Diversifying diversity’ exposes key D challenges facing Kiwi workers
Updated: 26 Nov 2018
New research has sought to ‘diversify diversity’ to expose the key diversity and inclusion considerations impacting the
careers of underrepresented demographic groups in New Zealand and Australia.
The survey of over 1,000 people by recruiting experts Hays for its FY 2018-19 Diversity & Inclusion Report shows a shortage of diverse role models, organisational cultures that do not always support diversity
and inclusion, perceptions of unfair barriers to career progression and mental health issues.
“Our findings reveal some encouraging signs of progress, but the overall picture tells us we need to accelerate the pace
of change to achieve genuine workplace diversity and inclusion,” says Nick Deligiannis, Managing Director of Hays in
Australia & New Zealand.
Leadership
On the positive side, 42 per cent of respondents said their line manager is female, up from 39 per cent in 2017. Yet few
respondents have a line manager who is of BAME heritage (6 per cent), identifies as LGBTIQ+ (2 per cent), is Maori (1
per cent) or lives with a disclosed disability (1 per cent).
This is significant when 50 per cent of survey respondents said their organisation’s leaders have a bias towards people
who look, think or act like them.
Meanwhile, only 46 per cent of survey respondents overall trust their organisations’ leaders (senior manager level and
above) to deliver change on the diversity and inclusion agenda. Therefore there is a trust-deficit between employees and
their organisations’ leaders.
Culture
Just two in five (38 per cent) survey respondents said their employer takes every opportunity to create a workplace
culture that is more diverse and inclusive.
Furthermore, while an inclusive culture is supported through diversity training for people managers, only 34 per cent of
respondents said people managers are given training to help them ensure diversity and inclusion support. Diversity
training is lowest in two particular demographic areas: mature-age (32 per cent) and people of BAME heritage (31 per
cent).
Talent management
Another illuminating finding was that 83 per cent of respondents living with a disclosed disability, 77 per cent of
women, 67 per cent of those who identify LGBTIQ+ and 64 per cent of mature-age people say their chances for career
progression have been limited because of their disability, gender, sexual orientation or age.
Less than one-quarter (24 per cent) feel their organisation actively works to develop under-represented groups into
leadership roles.
Meanwhile, when we consider career management and people’s ability to maintain their professional and personal
responsibilities, access to flexible working is an important factor. Yet it was telling that only one half (52 per cent)
of survey respondents said their organisation actively promotes flexible and agile working as the default working
practise and supports it overtly.
Employee wellbeing
Almost four in five (78 per cent) said they were aware of mental health considerations in their current or previous
workplace. Several demographic groups were more likely to have observed such issues: 81 per cent of women (compared to
74 per cent of men), and 92 per cent of both people living with a disclosed disability and those who identify as
LGBTIQ+.
Request your free copy of the FY 2018-19 Hays Diversity & Inclusion Report at hays.net.nz/diversity-inclusion
Hays, the world’s leading recruiting experts in qualified, professional and skilled people.
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