Congratulations to our investment partners who won at the 2015 YWCA Equal Pay Awards last night! Global Women major partner ANZ was the Supreme winner, for best practice as an equal pay employer. Our support partner IAG was named Gold Champion, and support partner Bell Gully was awarded (jointly with the Education Review Office) the Silver Distinguished Award. The Bronze Emerging trophy was won by the New Zealand Defence Force.
The awards were sponsored by Global Women investment partners EY and Westpac, along with Coca-Cola Amatil New Zealand.
Global Women member Susan Doughty, Equal Pay Awards judge and Human Capital partner at EY, commended all 2015 winners and entrants.
“As judges we have been impressed by the level of transparency and honesty coming through in the Awards entries. Businesses have fronted up to the pay gaps they have uncovered, showing us their challenges warts and all. These organisations have been quick to act, sharing their response plan and the innovative strategies implemented to address the issues. Without doubt, the most successful case studies have come from organisations who have had commitment at Board level to address equal pay,” says Doughty.
Strategies for success
Below are just some of initiatives each Global Women’s winning investment partners have put in place that led to winning the awards:
ANZ’s strategies include gender balanced graduate and talent programmes, recruitment policies, workplace flexibility, great parental leave packages, a thought leadership programme and closing the superannuation gap by making KiwiSaver contributions while on parental leave. ANZ aims to increase women in management and has programmes to ensure they transition easily back to work after maternity leave. “Our Supreme winner, ANZ, has rigorously implemented gender inclusive strategies and initiatives across every aspect of their business,” says YWCA Auckland CEO, Monica Briggs.
IAG policies include gender-balanced recruitment and talent programmes, workplace flexibility, remuneration and promotional reviews, and “Inclusive Leadership Programme” training and female leadership targets. Mothers are supported when returning to work. IAG supports many community-based programmes including AMI’s “Walking School Bus” programme, Re-New Mothers Trust and Global Women. The commitment to Diversity and Inclusion comes straight from the top – CEO Jacki Johnson says “There needs to be strong leadership from the top, setting an expectation that everyone needs to behave inclusively.”
Bell Gully has built an inclusive culture with its Gender Diversity Policy, leading to an increase of female partners from 9 percent to 14 percent, and a good balance in the support team. Bell Gully has a focused suite of initiatives and policies – for example monitoring of female promotion even with parental leave, and analysis of equal pay efforts.
YWCA Auckland CEO Monica Briggs is delighted to share the success of this year’s winners who are sure to inspire other employers.
“As the pay gap grows, we are compelled to start seeking the solutions. Thought leadership is part of the solution here and we are thrilled to present some outstanding case studies that can motivate others to follow suit,” she says.