Gender Equity Advisory Group will advise the Senior Leadership Team on matters related to gender issues at Massey University and make recommendations to ensure an equitable and inclusive environment for all members of the university community. The Gender Equity Advisory Group should begin meeting in early 2011.
Approval and resourcing of the Women’s Virtual Resource Centre
In 2010, Women@Massey presented the Vice-Chancellor with a proposal for a Women’s Virtual Resource Centre at Massey University (WVRC@MU). The Vice-Chancellor approved the proposal, and W@M worked with Human Resources to resource and develop the website. The WVRC@MU enhances awareness and understanding at Massey University of the diversity of women’s lives and experience, and the role gender plays in everyone’s life. The aim of the centre is to protect and empower individuals as they pursue their goals without interference from discriminatory practices.
Enabling sick leave provisions
The Collective Employment Agreement at Massey University provides first, that employees are entitled to sick leave on an “as and when required” basis (subject to a number of provisions*) except in the first year of employment when 10 days are available. Second, and perhaps more important for the purposes of pay and employment equity, “The sick leave provisions apply equally where the employee is required to attend to their child, partner or family member who is a member of their household and who through illness or injury becomes dependent on the employee, or when a person who depends on the employee for care is sick or injured”. Together these provisions help in ensuring that those who typically assume greater responsibility for caring roles, usually women, are not disadvantaged by the necessity of using their own sick leave entitlement to care for others. The explicit nature of the provision also helps by establishing an understanding of and recognition of the importance of the need for employees at times to use their ‘sick leave’ to care for others. There are examples where this provision has significantly assisted employees, particularly women, in being able to care for others dependent on them and yet maintain their position in the workforce. The provision operates on the principle that it will be administered fairly by management and utilised responsibly by employees.