Since 1885 the YWCA Auckland has had a mission to positively impact on society by making a difference in women’s lives.
YWCA Auckland’s vision of giving women the opportunity to realise a better future is lived out through its successful programmes. These programmes explore issues such as financial literacy and economic independence, as well as equipping participants with leadership skills, confidence, and resilience.
For the last three years, the focus of our advocacy has been Equal Pay in New Zealand. Today women are still paid 14% less than men (New Zealand Income Survey: June 2015 quarter). This presents a cause for action and we’re calling for a fairer future.
The inaugural YWCA Equal Pay Awards were launched in 2014, recognising best practice among business leaders who are on the journey toward equal pay.
As Susan Doughty, YWCA Board Chair, says, “This is not purely a female issue – society as a whole needs to take this issue seriously. Fair and equitable pay rates means more females are able to enter and contribute to the workforce creating a valuable labour pool, a higher overall income is achieved benefiting the family, the economy and society as a whole.”
Equal pay organisations benefit too, attracting talent by being an employer of choice, enjoying an enhanced corporate reputation and unleashing the economic potential of their female workforce.
Equal Employment Opportunities Commissioner
"New Zealand has dined out far too long on the fact that we were the first country where women were given the vote, that we have had two female Prime Ministers and once, for just 17 months, we had women in the top positions in the country – Prime Minster, Speaker, Governor General and Chief Justice.
Past winning corporations of the YWCA Equal Pay Awards are leading lights and a number of public sector organisations are continuing to shine, but we need to be far more ambitious when it comes to wage equality.
We should be aiming to be the first country in the world where there is a zero gender pay gap, where women are worth 100%."
Minister for Women
"As Minister for Women, I welcome the third annual YWCA Equal Pay Awards.
I support initiatives that invite businesses to share best practice in workplace diversity. I would encourage businesses to take up these practices so that equal pay becomes embedded in more organisations. There are already outstanding examples within the New Zealand business community, who have been, and will continue to be leaders in equal pay. With the strengthening of the economy, I would urge businesses to look at how they are utilising and rewarding women’s skills and experience.
I congratulate those who are already on the equal pay journey and encourage them to step forward and be recognised at this year’s YWCA Equal Pay Awards”
Managing Partner, Chen Palmer and Chair, Superdiversity Centre for Law, Policy and Business
Mai Chen is one of New Zealand’s leading law and human rights experts and as an Asian woman understands the diversity issue from personal experience.
As Chair of the Superdiversity Centre for Law, Policy and Business, she is working on a ‘superdiversity stocktake’ to assist Government, business, organisations and New Zealanders transition to the country’s rapidly changing demographic profile.
She is also committed to improving gender equality in the workforce, making her a strong supporter of the YWCA Equal Pay Awards 2015.
Mai promotes the long-term, sustainable benefits to those prepared to tackle the issue. “I support gender equality because its good for business as well as being the right thing to do.”
“The advice I always give people when career counselling is to only go where they are truly valued; otherwise they will not be respected, or encouraged to reach their full potential.
“As the economy strengthens, the labour market is again tightening. The best staff, the real star performers, are always in short supply.
“The aim for any business which wants to stay at the top of its game and beat its competition is to recruit the best staff and keep them.
“Properly valuing staff contributions to your business is key to incentivising them to go hard and to commit. The main way to demotivate your staff is to treat them unfairly.”