Waikato Women in Leadership
Action Points
1. LEADERSHIP
Culture
1.1 To develop an overarching statement on the University’s concept and values of leadership, which women contribute
to, and which is embedded into the University documents.
1.2 To develop a culture which values distributed leadership, where women are not only assigned tasks, but also
involved in the decision-making.
1.3 To develop a culture which gives recognition to leadership (research, academic and administrative), enhances the
visibility of women in leadership and raises the profile of women guest speakers?
1.4 To resolve the tension between the individualism of PBRF and leadership roles; provide time to take on leadership
roles.
1.5 To develop a culture which values open and transparent communication, and to ensure that structural changes
encourage transparency.
1.6 To challenge institutional practices that encourages masculine practice.
1.7 To encourage a culture which embraces diversity.
1.8 To address the nexus in workload and leadership to enable people to exercise leadership.
1.9 To encourage flexi-/part-time collaborative leadership.
1.10 To address reasons women may find leadership roles undesirable.
Resourcing/Training
1.11 To provide professional development and training in leadership skills at all levels (reference to the Auckland model).
1.12 To adequately resource (funding, time and staffing) people to take up leadership roles.
1.13 To recognize leadership contributions when giving promotions.
1.14 To recognise workload implications in training.
1.15 To establish an ‘appraisal process’ for leaders.
1.16 To offer training for research leaders to manage research projects across disciplines and across organisations.
1.17 To support leaders to empower those around them.
Women in Leadership Programme
1.18 To provide information on how to get involved in the Women in Leadership programme, in adequate time to allow
planning into careers.
1.19 To improve the advertising of the programme.
2. INSTITUTION
2.1 To propose a PVC Equity who would report to Vice-Chancellor with the intention of reviewing equity and improving
policy across the University of Waikato; that the PVC Equity would require a budget.
2.2 To establish an Equal Opportunity committee with clear terms of reference.
2.3 To offer equal opportunity for women in senior positions.
2.4 To include general staff in key committees.
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Waikato Women in Leadership
Policy
2.5 To develop strategies to recruit and promote women after career breaks, such as:
high quality and accessible childcare (for pre-school and school-age children)
flexi-time
support for dependant relatives
career-interruption scholarships
joint childcare
2.6 To recognise the various roles of women in the workload policy.
2.7 To implement an EEO Policy for the University.
2.8 To propose a KPI that states targeted number of women in senior positions of leadership (not in part-time roles).
2.9 To propose a KPI that requires an equal proportion of women in all promotions committees and in key decisionmaking roles.
2.10 To propose a KPI in a relevant University plan that reports on sound work-life balance of all staff.
Part-time staff
2.11 To offer equal promotion and leadership opportunities for part-time staff.
2.12 To review policy and offer study leave for part-time staff.
3. ADMINISTRATION/MA NAGEMENT
3.1
3.2
3.3
3.4
3.5
3.6
To conduct research on women in leadership at the University.
To review pay equity.
To develop clarity around University procedures, policies and processes, and strategies for communicating them.
To set up formal succession planning to pass on institutional knowledge.
To offer the best package to attract and retain general staff.
To develop an online network/forum.
4. PROFESSIONAL DEVE LOPMENT/ TRAIN ING
4.1 To offer professional development opportunities for women at all levels, and that PD is encouraged by management
for the capability of staff (not only initiated by individual’s self-reflection).
4.2 To offer workshops on building confidence/career planning.
4.3 To offer institutional support, e.g. administrators’ networking lunches.
4.4 To conduct formal workshops and mechanisms to communicate University procedures.
4.5 To establish/promote/review the University-wide mentoring programme, this would allow alignment and coherent
opportunities to learn from good practice.
4.6 To offer management training in areas such as HR, budgets, marketing, PR (reference to the Harvard model).
4.7 To improve the organisation, promotion and accessibility of a University-wide Buddy, Induction and Mentoring
programme.
4.8 To provide recognition for all areas, not limited to research.
4.9 To offer Informal support mechanisms through mentoring, workshops and networking at all levels.
4.10 To provide resourcing/funding for the professional development of staff.
4.11 To provide training for CODs and Deans that recognises gender issues.
4.12 To offer research workshops.
Recognition/Promotion
4.13 To support women (general and academic) in applying for promotion (formal and informal).
4.14 To establish clear and transparent career pathways, Professional Goal Setting.
4.15 To develop a method of peer-recognition/nomination of leadership potential in women, life skills.
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