & Equality: Evidence of positive business outcomes and how to achieve them 2008

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This literature review explores the impact of workplace diversity on business outcomes, finding that diversity is likely to be good for business provided it is well managed.



Boomers & Beyond: Recruiters Tell their Stories

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Research with recruitment consultants finds that they view older workers very positively and are willing to work proactively with their employer clients to demonstrate the value of hiring an older person who has the skills, experience and attitude needed for a role.


Work-life balance, employee engagement and discretionary effort:

Literature review

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This literature review explores if and how strategies to support work-life balance increase employee engagement and therefore discretionary effort and productivity.



Work-life balance, employee engagement and discretionary effort:

Pilot research

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A pilot research project built on our literature review to explore the relationships between work-life balance, employee engagement, discretionary effort and productivity. Employees from 15 workplaces took part in the online research.



Work and age 2006

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A total of 6,484 respondents completed this on-line survey, telling us when they would like to retire, what would encourage them to stay in the workforce and whether they have found age an issue in their workplace.



Archived Research Reports