September 2024

Progress is not parity

Over the past decade, women’s representation has increased at every level of corporate management. Most notably, women today make up 29 percent of C-suite positions, compared with just 17 percent in 2015. But progress has been much slower earlier in the pipeline, at the entry and manager levels. However, the corporate pipeline is not as healthy as the numbers suggest. Women remain underrepresented across the pipeline, a gender gap that persists regardless of race and ethnicity. Simply put, men outnumber women at every level. What’s more, women continue to face barriers at the beginning of the pipeline. They remain less likely than men to be hired into entry-level roles, which leaves them underrepresented from the start. Then, women are far less likely than men to attain their very first promotion to a manager role—a situation that’s not improving. In 2018, for every 100 men who received their first promotion to manager in 2018, 79 women were promoted; this year, just 81 women were. Because of this “broken rung” in the corporate ladder, men significantly outnumber women at the manager level, making it incredibly difficult for companies to support sustained progress at more senior levels. This phenomenon is even worse for women of colour, who represent only 7 percent of current C-suite positions—just a four-percentage-point increase since 2017. The ‘broken rung’ remains a significant barrier to women’s advancement, especially for women of colour. For every 100 men promoted to manager, 89 White women were promoted in 2024. Asian women have experienced the greatest improvements in the broken rung but encounter significant hurdles later in the pipeline. Women have made modest but meaningful gains at the vice president and senior-vice-president levels since 2018, but their progress is more fragile than it appears. The main driver of women’s increased representation was a reduction […]

Profile: Alexandra Vranyac – Wheeler, CEO, Master Electricians NZ

How are you finding life as CEO of Master Electricians NZ? I’m loving working with passionate people who are committed to advancement of this industry, which in many ways is at the centre of the energy transition. I’ve found that the people around me share many of the same values – a desire to support members in a proactive way and grow the industry, and a willingness to take risks and innovate so that electrical contractors are future-ready. What are the challenges in this role? The electrical industry is undergoing rapid change – from technological innovation and sustainability imperatives to regulatory shifts and evolving consumer demands. In this dynamic environment I see every challenge as an opportunity. There are opportunities to enable technology adoption at a faster rate. There are opportunities that flow from convergence of industries and infrastructure in terms of dynamic careers for electrical contractors and diversified business opportunities. We need to lean into regulatory reform and having the funding needed to keep up with rapid changes in standards – both in terms of product and practices. Another step up is that the industry is currently served by multiple ministers and parts of government which often means we never have the ability to communicate about the impact across the value chain! Do your members have issues recruiting the right staff? Yes and no. We have got a workforce skill shortage, and the economic situation does mean we don’t recruit and train enough. There is also the need and desire to innovate and adopt new technologies – the electrification of the NZ economy relies on individuals and businesses who can pick up micro skills faster than ever before and in ways that meet their needs in terms of experiential learning. That is why we are investing in a new […]

Calling women ‘too emotional’ weakens us all

The stereotypical and unwelcome practice of calling women ‘too emotional’ is still all too common in New Zealand’s business environment, and while it is easy to call for change, any real shift will only happen when society starts to recognise emotion as a strength and not a sign of weakness. Simone-Ellen Keller, founder of Genius You , says the stereotype of seeing emotions as a weakness is deeply ingrained, as most women will have experienced. Keller says emotions are not a weakness—they are a fundamental part of the human experience and a source of strength. The issue lies not with the emotions themselves but with our collective discomfort and misunderstanding of them. “Women are better at expressing their emotions. Men just hide it, or they shout, but without emotion, it is difficult for us to connect both personally and professionally. Emotions make us human, but how we translate emotions triggers how we respond to a situation, for better or worse. “Part of the problem is that New Zealand society often allows men to express anger—a defence emotion—while shaming women for showing vulnerability, a core emotion.” Keller says our discomfort with emotions stems from a lack of understanding. “We have been taught to suppress them, particularly in professional or public settings, under the guise of being ‘rational’ or ‘professional’. But this suppression does not eliminate emotions; it only drives them underground, where they can fester and influence our behaviour in ways we may not fully understand,” she says. Emotional literacy is key to navigating this landscape. “The difference between feeling an emotion and expressing an emotion is critical. Use them to navigate your life, and that’s not just about moving towards emotions that make us happy and away from those that do not—all emotions have a purpose, and we should not run […]

Cassandra Nadira Lee, Founder, COMB (Connecting Mind and Body)

What inspires you? I am inspired by the resilience and strength that comes from overcoming personal challenges. My experiences with clinical depression, temporary blindness, and the determination to balance work and family life have all fueled my drive to help others. Witnessing the positive transformations in my clients and their teams also motivates me to continue advancing our mission at COMB. Tell readers about COMB and what it offers clients? COMB(Connecting Mind and Body) is a learning and development consultancy that focuses on improving team dynamics, collaboration, and communication through a holistic approach. At COMB, we emphasise these elements in our programs, helping clients to become more self-aware, manage their unconscious biases, and enhance team dynamics and performance. Our goal is to align the heart, mind and body so they are able to be confident and not be blinded by “fears and insecurities”. Our services cater to a diverse clientele, including both MNCs and SMEs, with a special focus on sustainable solutions that drive meaningful results. You are aspirational and bring about meaningful change? Tell us about this. I would like to contribute the learnings that I have acquired for meaningful change. I feel blessed with all that I have gone through and learned in the process. Through COMB, I aim to bring about meaningful change by focusing on both individual and team development. My intention is to create and enhance environments where people can connect their mind and body to achieve their full potential. By addressing both soft skills and personal development, I believe we can empower individuals to overcome limitations and foster high performing and engaged teams. Your journey has had challenges. How are you now? I have made significant progress since overcoming my challenges. My vision for COMB and my personal experiences have shaped me into a […]

Darlene Winston_Director of Advice, Peninsula Australia

Profile: Darlene Winston (MAICD), Director of Advice, Peninsula Australia

www.womengoingplaces.net What is your role at Peninsula Australia and what does it involve? I head up the Advice division and our employee relations specialists at Peninsula Australia, a leading provider of HR and WHS support for small to medium-sized businesses. We provide 24/7 expert advice to our clients that reduces their risk of non-compliance with workplace law, giving them piece of mind and allowing them to focus on their business knowing their HR concerns are in hand. I lead a management team comprised of people leaders who drive performance, as well as a best-in-class training and workforce planning team. Essentially, I drive the people and operations management to ensure we’re providing the highest standard of service possible. Why have you chosen this career path? My career background is incredibly varied, spanning Executive roles in 13 industries across three countries. I love this role as it encompasses every business discipline, with responsibilities including leadership and people management, finance and sales, as well as operations and efficiencies – no day is the same! What has been the highlight of your career and why? I’m very lucky to have many highlights throughout the varied roles I’ve held. One that I have very fond memories of is residing in mainland China overseeing an SAP end-to-end integration in seven languages with several countries in my remit. I was there for three years and completed the final country, Thailand from Sydney. It was a big project, millions of pounds sterling and reporting to the Group Board. I love a challenge and absolutely loved the opportunity to jump into this regional role. What has been the greatest challenge in your career, and how did you overcome it? I have worked in many industries and never the same one twice, so I’ve encountered challenges in every position […]