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Part A – Introduction Women comprise 34% of Level 3 managers overall and 23% (7 women compared with 23 men) of heads of academic departments. As Level 3 could be considered a ‘feeder group’ for the senior leadership team, the committee considered this an important area to address. The possible factors relevant to senior management may include barriers within the management culture; consultants not putting women forward; an absence of deliberate preparation of women for senior roles; women not applying or not accessing appropriate training and development; and the position not accommodating family responsibilities. Although women are 54% of lecturers, they are 37% of senior lecturers, 32% of associate professors, and 14% of professors. Nearly half (46%) of all female academics are lecturers, while just a quarter (26%) of male academics are lecturers. Eighty-one per cent of general staff are located in Grades A to I (Grade I being the highest Grade) but just 13% of general staff women are located in the top three general staff grades; 30% of all general staff men are in these same grades. The progress of women through their academic career could be influenced by appointment issues; development (including mentoring and support); the promotions process; and overrepresentation of men in more senior and management positions, and the possible implications this may have for workplace culture. Factors related to general staff were seen as lack of career development and availability of part-time work, over-representation of men in higher graded job, job-sizing issues possibly undervaluing work in which women are over-represented, and appointment processes. Actions to address the under-representation of women in senior positions include: Prepare and encourage women to apply for senior roles at Tier 2 and Tier 3 Create a women-friendly environment for Tier 3 and SLT positions Monitor membership of SLT Provide avenues to make senior women visible (role modelling) Encourage and support women to prepare for senior positions Review academic promotions criteria for gender equity Check senior positions that are traditionally ‘women’s work’ are fairly sized and fairly paid Investigate reasons why few women are in jobs graded G, H and I.

5.

Women’s starting salaries are lower than men’s in some occupations

Data available on average starting salaries for men and women for the last two years show a tendency for female appointees to be paid less for the same jobs. In seventeen categories of occupations considered by the committee, starting-salary pay differences of 5% to 16% favoured men in 8 occupations and pay differences of 9% favoured women in 2 occupations. The committee determined that gender inequity might be occurring at both the organisational level and the individual manager level. In particular, there is a need to moderate how the grade for the position is set; the autonomy of individual managers; appointment decisions; any tendency

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Profile for Tertiary Education Union

Massey PaEE Review Final Report  

http://teu.ac.nz/wp-content/uploads/2009/02/Massey-PaEE-Review-Report-Final-Report.pdf

Massey PaEE Review Final Report  

http://teu.ac.nz/wp-content/uploads/2009/02/Massey-PaEE-Review-Report-Final-Report.pdf

Profile for nzteu
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