We are pleased to welcome the following leaders onto our board, and to help run our operations:
Awhimai Reynolds was elected as Treasurer at our AGM this month, along with Cath Lomax as a new board member. Both women were previously co-opted by the Board in September last year.
To demonstrate a commitment to young women’s leadership, our board constitutionally must include at least 25% young women and two Maori wahine. We are pleased to note with you that we have met our policy, and also have room to co-opt other members during the year for additional skills.
During our AGM, we agreed collectively to concentrate on two key strategic initiatives in our plan – research and data analysis & and national brand development (1.1 and 1.2).
Vanisa Dhiru has been appointed at General Manager (Acting) for the next 9 months to assist developing these strategic initiatives at a national level. Vanisa has given many years of service to the YWCA of Greater Wellington, and understands our organisation well from her own early leadership journey with us.
Vanisa will act as our key contact for operational work for YWCA A/NZ, and is based in Wellington.
We are pleased to welcome Awhimai, Cath and Vanisa as YWCA leaders, and seek to keep you updated every few months with progress on our initiatives.
Nga mihi mahana
Sina Wendt-Moore & Nive Sharat Chandran
We are sad to announce that Steph Fink has resigned from her role as General Manager of the YWCA AotearoaNZ for professional reasons.
The Board acknowledges her significant contribution and service to the YWCA movement in AotearoaNZ. In the last 5 years our organisation has faced challenges and undergone much change and Steph has provided stability to the organisation, and supported the Board in the setting the new strategic direction.
We really value and appreciate her calm, thoughtful, and supportive approach, and the commitment she has shown to progressing the YWCA’s vision for young women in this country. We wish her all the very best for the future. Steph’s last day with the YWCA will be the 4th of May.
For any queries in the meantime, you can contact either of us on the main YWCA contact details (telephone 04 384 8117 or email firstname.lastname@example.org), and of course you are welcome to email or phone us directly (details below).
Sina Wendt-Moore & Nive Sharat-Chandran
Nive speaks at World Council Oct 2015
Young New Zealand woman Nive Sharat Chandran was recently elected as Vice President of the World YWCA Board. The elections were held at the World YWCA Council which meets every four years and this year was in Bangkok, Thailand.
At just 24, Ms Sharat Chandran has already held a variety of leadership roles and is currently Co-President of the YWCA of Aotearoa New Zealand.
“New Zealand needs women as decision-makers and leaders, particularly young women, in fact the world does, and I’m proud to represent Aotearoa on the world stage,” says Ms Sharat Chandran.
“As an organisation we lead the way in developing the leaders of today and tomorrow by creating opportunities for young women to be leaders.
“I’m looking forward to the challenge of being part of the team leading social and economic change in over 120 countries worldwide, reaching 25 million women and girls.
“Being goal driven means that in twenty years time, I will be able, hand on heart know that I have given my all to the goal of 100 million young women and girls transforming power structures to create justice, gender equality and a world without violence and war.
“Critically, I am excited to be part of leading a sustainable YWCA movement by being bold and transformative and inclusive of all women.”
The YWCA of Aotearoa NZ has a commitment to board diversity, with 40% young women directors, as well as Maori, Pacific and Asian representation. We are also the only YWCA board globally that operates an inter-generational Co-Presidency model – something we advocated for at World Council.
“As co-president of YWCA Aotearoa NZ I am looking forward to the global governance role as well as using the global work to guide our purpose and work here,” says Ms Sharat Chandran.
For more information or to schedule an interview please contact Steph Fink, YWCA of Aotearoa New Zealand General Manager on 027 235 0552 or Nive Sharat Chandran on 021 0223 0432
August 6th is when the Senior Y-Dub Programme begins. It’s time to explore more of who you are and learn from others! Meet other girls in Hamilton and create some magic in Hamilton. Enroll now!!
YWCA EQUAL PAY AWARDS 2014 – Deadline Extension
Don’t miss your chance to be recognised for your commitment to addressing equal pay within your organisation.
Thank you to those organisations that have already entered. Equal pay is definitely on the agenda at many New Zealand workplaces.
In response to feedback, we have extended the closing date of the inaugural YWCA Equal Pay Awards to Friday 20 June. Smaller to medium sized organisations have asked us for extra time to gather information.
You qualify to enter if you have:
There are a number of ways you could be addressing the issue, even in part, that could qualify your entry.
You can have a look through the survey monkey entry form to see which components you may qualify for. The category your organisation falls in (bronze, silver or gold) will be determined based on a points system once a formal entry has been made.
To find out more and to enter, visit www.ywcapayequity.org.nz.
Entries close at 5pm on Friday 20 June 2014.
Winners will be announced on Friday 11 July 2014.
No sensitive information pertaining to your application will be divulged and will remain confidential at all times.
If you have any questions please contact YWCA Auckland on email@example.com.
1st April 2014 – YWCA Auckland is once again shining the spotlight on equal pay, with the national inaugural YWCA Equal Pay Awards, recognising best practice amongst business leaders actively addressing equal pay within their organisations.
Research and statistics report the gender pay gap is still prevalent, with the New Zealand Income Survey (June 2013 quarter) reporting the median full-time hourly earnings for males was $23.67 and $22.34 for females. Therefore, if females were to earn as much as males, the female average income would need to increase by 13%.
More concerning are industry studies. The New Zealand Institute of Chartered Accountants surveyed its own sector to discover that male chartered accountants with five years’ experience or less earn $3,605 more than their female counterparts, debunking the myth that pay gaps emerge when women start families, typically around 31 years old in New Zealand. This kind of evidence is common within other private sector industries.
The YWCA Equal Pay Awards will acknowledge those on the journey to address equal pay, with the YWCA Auckland inviting corporates and SMEs to share their stories of success, inspiring change for wider business.
Those wishing to enter must demonstrate their initiatives.
In 2012, YWCA Auckland and DDB NZ launched the award-winning, ‘Demand Equal Pay’ campaign, highlighting the fact that men then reportedly earned 10% more than women. The campaign cleverly captured what equal pay looked like in reverse by presenting scenarios where men were asked to pay 10% more for products and services.
The YWCA Equal Pay Awards, however, turns the issue on its head by seeking to recognise businesses who are taking a leadership role in this area.
“Equal pay is still a key focus for our organisation,” says YWCA Auckland CEO Monica Briggs.
“In 2012 we were amazed how few people were aware there was a pay gap at all. Today, the gap is wider still and the social and economic impact of this cannot be ignored.
“While it’s crucial for us to raise awareness through hard-hitting campaigns like ‘Demand Equal Pay’, it’s also vital we work alongside the business community to recognise those organisations who are taking the issue seriously. Many corporates are already engaging the right measures to ensure the pay gap is at least reduced in the short term, with a long term view toward closing it altogether.
“Today, as we launch the YWCA Equal Pay Awards, we are inviting them to come forward and share their outstanding Human Resource, Corporate Social Responsibility and Diversity programmes agendas, so they can be acknowledged as thought leaders and trail blazers for equal pay.
“We are already aware of some outstanding case studies who we’d love to recognise as part of a high profile campaign that will celebrate and acknowledge a short-list of winners announced in June this year,” adds Briggs.
Through the awards programme, YWCA Auckland aims to share best practice initiatives to encourage and inspire other organisations to start the journey. The awards are as much about educating and informing around solutions, than highlighting the problem.
The YWCA Equal Pay Awards will be judged by a first class panel who are experts in their respective Human Resources and consultative fields, with an in depth knowledge of diversity and change management, gender equality and equal pay in the work place.
Meet the Panel:
Says Briggs of the YWCA Equal Pay Awards judges:
“Our outstanding panel could not be more qualified to adjudicate entries for the awards. Throughout the awards programme, we intend to profile excellent insights into equal pay and the solutions and strategies available to address the issue.”
The entry cut-off date is Monday, 26th May, with winners announced on Thursday, 12th June.
To learn more about the YWCA Equal Pay Awards, entry details and criteria, visitwww.ywcapayequity.org.nz.
For more information, panel biographies, images or interview opportunities, please contact:
Click here to listen to Vanessa Ceelen, YWCA Auckland President talking to Mike Hosking about the gender pay gap on Newstalk ZB.
Click here to read Susan Doughty’s (Director of dsd Consulting and YWCA Equal Pay Award panellist) top five tips for organisations to get on the equal pay journey.
Thanks Scoop for picking up the press release.
NZ Herald article here on the bigger picture of gender pay gap.
SheSays Blog posts written by the Awards panellists – click here.
Click here for Herald article on gender pay gap.