The gap between attitudes and processes related to ‘family-friendly’ practices in anaesthesia training in New Zealand: A survey of anaesthesia supervisors of training and departmental directors

2020 ◽  
Vol 48 (6) ◽  
pp. 454-464
Author(s):  
Jane C Carter ◽  
Alexander L Garden
Keyword(s):  
New Zealand ◽  
Gender Equity ◽  
Cultural Change ◽  
Parental Leave ◽  
Action Plan ◽  
Working Hours ◽  
Gender Inequity ◽  
Electronic Survey ◽  
Family Friendly ◽  
Zealand College

Gender inequity persists within the anaesthetic workforce, despite approaching numerical parity in Australia and New Zealand. There is evidence, from anaesthesia and the wider health workforce, that domestic gender norms regarding parental responsibilities contribute to this. The creation of ‘family-friendly’ workplaces may be useful in driving change, a concept reflected in the gender equity action plan developed by the Australian and New Zealand College of Anaesthetists. This study aimed to explore the extent to which a family-friendly culture exists within anaesthesia training in New Zealand, from the perspective of leaders in anaesthesia departments. An electronic survey composed of quantitative and qualitative questions was emailed to all supervisors of training, rotational supervisors and departmental directors at Australian and New Zealand College of Anaesthetists accredited training hospitals in New Zealand. Twenty-eight of the 71 eligible participants responded (response rate 39%). The majority (61%) agreed with the statement ‘our department has a “family friendly” approach to anaesthesia trainees’; however, there was a discrepancy between views about how departments should be and how they actually are. Several barriers contributing to this discrepancy were identified, including workforce logistics, governance, departmental structures and attitudes. Uncertainty in responses regarding aspects of working hours, parental leave and the use of domestic sick leave reflect gaps in understanding, with scope for further enquiry and education. To redress gender bias seriously through the development of family-friendly policies and practices requires supportive governance and logistics, along with some cultural change.

The revival and refashioning of gender pay equity in New Zealand

2020 ◽  
Vol 62 (4) ◽  
pp. 560-581
Author(s):  
Jane Parker ◽  
Noelle Donnelly
Keyword(s):  
New Zealand ◽  
Gender Equity ◽  
Action Plan ◽  
Aged Care ◽  
Pay Equity ◽  
Wage Setting ◽  
Equal Pay ◽  
Bargaining Process ◽  
Legislative Amendments ◽  
The Government

While the foundations for redressing gender pay inequality in New Zealand were established half a century ago, significant numbers of women still endure the sharp end of gender-based pay differentials. Following a landmark test case in the aged care sector which focused on the (re)interpretation of the Equal Pay Act 1972, gender pay equality is once again under intense scrutiny. On the 125th anniversary of women’s suffrage, the New Zealand government signalled the introduction of legislative amendments to address this enduring challenge. Although widely contested, the intent of the Equal Pay Amendment Bill is to lower the threshold for raising pay equity claims, while establishing a bargaining process for resolving them. Alongside this, the government has introduced an ambitious workplace action plan to eliminate public service gender pay gaps. Informed by gender equity policy approaches, this article examines New Zealand’s (gendered) regulatory history relating to equal pay, yielding insights into how labour law and policy have both addressed and evaded the objective of equal remuneration for work of equal value, concluding with a discussion of recent initiatives. This qualitative analysis illustrates how institutional contexts for wage-setting and value-laden equality strategies impact women’s experience of work in New Zealand.

scholarly journals Committing to reconciling our differences: development of the Royal Australian and New Zealand College of Psychiatrists' Reconciliation Action Plan

2015 ◽  
Vol 12 (3) ◽  
pp. 59-61
Author(s):  
Jason B. L. Lee
Keyword(s):  
Mental Health ◽  
New Zealand ◽  
Torres Strait Islander ◽  
Action Plan ◽  
Physical And Mental Health ◽  
Public Commitment ◽  
Zealand College ◽  
Torres Strait ◽  
Consultative Process

Aboriginal and Torres Strait Islander Australians continue to experience disproportionately poor physical and mental health, and inequity of opportunity. Australia's Reconciliation Action Plan programme provides a framework and support for organisations to demonstrate leadership through public commitment to actions. The Royal Australian and New Zealand College of Psychiatrists developed its own Reconciliation Action Plan through a consultative process, and hopes to lead and promote reconciliation as a peak medical body.

scholarly journals In Australasia, gender is still on the agenda in geosciences

2020 ◽  
Vol 53 ◽  
pp. 205-226
Author(s):  
Heather K. Handley ◽  
Jess Hillman ◽  
Melanie Finch ◽  
Teresa Ubide ◽  
Sarah Kachovich ◽  
...  
Keyword(s):  
New Zealand ◽  
Gender Equity ◽  
Codes Of Conduct ◽  
Professional Associations ◽  
Membership Committee ◽  
Current Status ◽  
Gender Inequity ◽  
Innovation And Invention ◽  
Equity Policy ◽  
The University

Abstract. Diversity and inclusion in the workplace optimise performance through the input of a range of perspectives and approaches that drive innovation and invention. However, gender inequity is prevalent throughout society and females remain underrepresented in geoscience careers. This study provides the current status of gender equity in geosciences throughout Australasia within the context of broader gender equity policy, frameworks and initiatives and suggests additional solutions and opportunities to improve gender equity and the retention of women in the geoscience workforce. At an individual institutional level in academia, females make up between 23 %–52 % of the total geoscience departmental or school staff in Australia, 26 %–39 % of the total staff in New Zealand, 29 % of total staff at the University of Papua New Guinea and 18 % at the University of the South Pacific. Significant gender imbalance exists at more senior levels, with disproportionately more males than females, a pattern typical of many Science Technology Engineering and Maths (STEM) disciplines. Gender inequity is prevalent within the general membership, committee roles and in award recipients of Australasian geoscience professional associations. Within the Geological Society of Australia and Geoscience Society of New Zealand, only 4 % (n=47) and 18 % (n=161), respectively of past award recipients for national and general awards were female. All past awards considered in this study that are named in honour of a person were named in honour of a man (n=9). In recent years, women-focused networks have begun to play an invaluable role to support the retention and promotion of women in geosciences and provide a supportive mentoring environment to discuss challenges and share advice. The improved visibility of women in the geoscientific community is an ongoing issue that can in part be addressed through the development of public databases of women geoscientists. These provide a list of women geoscientists that encourages and supports the achievement of gender balance of invited talks, job shortlisting and on panels, as well as in the media. This work highlights that more must be done to actively reduce and eliminate sexual harassment and assault in university and field environments. We emphasise that particular efforts are required to make geoscience careers more inclusive and safer, through the establishment of specific codes of conduct for field trips. Shared learning of best practices from evidence-based approaches and innovative solutions will also be of value in creating positive change. Greater engagement from the wider geoscientific community, and society in general, is required for the success of gender equity initiatives. Identified solutions and opportunities must target all levels of education and career development. Additional data in future should be collected to look beyond gender to monitor and assess intersectionality. Improved efforts to understand why women leave STEM careers will help to address the “leaky pipeline” and determine the initiatives that will be most effective in creating long term sustainable change.

Women, Work and Industrial Relations in 2008

2009 ◽  
Vol 51 (3) ◽  
pp. 331-346 ◽  
Author(s):  
Marian Baird ◽  
Sue Williamson
Keyword(s):  
Gender Equity ◽  
Maternity Leave ◽  
Parental Leave ◽  
Industrial Relations ◽  
Working Hours ◽  
Annual Review ◽  
Pay Equity ◽  
Employment Standards ◽  
And Gender ◽  
The Right

The year 2008 was a busy one for matters relating to women, work and industrial relations. The Labor Government introduced the Fair Work Bill with a new bargaining stream for low paid workers and new National Employment Standards, which include the right to request flexible working arrangements and extended unpaid parental leave. A number of public inquires on issues pertaining to women and work were also initiated. In this first annual review of women, work and industrial relations we focus on three topics highlighted in 2008 — pay equity, working hours flexibility and paid maternity leave — and assess the implications of the proposed policy changes for women and gender equity.

Automatic Milking Systems: an option to address the labour shortage on New Zealand dairy farms?

2002 ◽  
pp. 39-43
Author(s):  
J.G. Jago ◽  
M.W. Woolford
Keyword(s):  
New Zealand ◽  
Dairy Industry ◽  
Research Programme ◽  
Working Hours ◽  
Dairy Farms ◽  
Small Scale ◽  
Labour Shortage ◽  
Commercial Farms ◽  
Grazing Systems ◽  
Automatic Milking Systems

There is a growing shortage of labour within the dairy industry. To address this the industry needs to attract more people and/or reduce the labour requirements on dairy farms. Current milk harvesting techniques contribute to both the labour requirements and the current labour shortage within the industry as the process is labour-intensive and necessitates long and unsociable working hours. Automated milking systems (AMS) have been in operation, albeit on a small scale, on commercial farms in Europe for a decade and may have the potential to address labour issues within the New Zealand dairy industry. A research programme has been established (The Greenfield Project) which aims to determine the feasibility of automated milking under New Zealand dairying conditions. A Fullwoods MERLIN AMS has been installed on a protoype farmlet and is successfully milking a small herd of 41 cows. Progress from the prototype Greenfields system offers considerable potential for implementing AMS in extensive grazing systems. Keywords: automated milking systems, dairy cattle, grazing, labour

Promoting gender equity in sport science

2020 ◽  
Keyword(s):  
Gender Equity ◽  
Good Practice ◽  
Quality Criteria ◽  
Gender Inequity ◽  
Sport Science ◽  
Representation Of Women ◽  
Exercise Medicine ◽  
Scientific Disciplines ◽  
Individual Ability ◽  
Scientific Awards

Gendered norms, stereotypes and biases implicitly influence our thoughts, attitudes and behaviours. These often lead to gender inequity, a phenomenon inherent in society and reflected in its various contexts. The increasing awareness of this inequity is leading to reflection and changes in society as a whole and its communities, organisations and institutions. In scientific disciplines, gender inequity has been, and still is, a point of discussion and consideration. In many cases, these discussions have led to positive and sustainable changes at both a structural as well as a policy level. This opinion piece discusses gender inequity in the context of sport science and, in particular, sport medicine in Switzerland. Specifically, academic position (professorships), first authorship of peer-reviewed publications in the SEMS-Journal as well as conference participation and scientific awards in two Swiss sport science organisations: Sportwissenschaftliche Gesellschaft der Schweiz (SGS) and Sport & Exercise Medicine Switzerland (SEMS) in terms of frequency are presented and discussed. An under-representation of women is observed in most categories. Finally, recommendations for promoting and supporting equity while maintaining an objective consideration of quality criteria and individual ability are put forward using examples of good practice.

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