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5. b

That consideration be given to allocating a selected parking space in the most convenient location for women in the last three months of pregnancy. This may be through more flexible use of the parking permits available for staff with family responsibilities or through temporarily reserved spaces.

6.

That a copy of the policy on Flexible Work Arrangements be provided to all staff applying for Parental Leave and that support for managers to respond positively and creatively to requests for flexible work arrangements be provided.

7. a

That grants and awards provided by and/or administered by The University of Auckland be audited to ensure their provisions do not directly or indirectly disadvantage women who have taken parental leave.

7. b

That consideration be given to providing research-assistance funding, either through an internal grant or through seeking external funding to support women returning to work in disciplines where they are underrepresented.

7. c

That an information sheet on research funding, scholarships and awards for women be produced. It would include information on funding which takes periods of parental leave into account and funding which is tagged for women.

8.

That a database of staff on parental leave who are interested in parttime and temporary work be collated and, when these vacancies arise, the staff on this database are automatically notified by email.

9.

That an ’endowed chair’ (reclining armchair on casters) be provided to enable pregnant women and women returning to work to rest.

10. a

That a fact sheet be produced for managers to assist them in responding appropriately to staff requests for parental leave. This fact sheet will include information such as: ƒ Legal requirements; ƒ University policies; ƒ How to create a supportive climate for pregnant women, women returning to work, women breastfeeding; and ƒ Guidelines for covering work for both academic and general staff.

10. b That an appropriate session on the University’s policies around parental leave, support for breastfeeding mothers and women returning to work be included in professional development and training for managers and heads of department. 11.

That, following initial six and twelve-month progress reports, this project be repeated in three to five years time to evaluate advances in support provided to women returning to work.

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Profile for Tertiary Education Union

Women Returning to Work  

a joint project by the University of Auckland and the Association of University Staff analysing women’s experiences returning to work after...

Women Returning to Work  

a joint project by the University of Auckland and the Association of University Staff analysing women’s experiences returning to work after...

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