The report concludes with some key areas which need to have some good solutions provided in order to get more women into leadership roles.
These areas where solutions are needed are worth repeating:
- "raising awareness and developing actions to address the unconscious bias that
otherwise will continue to create invisible barriers to women’s progress in the
leadership pipeline" - "supporting talented women to return to work or re-enter the workforce in jobs that
fully utilise their leadership skills and value to the organisation" - "aligning policies, workplace practices, and organisational culture to support effective
flexible working arrangements for all employees" - "proactively planning and managing women’s leadership careers in a way that
supports their career and life choices" - "taking an executive-led and strategic approach to implementing transformational
change that will shift existing mindsets and behaviours to ones that support gender
balance in leadership".
References:
- Ministry of Women’s Affairs (2013). Realising the opportunity: Addressing New Zealand’s leadership pipeline by attracting and retaining talented women. NZ: Government. Retrieved 10 October 2013 from http://mwa.govt.nz/sites/mwa.govt.nz/files/Realising%20the%20opportunity.pdf
- Ministry of Women's Affairs (2013a). Why women in leadership. NZ: Government. Retrieved 27 October 2013 from http://mwa.govt.nz/why-women-leadership
Sam
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