Do we utilise women's skills effectively?

Do we utilise women’s skills effectively?
 
Today New Zealand women are more qualified and more likely to be economically independent than at any other time in our history.

Since the 2006 Census the number of women holding a bachelor degree or higher has increased by 100,500 to 339,700 in 2013.

We have seen demand for higher qualifications increase over the past generation across OECD countries, including New Zealand, leading to increased incomes for those gaining qualifications. At 63.4 percent, women’s participation in the workforce is at the highest level since the Household Labour Force survey began in 1986.

The earnings gap between men and women has narrowed as women have gained qualifications that enable them to enter well paid occupations. However, we can do much more to see these qualified women working across a broader range of occupations, and organisations supporting women’s career progression.

The opportunities for young women to broaden their career horizons are richer than ever before. If we can encourage more young women into occupations that have historically relied on men to fill roles, this will help with skills shortages and provide those young women with rewarding careers.

The government is working with career advisors, employers and training providers to encourage girls to broaden their career horizons. We are also working closely with industry representatives where women are under-represented and those industries facing skill shortages, to develop strategies to recruit, retain and support more women into roles.

One example has been work with the Road Transport Forum on an action plan to attract, recruit and retain more women into that industry. This action plan includes increasing the visibility of women in the industry and actively supporting the careers of those women already in the industry.

We are also working alongside the New Zealand Defence Force and the New Zealand Police as they recruit more women into their organisations and maximise the opportunities for women to progress in their careers.
In Canterbury, recent research by the Ministry of Women’s Affairs identified women in Canterbury who were ready to contribute to rebuild roles but didn’t because they perceived the rebuild jobs as “jobs for men”.  The government is working with employers to raise awareness that women are available for rebuild career and training opportunities. 

These are just some of the New Zealand organisations recognising they can take actions to recruit more women to meet their need for skills and to ensure career pathways for women.

I encourage other organisations to look at what they can do. Simple actions such as increasing the visibility of women in industries and occupations, and addressing stereotypes can assist with attracting women into roles they might not have considered.  

For a very long time individual women have been “trailblazers” in non-traditional occupations. Now it is time for whole “cohorts” to follow, supporting each other to greater economic independence. 

Organisations may also need to consider if their workplace policies and practices support women’s careers, for example by introducing flexible work options which can assist with retaining women in the workforce.
Our goal is to ensure that women’s skills are being used to their fullest potential in our economy. If we can achieve this, it will not only bring benefits to women, their families, and New Zealand, but it will have long-term benefits for future generations.
 
 Hon - Jo Goodhew Minister of Womens Affairs