NCWNZ Action Item Response Sheet
Please send your responses to National Office email to office@ncwnz.org.nz
and put in the Subject line: Action Item response: Informing a Draft Gender Equality Strategy
Date sent: 24 October 2014
Document Informing a Draft Gender Equality Strategy
Committee/Writer National Office
Action Item due date
17 December 2014
Website where document can be viewed
NA
Business and Professional Women New Zealand Responder, eg
Name of Branch,
NOS, individual
Number of people contributing to response
Introduction
Based on work done by members & previous advocacy
Earlier this month we sent a letter, accompanying The Circular, announcing that NCWNZ is developing a gender equality strategy for New Zealand. The aims of the gender equality strategy are to:
 Raise public awareness improve understanding of gender equality and what needs to happen to achieve it
 Persuade influential parties to take action to progress gender equality – the
Government; employers, educational institutions, members of the public
 Provide guidance to those who are wanting to take action
 Provide a benchmarking and monitoring framework through which gender equality performance can be measured over time.
The strategy extends our work to assess and report on our country’s progress against international human rights agreements including the Convention on the Elimination of All
Forms of Discrimination Against Women (CEDAW) and the Beijing Platform for Action (Beijing
+20). It will also support and build on the work that many of our members and branches are doing to progress key areas of inequality – including violence, workplace issues (e.g. pay equity and leadership), gender stereotypes and sexism.
The strategy will include:
 A vision of what gender equality will look like when achieved. This would cover: o what statistics/outcomes we would see in key areas like violence, the workplace, personal finances o what life would look like for different groups – e.g. a mother in paid employment, a full-time parent, a couple in paid employment, an employer, a female employee in a male dominated workplace, a school student etc.
 A description of the current state – which provides statistics and anecdotes highlighting areas of current inequality
 What steps are needed to get from where we are currently to a state of gender equality.

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This document will be written for the general public, decision makers and the Government – in order for us to build greater support for the need for action. This will be the council’s major activity this year and we expect to develop programmes from it.
If you have any questions or want to discuss this, please contact NCWNZ Chief Executive Sue
McCabe on 04 473 7623 or sue.mccabe@ncwnz.org.nz
.
Your responses
We have identified four questions and six key areas that we would like you to focus on. The questions are outlined in the next section, and the key areas are:
 Domestic violence
 Pay equity
 Women in leadership
 Culture (sexism, stereotypes)
 Personal finances
 Health and welfare
You may only be interested in a particular part of the report – eg one topic in particular or providing information on the current state. You may like to focus on what our country would look like if we had gender equality; or think specifically about measures of success. Give us a little or a lot – specific or general.
We have provided a table format in a Word document, but feel free to give us the information in a different format. We do request that you provide the answers in the sections as outlined below
– rather than one long response. This will make it easier for us to do justice to key themes and points coming through.
We would appreciate electronic responses.
Notes on the consultation questions
Evidence-based
We want this strategy to be evidence-based so that it can be persuasive about the need for action. Therefore we are interested in robust statistics and research driving all content. Where we are mentioning a problem or issue, we want to quantify it if at all possible; where we recommend a particular action, we want to outline the evidence that will show it will work, and how we will know if it has worked – what would be the measure.
Focus on gender equality – what action can we take so that women attain it in areas of current inequality
Please make sure that your responses clearly demonstrate the link with women achieving equality with men. For example, if you propose lifting the minimum wage outline the link with gender equality. In order for this document to remain of readable size and make an impact, it has to stay tightly focussed. It will reference other NCWNZ documents, including the Book of
Resolutions, our current remits etc – but it will not be able to mention all of them.

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Notes on question one: Please identify existing research and statistics that highlight the current state (in addition to those used in NCWNZ’s CEDAW and Beijing + 20 reports)
We propose the draft strategy sets the scene by telling readers where women have gender equality and where they don’t. Through the wonderful work already done on the draft report on our country’s progress with the Convention on the Elimination of All Forms of Discrimination
Against Women (CEDAW) and the Beijing Platform for Action, we already have much research.
Please read these documents which can be found on the CEDAW section of our website and only tell us if you have different or additional statistics or research to those in these reports.
Notes on question two: Tell us what gender equality would look like in each of the identified areas.
What would it look like if women had equality with men in each of the areas outlined? For this answer we are interested in both:
 statistics – for example, the Income Survey on the gender pay gap;
 a persona-based approach to answering. What would gender equality look like for different groups? - e.g. a mother in paid employment, a full-time parent, a couple in paid employment, an employer, a female employee in a male dominated workplace, a female student, a school student etc. We encourage you to think about the impact on men of women achieving gender equality too – for example how it would change their working or home lives or the stereotypes men face.
Notes on question three: What needs to happen to get from our current state to gender equality?
What are the top three programmes, policies, legislation, public action, attitudinal or behaviour change needed for each area. Why?
We want you to prioritise a maximum of three actions for each area. Please also think about actions for different groups. For example, what can employers, Government, male partners, parents, women, educators, or the media do? Please tell us why this action is important and where possible the evidence or study that supports the change.
Notes on question four: How would we measure gender equality progress?
Connected to the answers you have previously given, how would we know if we were progressing gender equality. What statistics would we see in specific areas or what change in society?

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Consultation questions for NCWNZ’s gender equality strategy
1.
Please identify existing research and statistics that highlight the current state (in addition to those used in NCWNZ’s CEDAW and Beijing + 20 reports)
Domestic violence
Best statistics can be found from the Family Violence Clearing House who annually collate publicly available data, Refer: https://nzfvc.org.nz/familyviolence-statistics#population-research
They include data from New Zealand Police, Ministry of Justice, Ministry of
Health, Child, Youth and Family, Women’s Refuge, Family Violence Death
Review Committee reports and population-based research.
The Issues Papers prepared for the Family Violence Clearing House https://nzfvc.org.nz/issues-papers
In particular (titles self-explanatory):
Issues Paper 2, June 2012, Measurement of family violence at a population level: What might be needed to develop reliable and valid family violence
indicators?, written by Pauline Gulliver, PhD and Associate Professor Janet
Fanslow, PhD issues Paper 7, November 2014, Intimate partner violence and the workplace, written by Margaret Rayner-Thomas, MPH, Janet Fanslow, PhD and Robyn
Dixon, PhD:
Statistics from Women’s Refuge on number of women and children seeking help from women’s refuges plus information on their age and type of abuse https://womensrefuge.org.nz/WR/Domestic-violence/Statistics.htm
Pay equity
Paper on MSD website https://www.msd.govt.nz/about-msd-and-ourwork/publications-resources/research/scale-nature-familyviolence/index.html
entitled The Scale and Nature of Family Violence in New
Zealand: A Review and Evaluation of Knowledge(2007) by Denise Lievore and Pat
Mayhew
Refer the World Economic Forum Global Gender Gap report page 284 http://www.weforum.org/issues/global-gender-gap
Worrying trend was the drop for the score of wage equality for similar work from 0.75 in 2013 to 0.72 in 2014 and a drop in global ranking in that area from
20 th to 33 rd .
Statistics NZ Quarterly Employment Survey particularly Table 9 Hourly rates by
sex http://www.stats.govt.nz/browse_for_stats/income-andwork/employment_and_unemployment/QuarterlyEmploymentSurvey_HOTPSe p14qtr.aspx
with female rates being 86% of male hourly rates. In the June 2014 survey New Zealand women earned on average $24.70 an hour compared with
$28.70 an hour on average for men. That is, women earned 86.1% of men's earnings, a gap of 14%. This is down from 87.3% in June 2013.
The NZ Trade Unions Council estimate that 635,000 NZ workers (Over 30%) are in insecure work. The majority are women with contracts which provide little security of hours of work and leave them “on call” putting family and recreation on hold. Refer union.org.
nz /sites/union...
nz /.../ Under Pressure -
Detailed-Report-Final.pd.

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Women in leadership
The EEO commissioner of the Human Rights Commission releases statistics and comments. Three useful papers are: a)
the Census of Participation of women 2012 http://www.hrc.co.nz/2012/11/25/commission-releases-census-ofwomen%E2%80%99s-participation-2012/ b) What’s working: improving equal employment opportunities in the public
service http://www.hrc.co.nz/eeo/whats-working-improving-equal-employmentopportunities-in-the-public-service/ c) Caring Counts: Report of the Inquiry into the Aged Care Workforce http://www.hrc.co.nz/eeo/caring-counts-report-of-the-inquiry-into-the-agedcare-workforce/
By drawing upon industry wide data and monitoring the financial inroads made to reduce the gap across all employment fields we will not see financial independence for women. Unconscious bias is more prevalent than one would imagine and will often hinder a woman’s pursuit of independence..
It could be concluded that “success” in gender and pay equity terms has been constrained by minimum buy in of equal pay for equal value work worked,
Attention to the role labour markets play in contributing to gendered patterns of pay needs more rigorous monitoring,
Refer the World Economic Forum Global Gender Gap report page 284 http://www.weforum.org/issues/global-gender-gap
The score for the number of women who are legislators, senior officials and managers remained at ,67 from 2013 to 2014 and the scoring for political empowerment remained steady at .37 over the two years.
The Gender Stocktake of State Sector Boards and Committees is undertaken annually by the Ministry of Women’s Affairs. They count the Ministerial appointments to state sector boards and committees as at 31 December 2013.
The participation rate of women on state sector boards and committees as at
December 2013 was 41.1 percent. This is an increase from 40.5 percent in
2012.
- See more at: http://mwa.govt.nz/documents/2013-gender-stocktake-statesector-boards-and-committees-2014#sthash.pYS2ymN6.dpuf
Gender diversity annual statistics from NZX. https://www.nzx.com/companies/NZX/announcements/247750
Useful research information is on the Women on Boards New Zealand website http://www.wob.org.nz/research/ Areas addressed include examining three factors, unconscious bias, career breaks and flexible working. They create barriers to women’s career progression and contribute to the loss of leadership talent.
As well as low representation of women on boards there is low representation at partner level in public accounting firms. These issues are explored at http://www.nzica.com/News/Archive/2012/October/Women-on-boards.aspx

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Culture
(Sexism & stereotypes)
Personal finances
The continued portrayed view of beauty, particularly from a Western cultural view, is heavily skewed towards an idealized shape and thinness which is unattainable for most women. This portrayal has clear negative impacts on the mental health, self-esteem and well-being of many young girls and women.
Refer http://cdp.sagepub.com/content/10/5/181.short
No measurement currently exists.
Women on benefits face huge challenges with housing, food and family costs.
Rental and school costs are increasing much faster than annual benefit increases. http://www.stuff.co.nz/national/education/9606012/Thousandsneed-help-to-cover-school-costs
Problem debt is rising for some areas of society. Refer the Families Commission paper on indebtedness in NZ families. www.familiescommission.org.
nz /web/beyond...
debt /part-four.html
According to international studies, a young single parent, living in rental accommodation, is the archetypical ‘problem debtor’ (Balmer et al, 2005). This is increasingly becoming a women’s issue. Little gender disaggregated data is available on this in NZ. The Reserve Bank provides statistics on household debt but has no information on which of these households are couples, which are headed by a sole parent of either sex and which are superannuitants of either sex. Refer http://www.rbnz.govt.nz/statistics/key_graphs/household_debt/
Employment is becoming more precarious in New Zealand with increasing numbers of zero hours contracts or “as required” contracts decreasing job security and affecting personal finances with a flow on affect to housing and social consequences on a national level. Women in caring, cleaning, retail and hospitality jobs are most affected and have no basis on which to build definite budgets as work hours change. A detailed report on insecure work is available at http://union.org.nz/sites/union.org.nz/files/Under-Pressure-Detailed-
Report-Final.pdf
Health and welfare
Forced marriage is a big issue for NZ’s migrant population. Currently in NZ, the marriageable age is 18 years. Marriage is illegal under the age of 16, however
16 and 17 year olds (minors – defined as “children” in the Convention on the
Rights of Children) who wish to marry can do so with parental consent. This occurs on average about 80 times per annum with 80% of those being girls.
There is real concern and knowledge/proof within Shakti (Shakti Community
Council Inc NZ /Asian Women’s Support Group) that many of these 16-17 year old are being forced into marriage
.
Refer http://shaktiinternational.org/about-us-nz/
Insecure work ( http://union.org.nz/sites/union.org.nz/files/Under-Pressure-
Detailed-Report-Final.pdf
) not only affects finance but health and welfare.
Increasingly workers in many industries (care, cleaning, retail and hospitality in particular) are on call regularly and thus put their lives on hold. For many women this means ceasing activities with their families or which nourished their own well-being.
Debt has a huge influence on health and welfare,
Women with disabilities face multiple issues and discrimination.

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2.
Tell us what gender equality would look like in each of these areas.
Domestic violence
Gender equality would see the threat of intimate partner violence disappearing as it would no longer be accepted as part of a societal norm. There would be ostracism of perpetrators.
Intimate partner abuse and child abuse would no longer make up 50% of violence in New Zealand. It would not be accepted.
If domestic violence was seen to be unacceptable to peers it would have a ripple on effect through families. Often this is an intergenerational issue and with gender equality there would be an opportunity to change the mind-set of a new generation growing up who would learn better ways to deal with anger and this would see a reduction in society as a whole..
Mechanisms being established e,g 'It's Ok to Help' campaign where employers are providing support for women who have been in a violent relationship to have the time to take leave during work hours to see lawyers, meet with professionals and have support in the workplace. This ensures employers can maintain valued staff while providing women the opportunity to put safety mechanisms in place so they can continue to work and support their families
.
Pay equity Gender equality in pay equity would see equal pay for work of equivalent value.
Key to this would be the reduction in systemic inequality as the value of many female dominated jobs would be increased and the hourly rate gap would be reduced. A key component here is the follow through on the Kristine Bartlett case after the High Court ruling.
Gender equality would also see the removal of unconscious bias for all. Women and girls would be choosing to enter a wider range of career and training opportunities including technical and construction.
Women in leadership
Gender equality with subsequent pay equity would lead to more satisfying and more productive workplaces. It makes good business sense to ensure all workers feel valued and have the opportunity to strive for promotion.
Pay equity for the aged care workforce will avert a looming crisis. The current aged care workforce is aging and there is little take-up of this occupation by younger women. At the same time the number of New Zealand citizens requiring care is increasing rapidly as the baby boomer generation ages.
There would be an acceptance that good governance and financial results in business or government are best served by men and women working together, sharing leadership roles and benefiting from combined strengths.
Gender equality would mean that opportunities for women to advance in the leadership pipeline in companies and industry groups would be taken for granted. It would also mean that women would lean in to such opportunities and expect results based on their skills and experience.
There would be 50/50 split on governance roles.
NGOs working with corporations and businesses who have signed the Women's
Empowerment Principles, who are implementing pay equity in their companies and developing processes to assist and encourage women into middle and senior management positions. These companies are working alongside BPWNZ

Culture
8 in seeing leadership opportunities and wanting to move forward as industry leaders and are attracting young women due to their policies and transparent processes.
Diversity of images of women that encouraged positive body image. There would be more diversity in the selection of models, a wider range of clothing sizes in retail fashion, the use of realistic and natural images of people and clear disclosure when images have been digitally manipulated .
Women and girls would be encouraged to reach their potential and not be held back by barriers of poor body image and resulting low self-esteem.
Personal finances
With gender equality would come emphasis on the requirements of raising a family and ensuring basic needs could be met.
Third tier financial institutions, mobile trucks and door to door salesmen which target the most vulnerable in society would have their activities heavily curtailed and this would decrease the debt levels of many women particularly sole parents.
Employed women would know what their minimum pay would be based on agreed secure hours and could budget accordingly.
Health and welfare
Gender equality would see the end of forced marriages and young girls and women accorded full human rights to choose whether to marry.
Human rights issues would ensure that employees have the right to free time for themselves and not be tied to draconian contracts which keep workers on call. As this issue mainly affects women it is a gender equality issue.
Women with disabilities would not encounter barriers when seeking support services and facilities required to enable them to live independently.
3.
What needs to happen to get from our current state to gender equality? What are the top three changes - policies, legislation, public action, attitudinal or behaviour change needed for each area. Why?
Domestic violence
Despite having robust domestic violence legislation, violence against women and children continues to be a serious issue and violation of human rights in
New Zealand. A long term multi-faceted and well-funded approach is needed to change social norms. Political will is needed.
We should demand that Leaders of all Parties and all Ministries work for a wellresourced long-term cross-party, cross department strategy to change social norms and eliminate violence against women.
This would mean a multi-pronged approach:
 Training for young people on healthy and respectful relationships and what consent means
 Age appropriate sexuality education in all schools
 Encouragement for all to be courageous and call out abuse when we see it
 Alternative routes for victims to seek help
 Easy access to contraception and sexual health services for women

Pay equity
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 Focus on perpetrator
 Training of judiciary and all who work in this area
 Culturally appropriate ways of working with Maori, Pacifica and migrant women
 Listening to stories of victims and critiquing and reviewing services
Such an all-encompassing approach is needed to change entrenched societal attitudes. Piece meal policy that changes with changes in government do not work and should be rejected. Strong advocacy for a long term cross party accord on this issue is needed. A whole of government and a whole of society approach is needed to eliminate violence against women.
Workplaces are also an ideal place to work with Intimate Partner Violence and companies that sign up to the Women’s Empowerment Principles work through this issue under Principle 3 “Ensure the health, safety and well-being of all women and men workers”.
The gender pay gap, the difference in earnings of men and women, has remained remarkably resilient over the past two decades in New Zealand and a number of other countries, despite a range of legislative and policy initiatives aimed at narrowing this.
Key changes are: a) Attitudinal and behaviour changes backed by smart business thinking and competitive awards bestowing prestige. Aim is to provide women with information on employers of choice such that top candidates go to companies with good track records in providing opportunity. Lead by campaigns such as o Women’s Empowerment Principles (partners in NZ are UN
Women, BPW NZ, Human Rights Commission and the EEO
Trust). Currently 42 New Zealand signatories and have annual awards event (White Camellia awards) Refer http://business.scoop.co.nz/2014/10/03/congratulations-tonzs-banks/ o YWCA Equal Pay Awards for which Carolyn Savage, Immediate
Past President BPW NZ is a judge. http://www.nzherald.co.nz/business/news/article.cfm?c_id=3& objectid=11296531 b) Advocacy needed following the 28.10.2014 ruling of the Court of Appeal to dismiss the appeal against the Bartlett decision in the Kristine
Bartlett v Terra Nova Homes case. There is a need to press for action in female dominated industries like aged care to provide pay equity for all workers as per the Equal Pay Act 1972 c) Areas that BPWNZ have advocated on for rights of pay equity eg
Employment Relations Amendment Bill. This Bill did not provide a secure and level platform for men and women and has provided a mechanism for even further disparity. There has been a reduction in fair assessment from collective bargaining and/or the Employment
Contracts Act. Also a reduction in the rights for fair working conditions eg less morning, afternoon and lunch breaks, this has taken us back to a time before the Labour Act came into effect. The lack of rights with the
90 days employment contract and its impact on women due to lack of security and stability in the work environment, The ability to have

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Women in leadership employment terminated without any need for the employer to justify why and no ability to note if any act of discrimination has occurred. d) Enact legislation to ensure “zero hour contracts” with exclusivity rights of employment are banned and that contracts which require people to work any hours offered are illegal. Also develop a best practice code of conduct aimed at employers who wish to use flexible hours contracts e) Policy change to set targets in the public service. The Pay Equity
Challenge Coalition of which BPW NZ is a member echoes the comments of Dr Jackie Blue on this issue http://payequity.wordpress.com/2014/06/25/still-a-significant-gender-paygap-targets-needed/ a) Attitudinal and behaviour changes backed by smart business thinking and competitive awards bestowing prestige. Aim is to provide women with information on employers of choice such that top candidates go to companies with good track records in providing opportunity. Lead by campaigns such as o Women’s Empowerment Principles (partners in NZ are UN
Women, BPW NZ, Human Rights Commission and the EEO
Trust). Currently 42 New Zealand signatories and have annual awards event (White Camellia awards) Refer http://business.scoop.co.nz/2014/10/03/congratulations-tonzs-banks/ b) Training and mentoring of women into governance and leadership roles including support groups (as advocated by Sheryl Sandberg, COO of
Facebook, who also urges women to acknowledge the fear built up by societal discrimination and then lean into opportunities.) and club networks as provided by BPW NZ.
Culture
(sexism) c) Publicising women’s successes in leadership positions gives inspiration and confidence to other women a)
Support the development of a Voluntary Industry Code of Conduct on
Body Image, asking the fashion industry and all forms of media to stop portraying unrealistic, extremely thin figures in their promotional material
.
Personal finances b) Also challenge all reporting of women leaders where their looks or clothing is focussed on. a) Increase financial literacy education in schools to ensure all participants understand how to budget and to check out credit contract details before signing. To also provide understanding of business models and investment.
b) Refer to Professor Johnathan Bradshaw’s paper on solutions for child poverty at http://www.occ.org.nz/assets/Uploads/EAG/Finalreport/Final-report-Solutions-to-child-poverty-evidence-for-action.pdf
c) Widen the scope of the Credit Contracts and Consumer Finance
Amendment Act 2014 on which BPW NZ submitted to ensure more protection for the financially stressed.
d) Enact legislation to ensure “zero hour contracts” with exclusivity rights of employment are banned and that contracts which require people to

Health welfare and
11 work any hours offered are illegal. Also develop a best practice code of conduct aimed at employers who wish to use flexible hours contracts a) Legislation, as per the private member’s bill originally put forward by
Dr Jackie Blue is required to revise the minimum age of marriage to 18 years with no exceptions for parental consent. b) Better implementation of the 2012 agreement of Police, Work and
Income, the Ministry of Education, Immigration New Zealand, Family &
Community Services, and Child, Youth and Family to ensure cases suspected of being forced marriage or abuse in the migrant community are treated appropriately . In particular there needs to be a more engaging pathway to these agencies for migrants as we have a huge trust issue here. c) More resource put into identifying the problem and building toolkits for specific situations.
d) New Zealand must not legislate to remove the links between building modifications and improved accessibility to ensure women with disabilities can access services, goods and accommodation.
4.
How would we measure gender equality progress?
Domestic violence Reliable data on the situation of women, children, the elderly and same sex relationships is needed to inform the development and implementation of policies, legislation and actions for the prevention and response to violence, exploitation and abuse. Only when this is done can we truly measure the where, when and why.
If we are committed to the dissemination of lessons learned these databases will contain abstracts and full text reports of evaluation, studies and survey related to all forms of domestic violence and which programmes are compliant with current legislation. At present ALL information is collected and bundled together.
Useful measurement tools are: a) Using the new police measuring tool, the Ontario Domestic
Assault Risk Assessment ( Odara), which predicts how likely domestic violence offenders are to reoffend. Note that initial results are yet to be released for NZ. b) Measuring the year to year change from the collated figures produced by the Fanily Violence Clearing House which includes data from NZ Police, Ministry of Justice, Ministry of
Health, Child, Youth and Family, Women’s Refuge, Family
Violence Death Review Committee reports and population based research. Refer: https://nzfvc.org.nz/family-violence-statistics#populationresearch c) Decreasing number of women and children seeking help from

Pay equity
Women in leadership
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Women’s Refuges
In regards to measurements the Census and previous reporting structures that were in place that now the Ministry of Women and NZ
Statistics should continue and those by employment agencies such as
Hayes Recruitment. These should be reviewed annually to reflect what the current trends and potential gains or real discrepancies in income between women and men in the same areas of employment.
They show clearly where attitudes and change is required
.
Also: a) Increased score year on year in the WEF Global Gender Gap score for pay equality b) Statistics NZ Quarterly Employment Survey results particularly the hourly rates published c) Number of NZ companies and organisations which have signed up to the Women’s Empowerment Principles. d) To ascertain the number of women affected by zero hour and flexible hour contracts keep gender-based statistics at the
Ministry of Social Welfare on the number of workers needing intermittent income top-ups because of fluctuating hours
.
e) M inistry of Business innovations and Employment has presented a History of Pay and Employment Equity in NZ which needs to be up dated and regularly analysed to movements in different employment areas. Surveys of the general public on attitudinal beliefs in all work forces and the value in what each position holds. f) Update to the Census of Participation of Women 2012 prepared by the Human Rights Commission g) Significant increase in pay for aged care, ;laundry and cleaning staff following the Kristine Bartlett case and in line with the provisions of the Equal Pay Act 1972. h) Set and measure against targets for public service staff a) Number of NZ companies and organisations which have signed up to the Women’s Empowerment Principles. b) The Gender Stocktake of State Sector Boards and Committees as undertaken annually by the Ministry of Women’s Affairs. c) Inclusion of NZ companies in APEC’s recognition of the 50 best companies which recognise and promote women – (2014 included BNZ, Westpac and Kensington Swann.) d) Improvement of female participation in the NZX Gender
Diversity Annual Statistics. https://www.nzx.com/companies/NZX/announcements/2477
50 e) Improved score year on year in the WEF Global Gender Gap

Culture
Personal finances
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Report on number of women who are legislators, senior officials and managers and improved scoring for political empowerment. f) Attention to the role labour markets play in contributing to gendered patterns of pay needs more rigorous monitoring. a) Measure the signatories to a voluntary code of conduct on body image once it is set up. b) Provide awards for excellence within the fashion industry for areas within the code and measure participation rates. a) To ascertain the number of women affected by zero hour and flexible hour contracts keep gender-based statistics at the
Ministry of Social Welfare on the number of workers needing intermittent income top-ups because of fluctuating hours
Health and welfare b) Update the Families Commission paper on Problem Debt c) Disaggregate the data in the Reserve Bank household debt statistics to provide information on households headed by women.
a) In terms of gender equality in the migrant community and forced marriage. Better statistics need to be kept by the police and other agencies. b) Statistics on women and girls with disabilities undertaking tertiary education needs to be begun to give a year on year measure of progress in this area.
What other comment would you like to make?
Please tell us if you have a specific interest in the strategy development, or expertise in any relevant area that you’re happy to share to support the document.