Breadcrumbs

Champions for Change has published the 2019 results of the annual gender and ethnicity survey. While participation has increased by 38%, the foundation group of year one has shown an increase in female representation at all senior management levels.

Year two results

This is our second year reporting under the framework and we are encouraged by our year-on-year results. Our foundation group (those 26 organisations who reported in both 2018 and 2019), showed an increase in female representation at all senior levels of management. 

Outside of these category gains, we also increased participation in our reporting sample, up from 26 organisations (83,000 employees) participating in 2018, to 39 organisations (113,000 employees) participating in 2019 (an increase of 38%). New organisations participating in the diversity reporting had lower female representation on average, so while the data sample is larger, it has driven down the overall average of the new reporting group.

Read the 2019 Report

Female representation by work category for Champions for Change group1

 

Board KMP Other execs/GMs Senior
management
Other
managers
Non-managers Workplace
participation
NZ Champions for Change

37.3%

34.6%

30.9%

37.3%

38.6%

46.7%

44.8%

International comparisons2

NZX

28.4%

22.4% *

~

~

~

~

~

NZ State Sector

47.4%

~

~

~

~

~

~

WGEA

25.8%

30.5%

31.3%

35.2%

42.6%

51.4%

50.1%

FTSE 1004

30.2%

21.1%

27.8%

~

~

~

~

WIW

~

22.0-23.0%

29.0%

34.0%

38.0%

48.0%

~

1 Percentages displayed exclude Gender diverse and employees that have not stated their gender. For this reason, total may not always add up to 100%. Gender diverse and not stated represent ~0.4% of total workplace participation
2 Represents New Zealand, New Zealand, Australia, UK and USA respectively
* 'Officers' taken to refer to KMP. Executive Committee taken to refer to KMP, Direct reports to executive taken to refer to other execs and GMs

There is still work to be done

The gender data from our second year of reporting continues to show women as under-represented in senior management roles, with a particular drop off in the pipeline at the ‘other executives/general managers level (30.9%) and flowing on to KMP and Board level (34.0% and 37.3% respectively). 

The foundation group recorded progress in female representation in senior management levels and above, most significantly an increase of 4.4pp female representation at board level. In ‘other managers’ and ‘non-manager’ categories, female representation remained relatively stable, with decreases of less than 1pp, across the comparable data sets.

Concerted efforts

Building on last year’s framework we were able to capture ethnicity data from 78% of employees, highlighting the need for further refinement of the ethnicity reporting process. The complexity of accurately representing the ethnic diversity within our organisations requires further consideration. A key focus for the 2020 Diversity Report will be the way in which we best capture ethnicity data to meaningfully reflect how individuals identify and express their ethnicity.

Long term, our intention is to build on these foundation metrics to further expand the scope of our reporting. We are currently working on the development of a consistent set of gender pay gap reporting guidelines, and have a pilot group testing these guidelines over coming months to determine an agreed format to add to our diversity reporting framework. 

Committed to progress 

New Zealand is unique internationally in basing its concept of ethnicity solely on the basis of cultural affiliation and self-identification, rather than any concept of race, ancestry, nationality or citizenship and the biological, historical and legal concepts bound up in these. It is noteworthy that at present, there is no single, standard, international way of measuring and reporting of ethnicity where people are able to choose multiple ethnicities. In New Zealand, it is also not compulsory for employees to provide a response on ethnicity.

We are committed to building on the current ethnicity reporting framework through continued engagement and collaboration, in order to more accurately capture the ethnic diversity within our Champion organisations.