WEBINAR: The Gender Leadership and Pay Gap and What To Do About It
- Duration: 1 hour
- Region: Nationwide
- Venue: Crowne Plaza Christchurch
This webinar will consider how to mobilise current HR intelligence such as the awareness of unconscious bias to address leadership gaps
If you are a member of HRNZ, please log in through the HRNZ website to access your member discount.
All pricing includes GST.
- HRNZ Member = $46.00
- Non-member = $69.00
Why is it that despite all the good intentions and the increase in diversity and inclusion strategies by HR that women are not better represented in our top leadership positions? Not only are there fewer women in positions of formal leadership the evidence shows that they are also paid less and this is not likely to improve any time soon. Recent statistics published on the gender pay gap show that if NZ continues to close the gap at the same rate it has since 1998 then it will be 100 years until women are on average paid the same as men – and this means it will take 36 years until 2055!
Many of the strategies and policies we introduce to address these disparities are essentially superficial and do nothing to challenge our fundamental beliefs about work that drive our everyday practices. For instance, the introduction of ‘flexible’ working hours and days only changes when the work is done – it does nothing to examine the volume of the work, its quality, how it is allocated, performed, assessed or rewarded.
The barriers to progression for women in the workplace are primarily psychological making them somewhat harder to resolve. One of the most effective interventions we can initiate is to challenge our definition of effective leadership. Evidence based research indicates that the male hallmarks of leadership such as confidence and charisma are more likely to win the job while women score higher on personal effectiveness, self-awareness, self-control, competence and integrity which are more likely to engage a team in the longer term, and unite it in the pursuit of a common goal to outperform its rivals. We need to be prepared to genuinely change the rules of the leadership game so that women can bring these talents to the workplace and be rewarded for them.
Participants will gain insights from recent research about leadership relative to gender and the implications for HR practice as it relates to recruitment and selection, performance management, the attraction and retention of talent, reward and remuneration. The webinar will consider how to mobilise current HR intelligence such as the awareness of unconscious bias and dynamic coaching approaches to address these leadership gaps.
Facilitated by Debbie Dawson
Debbie is an experienced HR professional. She is a Chartered Fellow of HRNZ, an HRNZ Awards recipient for leadership development and regular presenter of the HR Foundations course. Debbie also has a health coaching qualification from the New York Institute for Integrative Nutrition which supports the work she is doing with individuals and organisations to promote 'self-care in the workplace'. Her work in this area includes one-to-one coaching, group coaching and the development of strategies and programmes for organisational wellbeing.
Debbie owns a small boutique consultancy in Christchurch focused on ‘self care in the workplace’ and works with high-achieving professional women to achieve peace of mind. www.debbiedawson.co.nz
All personal development events are subject to HRNZ Terms and Conditions.
Registrations close 10:00am the day of the webinar.
An appropriate substitute participant is welcome any time before the webinar starts. Please let us know the replacement's name. If you have booked on a member price and a non member is to attend in your place you will be invoiced for the difference in price.
A refund of fees will be made if a cancellation is received in writing at least 10 working days prior to the commencement of the webinar.
Regrettably, no refunds can be made for cancellations received after this date and you are liable for the full cost of attendance at the webinar.