Equality Matters
EEO Newletter - Issue 4, July 2015
Welcome
from
Maureen
Marra
Diversity and
inclusion are central
to EEO. Can we say with hand on heart that
we have an organisational culture that values
diversity, inclusion, equality, and respect for
all people? At Waikato, our diversity of people
is one of our strengths; we should celebrate
this because it allows us to be successful,
vibrant and connected to our regional and
international communities. Therefore, it is
important that we welcome diversity and
that we have a workplace culture values
the differences and skills that each person
brings to the University. Although it is well
understood that diversity adds to business
success, progress is slow. A recent Deloitte
paper describes that ‘Organizations have
been spinning their wheels for the last three
decades talking about the business case
for D&I and implementing programs and
initiatives, but they have made little progress.
While the world is more diverse than ever,
the number of minorities and women moving
up the corporate ladder remains dismal in
corporate America”. Do we at the University
of Waikato value diversity, inclusion? See
Diversity & Inclusion Matters for an online
forum for you to have a say.
Dr Maureen Marra
(Programme Manager, Organisational
Development)
Special Thanks
You will have all heard
the news that Anna
Bounds is leaving
the University.Over
the past seven years
Anna has been an
inspirational leader in
the development of
women. Many thanks Anna for your valuable and
generous contribution to the EEO Programme,
and particularly your unwavering commitment
to ensuring equality for women. There will be an
opportunity on the 27th August to farewell Anna
before she leaves.
EEO Update
The EEO Programme is due for review this
year. Please comment on the proposed EEO
Programme 2016-2018. Send comments to
[email protected]
EEO Assessment report
compiles a snapshot (as at December 2014)
of the EEO situation at the University
of Waikato and provides a collection of
baseline data against which progress can
be measured and reported. It alsoinformed
the development of the proposed EEO
Programme 2016-2018.
Māori Advancement Plan 2015-2017
The Māori Advancement Plan outlines the
University’s intentions and commitment
to the partnership with Māori which includes as a GoalStrengthening the University’s Māori staff
profile with a focus on excellence and leadership. A new role, Director Māori Advancement which is
positioned in the Office of the Vice-Chancellor, has recently been created. It shows the University’s
commitment to Māori and the Māori Advancement Plan.
The Pacific Plan is currently being updated.
Reminder that the Bullying and Harassment policy outlines the principles and processes associated
with the identification and prevention of bullying and harassment
Amendments to the Employment Relations Act 2000
The changes to flexible working arrangements aim to improve people’s participation in the labour
market and to better reflect modern lifestyles. Flexible working arrangements help employees find
the right work-life balance for them and their employer. The key changes are:
•
extending the statutory right that caregivers currently have, to request flexible working
arrangements, to all employees
•
removing the requirement of six months’ prior employment with the employer, so employees
can ask for flexibility from their first day on the job
•
removing the limit on the number of requests an employee can make in a year
•
reducing the timeframe within which an employer must respond to a request from
3 months to 1 (and requiring that the response be made in writing and include an
explanation of any refusal).
Profiling Hine-iti-moana Greensill
Dr Hine-iti-moanaGreensill is a mother
literature, including whakataukī (ancestral
of four. She comes from the west coast
sayings) and pūrākau. Future dreams/goals
community of Whāingaroa and has tribal
include working with her whānau, hapū and
affiliations to Tainui, NgātiKoata and
community to progress their aspirations for
NgātiPorou. Hine-iti-moanais a lecturer in
cultural regeneration in Whāingaroa.
TePuaWānangakiteAo, School of Māori and
Pacific Development teaching in both Te
Reo Māori and Tikanga Māori Programmes.
Hine-iti-moana has published work on
language teaching and learning, discourse
analysis, language description and Māori
childrearing practices. Her current
research explores the nature of traditional
Māori childrearing practices through an
analysis of various forms of Māori oral
Very best wishes for your future, Anna!
Professional and Organisational Development
Building organisational capacity and individual capability
Equality matters
Women in Leadership
Day 2015:
Your Leadership Potential
Registration is now open for the 7th annual
Women in Leadership Day (WiLD) will be
held on the 27th August 2015 in PWC. WiLD
is a successful professional development day
for all staff of the University and our partner
institutions. All women, regardless of role, are
encouraged to attend for at least part of the
day. Men are very welcome. It’s a great day for
networking and personal growth.
The theme of WiLD is Your Leadership
Potential. The key note speaker this year is
Minnie Baragwanath, the Chief Executive of
BE.Accessible which has a mission to create a
truly accessible country for us all. Minnie knows
how tough life can get. As a 15 year old, she
was diagnosed with a degenerative condition
marked by progressive vision loss with no
cure or treatment. Now 43 and partially blind,
Minnie has never let her disability define who
she is nor dictate the path she has travelled
through life. If anything, living with partial
blindness has made her more determined to
achieve her goals. Be.Accessible is making real
progress towards making New Zealand a truly
accessible country, where everyone can feel
welcome.
Profiling Rebecca Olive
Dr Rebecca Olive moved to The University of
Waikato in 2014 as a Postdoctoral Research
Fellow with the Department of Sport and
Leisure Studies. One of Rebecca’s great
passions is surfing; indeed she completed her
PhD about women’s experiences of surfing
in Australia. Her feminist cultural studies
approach complements the established
tradition of sport and leisure studies at the
University, especially in relation to action
sport – which is at the heart of her current
research based at the Home of Cycling, in
Cambridge. This work includes exploring the
experiences of athletes and staff who have
moved to the region to work and train at
the Home of Cycling in Cambridge. While
the project is about improving conditions
for elite athletes, it also taps into much
broader themes of community, power and
belonging.
Rebecca is also interested in the role of
social media in the context of how sports
and leisure are produced and consumed,
and how scholars can take advantage of
the interactive capacities of social media
to contribute to social and cultural change.
To this end, Rebecca has been running
her own blog, Making Friends With the
Neighbours since 2006, as well as being
active in surfing culture through media,
festivals and exhibitions.
Working with vulnerable communities
WiLD behind the scene
The success of the WiLD is due to the
dedication of a group who generously
organise the event. Members of the
organising committee 2015 are:
Louise Tainui (SMPD);
Susan Law (MACD);
Dr Rachel McNae (FEDU);
Dr Rebecca Olive (FEDU);
Helen McKinnon (FSEN);
Crisie Armstrong (MACD);
Mike Watson (MACD);
Dr Maureen Marra (PODU).
Special thanks for the help from Alison
Robertson (MACD); Anthea Booth (SMPD);
Mike Bell (PODU); Libby Cameron (MACD)
Maureen Marra
I [email protected] I Ext. 8734
Waikato Management School’s Professor Alison McIntosh and Dr Cheryl CockburnWootten have co-founded an innovative network that aims to transform the way we
think, work and receive the vulnerable stranger in our community. Drawing on the
traditional definition of ‘hospitality’ as welcome for the stranger, the overall aim of the
Network for Community Hospitality is to contribute to knowledge and collaboration on
the management of care, especially relating to the work of not-for-profit organisations
concerned with advocacy for vulnerable populations around issues of food, shelter, social
inclusion, education and health. Initiatives for 2015 include a ‘Think Tank’ discussion
series which will bring together academics, not for profits and individuals to work
together to tackle local community issues. The first in the series (on 4th June) will
focus on social housing for the Waikato region. For further information please contact
[email protected] or visit: www.mngt.waikato.ac.nz/nch.
Network for Community Hospitality recently organised and hosted a Deaf Aotearoa Sign Language Taster Class for UoW
staff &students. Alison McIntosh seen here with theinterpreter and tutor from Deaf Aotearoa.
Professional and Organisational Development
Building organisational capacity and individual capability