scholarly journals Pay Equity and Equal Employment Opportunity: Policy, Rhetoric and Reality in the 2004 New Zealand Labour Market

1970 ◽  
Author(s):  
Prue Hyman
Keyword(s):  
New Zealand ◽  
Equal Opportunity ◽  
Labour Force ◽  
Pay Equity ◽  
Select Committee ◽  
Equal Pay ◽  
Pacific People ◽  
The Public ◽  
Equal Employment ◽  
The Government

Pay equity (here interpreted as equal pay for work of equal value) has long been official Labour Party policy, although never properly implemented. The recent Taskforce on Pay and Employment Equity in the Public Service, Public Education and Public Health proposes advances in those sectors. At the same time, Part Two of the Employment Relations Law Reform Bill a First Reading Stage would have repealed the only possible, if disputed, legislative underpinning for equal pay for work of equal value in the public and private sectors. After submissions and lobbying, the government sensibly agreed to the Select Committee recommendation to withdraw this from the Bill. The HRC report "Framework for the Future: Equal Employment Opportunities in New Zealand" finds little progress in the employment position of people with disabilities, while the status of Pacific people in the New Zealand labour force is even worse than that of Maori- nor has gender equality yet been achieved. It argues that a lack of equal opportunity creates social tension while New Zealand is being held hack economically through talent being under-utilised. This paper will discuss these reports and developments, government policy and the realities in these areas in 2004 New Zealand.

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 Coping with a New Curriculum: The Evolving Schools Program at the Carter Observatory, New Zealand

1998 ◽  
Vol 162 ◽  
pp. 267-272
Author(s):  
K. Leather ◽  
F. Andrews ◽  
R. Hall ◽  
W. Orchiston
Keyword(s):  
New Zealand ◽  
Education Program ◽  
Science Curriculum ◽  
National Observatory ◽  
Education Programs ◽  
The Public ◽  
New Science ◽  
Making Sense ◽  
Astronomical Research ◽  
The Government

Carter Observatory is the National Observatory of New Zealand and was opened in 1941. For more than ten years the Observatory has maintained an active education program for visiting school groups (see Andrews, 1991), and education now forms one of its four functions. The others relate to astronomical research; public astronomy; and the preservation of New Zealands astronomical heritage (see Orchiston and Dodd, 1995).Since the acquisition of a small Zeiss planetarium and associated visitor centre in 1992, the public astronomy and education programs at the Carter Observatory have witnessed a major expansion (see Orchiston, 1995; Orchiston and Dodd, 1996). A significant contributing factor was the introduction by the government of a new science curriculum into New Zealand schools in 1995 (Science in the New Zealand Curriculum, 1995). “Making Sense of Planet Earth and Beyond” comprises one quarter of this curriculum, and the “Beyond” component is astronomy.

scholarly journals Free and Frank Advice and the Official Information Act

2018 ◽  
Vol 14 (2) ◽  
Author(s):  
Andrew Kibblewhite ◽  
Peter Boshier
Keyword(s):  
Decision Making ◽  
New Zealand ◽  
Government Agency ◽  
Government Officials ◽  
The Public ◽  
Good Government ◽  
Work Programme ◽  
The Government ◽  
The Right ◽  
Official Information

Concern exists that New Zealand hasn’t struck the right balance between two potentially competing principles of good government: officials should provide free and frank advice to ministers, and the public should have opportunities to participate in decision making and hold the government to account. Steps we have taken to address this include: strengthening constitutional underpinnings for free and frank advice (Cabinet Manual changes and issuing expectations for officials); a work programme to improve government agency practice in relation to the Official Information Act; and the Office of the Ombudsman reducing uncertainty about when advice can be withheld by issuing new principles-based guidance and providing more advisory services.

Equal Opportunity and Gender Disadvantage

1994 ◽  
Vol 7 (1) ◽  
pp. 61-71 ◽  
Author(s):  
Lesley A. Jacobs
Keyword(s):  
Affirmative Action ◽  
Equal Opportunity ◽  
Wage Gap ◽  
Equality Of Opportunity ◽  
Gender Inequalities ◽  
Pay Equity ◽  
Employment Equity ◽  
Equal Pay ◽  
And Gender ◽  
The Ideal

Recently, in Canada both the Federal Government and various provincial governments have introduced a series of measures intended to address gender inequalities in the workplace. These measures are of two basic types. Employment equity policies involve the implementation of affirmative action programmes designed to encourage the hiring and promotion of more women in, for example, the civil service. Pay equity policies have sought to institutionalize the principle of equal pay for work of equal value or, to use the American terminology, comparable worth. The aim of this paper is to resurrect the presently out of fashion view that the principles of affirmative action and comparative worth that underlie employment equity and pay equity can be defended on the grounds that they contribute to the realization of an ideal of equality of opportunity between men and women in Canadian society. This view, although once prevalent among those concerned with gender issues, has been pushed aside, largely because of doubts about the visionary depth of the ideal of equality of opportunity. It has been replaced instead by an ideal of equality of results which emphasizes the goal of reducing the gender wage gap. It is my intention here to formulate a principle of equality of opportunity that can incorporate recent feminist legal and political philosophy in a way that offers a promising way to analyze issues posed by gender inequalities in the workplace and, as a result, provide a clear rationale for the recent employment equity and pay equity initiatives in Canada.

scholarly journals ‘Urgent’ legislation in the New Zealand House of Representatives and the bypassing of select committee scrutiny

2012 ◽  
Vol 8 (2) ◽  
Author(s):  
Elizabeth McLeay ◽  
Claudia Geigringer ◽  
Polly Higbee
Keyword(s):  
New Zealand ◽  
House Of Representatives ◽  
National Party ◽  
Employment Relations ◽  
Select Committee ◽  
The Government

The day after the opening of the new Parliament in December 2008, the National Party minister and Leader of the House, Gerry Brownlee, moved a motion to accord urgency to certain aspects of business. This was passed by 63 votes to 52, with the Māori Party abstaining. It was resolved ‘that urgency be accorded the introduction and passing of Government bills dealing with taxation, employment relations, bail, education and sentencing’, and some other aspects of House business (New Zealand House of Representatives (NZHR), 2008). Although National had insufficient votes to govern on its own (58 in the 122-seat House) it knew that the House would approve the urgency motion because National had the support of three other parties, the Māori Party (five), the ACT party (five) and United Future (one), giving the government a secure majority so long as either ACT or the Māori Party voted for its bills and procedural motions. The above bills were not referred to select committees for public submissions and scrutiny. 

scholarly journals Reconfiguring the Relationship Between Intelligence Professionals and the Public: A First Step Towards Democratising New Zealand’s National Security?

2021 ◽  
Author(s):  
Damien Rogers ◽  
Shaun Mawdsley
Keyword(s):  
New Zealand ◽  
National Security ◽  
Public Involvement ◽  
Terrorist Attack ◽  
Current Approach ◽  
Royal Commission ◽  
The Public ◽  
The Government ◽  
University Leaders ◽  
The Relationship

The secrecy surrounding intelligence work has meant the relationship between New Zealand intelligence professionals and the public they serve has always been somewhat problematic. Over the past decade, leaks, scandals and a deadly act of terrorism have certainly not improved the public’s trust and confidence in the New Zealand Security Intelligence Service and the Government Communications Security Bureau. While the Government has undertaken several measures to strengthen the credibility of those agencies, including initiating public inquiries and bolstering governance arrangements, its current approach is rather limited, has reached those limits and could now be counterproductive. In light of the recommendations made by the Royal Commission of Inquiry into the Terrorist Attack on Christchurch Mosques on 15 March 2019 to increase public involvement in New Zealand’s counterterrorism effort, we argue that it is time for this problematic relationship between intelligence professionals and the public to be rethought and reconfigured. To that end, we identify several concrete actions that parliamentarians and university leaders could consider taking to actively support intelligence professionals as they foster a society of informed citizens and create new opportunities to bring national security matters into the heart of democracy’s deliberative processes.

scholarly journals ANALISIS IMPLEMENTASI E-KINERJA PADA LINGKUNGAN PEMERINTAH KOTA BANDA ACEH

2022 ◽  
Vol 7 (1) ◽  
pp. 39-50
Author(s):  
Ikhwan Rahmatika Latif
Keyword(s):  
City Government ◽  
Equal Pay ◽  
The Public ◽  
Is Research ◽  
Government Work ◽  
Work Units ◽  
Effectiveness And Efficiency ◽  
The Government ◽  
The City ◽  
Banda Aceh

This article is research on the implementation of e-Kinerja within the Banda Aceh City Government.  In this paper, the author uses a descriptive qualitative approach and collects data through a study of existing documents.  This method illustrates how the implementation of e-Kinerja is carried out by the Banda Aceh Government, which the author then compares with existing concepts, namely the concept of performance and reward and punishment.  The results of this study are that the implementation of the e-Kinerja system carried out by the Banda Aceh City Government has a good impact on the regional civil apparatus, the government, the City Government Work Unit (SKPK), and the public.  These impacts include making promotions and transfers based on equal job for equal pay for regional civil servants, facilitating supervision for the government, and knowing the effectiveness and efficiency of work units.

Getting a Handle on Pay Equity

2018 ◽  
Vol 50 (4) ◽  
pp. 201-202
Author(s):  
Thomas P. Flannery ◽  
Thomas D. McMullen
Keyword(s):  
Equal Opportunity ◽  
Pay Equity ◽  
Equal Pay ◽  
Equal Work

Pay equity is one of the most increasingly complex, sensitive and visible people issues facing organizations today. Understanding how to diagnose, quantify and address pay gaps, as defined by equal pay for equal work, has never been more important or more challenging. Today’s business, regulatory, political, and social climates are combining to place unprecedented levels of scrutiny on what organizations are doing—or not doing—to ensure they are fostering an inclusive environment in which all employees have equal opportunity to thrive and develop.

Recognition of the Red Cross Society of Western Samoa

1984 ◽  
Vol 24 (242) ◽  
pp. 280-281
Author(s):  
Alexandre Hay
Keyword(s):  
New Zealand ◽  
International Committee ◽  
Red Cross ◽  
Public Authorities ◽  
The Public ◽  
Western Samoa ◽  
The Government

We have the honour to inform you that the International Committee of the Red Cross, on 30 August 1984, officially recognized the Red Cross Society of Western Samoa.Founded in 1952 as an overseas branch of the New Zealand Red Cross Society and independent since 1 January 1983, the Western Samoa Red Cross Society officially applied for recognition by the International Committee of the Red Cross on 21 June 1984. Its request was supported by various documents, including a copy of the most recent report on its activities, the text of its Statutes and a copy of the “Memorandum of Understanding” of 3 November 1983, by which the Government of Western Samoa recognizes it as a voluntary aid society auxiliary to the public authorities.

Legislating for Best Practice HRM: The New Zealand Approach

2007 ◽  
Vol 36 (3) ◽  
pp. 183-196 ◽  
Author(s):  
Fiona Edgar ◽  
Alan Geare
Keyword(s):  
New Zealand ◽  
Public Sector ◽  
Policy Development ◽  
Best Practice ◽  
Employment Practices ◽  
State Sector ◽  
The Public ◽  
Formal Policy ◽  
The Government ◽  
Development Practice

In New Zealand, the government has mandated for employers in the public sector to be “good employers” (§ 56, State Sector Act 1988). According to the directive, a “good employer” is one who engages in best practice HRM. Thus, a unique opportunity exists to see if best practice HRM can be achieved through regulation. This paper explores this by examining how the good employer directive has influenced HRM policy development, practice and outcomes in the public sector. This study finds a directive to engage in best practice HRM positively impacts on formal policy adoption and the number of practices operating in public sector workplaces and some positive outcomes for EEO are also identified. Public sector employers attribute these outcomes to the directive. This would suggest regulation in the area of HRM could be effective in producing desirable employment practices.

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