Diversity and Inclusion - 2015
1. Diversity and Inclusion Summary
The University’s Equal Employment Opportunity (EEO) Programme 2012-2015 has a focus on increasing
representation and opportunities of women, Māori and Pacific peoples, particularly in senior roles and in
some occupational areas. It also has as a priority assessing the current EEO situation across the
University. This assessment was carried out across 2013-2014, reported in 2015 and now provides
baseline data from which the University can measure progress and use to inform the revision of the EEO
Programme. A new Diversity and Inclusion Programme will be available early 2016.
In the past year, the focus has adopted the broader, contemporary approach of Diversity and Inclusion,
where EEO is a component. Two additional forms of communication are provided to staff; 1) the Diversity
and Inclusion Newsletter that covers updates and profiles new and emerging academics and research
associated with diversity and inclusion; and more recently, 2) the online Diversity and Inclusion
Community that provides information and the opportunity for online discussion.
2. Monitoring Diversity and Inclusion
2.1
Staff profile
The 2015 total staff numbered 1,406 (FTE) comprised of 596 (FTE) academic staff and 810 (FTE)
general staff.
Ethnicity
The staff profile reflects a diversity of ethnic backgrounds expected of an international organisation
(Table 1). Diversity included 9% Māori and 1.5% Pacific Peoples (Tables 2 and 3). Although overall
number of Māori staff in 2015 is 8 FTE fewer than previous years (Table 4), representation of Māori in
the ranks of Professor and Associate Professor has improved (Table 2). Representation of Māori staff
across the University varies considerably with the majority of Māori staff located in Te Kura Toi Tangata
(Faculty of Education) and in the office of PVC Māori (also includes Te Pua Wānanga ki te Ao) with very
low numbers of Māori staff in service areas (Figure 1).
The representation by Pacific peoples is relatively unchanged from 2014 with poor representation in
senior academic positions including no Pacific Professors or Associate Professors.
Table 1: Staff profile by ethnicity (FTE) 2015
Asian
European
Maori
Middle Eastern/Latin American/African
Pacific Peoples
Other
unstated
Total staff
90
992
132
7
21
115
50
1406
Table 2: Maori staff profile 2014-2015
FTE Maori
staff 2014
% Maori in
occupational
groups 2014
FTE Maori
staff 2015
% Maori in
occupational
groups 2015
2
4
7
15
19
12
11
71
140
3%
5%
7%
11%
20%
10%
6%
7%
10%
3
6
4
16
18
12
13
61
132
4%
8%
4%
12%
19%
10%
7%
10%
9%
% Pacific staff in
occupational
groups 2014
FTE Pacific
staff 2015
% Pacific staff
in occupational
groups 2015
0
0
1%
2%
2%
4%
1%
1%
1.5%
0
0
2
2
2
4
2
8
20.6
0
0
2%
2%
4%
1%
1%
1%
1.5%
Professor
Associate Professor
Senior lecturer 2
Senior lecturer 1
Lecturer
Academic other
General staff Senior
General staff < L6
Total FTE and %
representation
Table 3: Pacific peoples staff profile 2014 -2015
Professor
Associate Professor
Senior lecturer 2
Senior lecturer 1
Lecturer
Academic other
General staff Senior
General staff < L6
Total FTE and %
representation
FTE
Pacific
staff
2014
0
0
1
3
2
5
2
7.6
20.6
Table 4: Maori representation 2013-2015
% of Maori of total staff 2013
% of Maori of total staff 2014
% of Maori of total staff 2015
11
10
9
FEDU
PVC Maori
FASS
FLAW
FMD
SASD
SIS
FCMS
FSNG
CME
WMS
Library
Office VC
ITS
FSD
40.0
35.0
30.0
25.0
20.0
15.0
10.0
5.0
0.0
HRMD
FTE
Figure 1: Distribution of Maori staff across the
University - 2015
Gender
The University’s gender profile for 2015 comprised 41% male staff and 59% female staff, and under/over
representation of female staff in some areas and low representation of women in senior positons. Table 5
tracks female representation across academic and general staff roles for the past five years. Over this
time the percentage of female professors has increased by 5% to reach 28%. Although University of
Waikato leads New Zealand universities on this matter, 28% remains an underrepresentation given the
ratio of female: male academic staff is around 60:40.
The representation of women in the role Senior Lecturer Band 2 also continues to improve each year
which provides a pipeline for promotion to Associate Professor, a group for which representation has
remained steady for the past five years (Table 5). General staff representation remains relatively
unchanged over the past five years.
Table 5: Staff profile: % females by occupational group 2011-2015
Professor
Associate Professor
Senior Lecture R2
Senior Lecturer R1
Lecturer
Academic Other
General Staff Senior
General Staff
2011
23
37
38
50
62
75
45
72
2012
25
38
37
51
56
67
49
72
2013
26
39
38
52
55
67
50
73
2014
27
37
43
53
55
66
51
73
2015
28
38
43
49
55
66
50
72
Academic staff
The distribution of female/male academic representation is provided in Figure 1. Essentially, male
academics are over represented in senior positions compared with their female counterparts, while
female academics are over represented in the lower academic positions compared with male academic
staff.
80.0
70.0
60.0
50.0
40.0
30.0
20.0
10.0
0.0
%Female
Academic other
Lecturer
Senior Lecturer 1
Senior Lecturer 2
Assoc. Professor
%Male
Professor
% FTE
Figure 2: Academic staff profile 2015 - by gender
General staff
Total number of general staff 2015 was 810 (FTE) with women out-numbering men by more than 2:1
(Table 6). However, there is almost an equal number of women and men in senior positions, which
therefore represents a considerable underrepresentation of women in senior general staff positions
(illustrated in Figure 3).
Table 6: General staff profile (FTE) 2015
Males
General staff
177
General Staff Senior
88
265
Totals
Females
455
89
545
Total
633
177
810
% representation
Figure 3: General staff: propostional
representation in senior positions, 2015
35
30
25
20
15
10
5
0
% Male
% Female
2.2
Staff perceptions of Equality and diversity as measured by the Staff Engagement
survey results 2015
Two survey items are tracked to monitor equal opportunity and the University’s commitment to gender
equality (Table 7). Both survey items are scored lower by female staff than male staff and are lower
than the 2014 results. Collectively, the University benchmarks slightly lower than other universities in
New Zealand and Australia on this items. However, the female response regarding equal opportunity for
all staff, is 14% lower than the benchmark1.
Table 7: 2015 staff engagement survey results relating to equality and commitment to gender equity
Survey item
% males agree
There is equal opportunity for all
staff in the university of Waikato
University of Waikato
demonstrates commitment to
gender equity
1
64% (up 4% since
2012)
% females
agree
46% (down 2% since
2012;
% gender diverse
agree
21% (not previously
recorded)
75% (down 2% since
2014)
59% (down 3% since
2014)
36% (not previously
recorded)
Benchmarked against 39 Australian & New Zealand universities
3. Professional learning
Women in Leadership Development Programme 2015
Seventh annual Women in Leadership Day – around 400 women attended a very successful day. The
theme was Your Leadership Potential.
 Afternoon key note speaker was, Minnie Baragwanath, CEO and co-founder of Be. Accessible;
an organisation that is leading the change to shift how New Zealanders value accessibility and
the contribution to our world by people with access needs.
 Morning key note was provided by Professor Linda Waimarie Nikora entitled Leadership in
Motion
 Workshops provided by University experts included:
o Mindfulness and leadership
o Exploring personal readiness for leadership
o Reaching potential through networking
o Surviving the War Zone; a practical guide to entering politics which was facilitated by
members of Women in Politics including the Hon Louise Upston, Ms Paula Southgate
(Chair of Waikato Regional council) and Ms Tipa Mahuta (deputy Chair of Waikato
Regional Council) provided seminars encouraging women to consider politics as a
career.
Some comments about the Women in Leadership Day include:
‘Keep it going!’
‘Always a good opportunity to catch up with colleagues from across the campus and always inspiring to
hear such articulate, wonderful women from all areas of the university. It is good to stop and look at
yourself and reflect from time to time’.
‘ I found it extremely worthwhile - thank you’
‘Great day organised and lead by some great women!’
Inaugural Leadership Learning Programme for academic staff in leadership positions, which targeted
women, Māori and Pacific staff in 2015. Around 12 staff completed the 20 week course that focused on
how to be accepted as the leader, organisational culture and change. Participants’ comments included ‘I would definitely recommend it to colleagues. If this was Leadership Learning 101, I would also be very
keen on Leadership Learning 201!’
‘Yes. The programme challenged individual thinking about leadership; the conversations helped
individuals understand the wider university context (not just their own department/faculty)’.
“Overall - many thanks! I would like to do this programme again myself”.
Post graduate Certificate in Leadership in Higher Education
As part of developing leadership capacity, the University offers a post graduate qualification in leadership
to staff in senior positions. Two more women completed this qualification in 2015, one of whom is Māori,
bringing the total number of Waikato women grandaunts to 12. An additional six women are currently
progressing through the programme.
NZWiL Programme
Four more Waikato women, two academic and two general staff, attended the New Zealand Women in
Leadership universities programme during 2015 bringing the total number of Waikato women who have
completed this course to 39 since it began in 2007.
Emerging leaders programme
Twelve women completed the 2015 Kaitiaki programme that targets general staff aspiring to be in
leadership positions.
Other activities included:
1) seminars on Goal setting for career success; Shaping your LinkedIn profile for success; Growing
self- awareness;
2) support for the Gender Research Network and GRN symposium which including a presentation
on values-based organisational change for creating a culture of diversity and inclusion.