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Subject: search.filters.subject.350502 Employment equity and diversity

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    The role of sustainable human resource management practices in achieving gender equality : a case study of a New Zealand electricity distribution business : a thesis presented in partial fulfilment of the requirements for the degree of Master of Business Studies in Human Resource Management at Massey University, Manawatu, New Zealand
    (Massey University, 2024) Winniastri, Luki
    Sustainable human resource management (SHRM) practices played a crucial role in addressing global sustainable development challenges, particularly in the context of complicated gender equality issues. As a result, these practices had garnered significant academic interest. Nevertheless, there was a scarcity of research about the impact of SHRM practices on achieving gender equality in the engineering industry, particularly in the electricity distribution business (EDB) in New Zealand. This research sought to examine the extent to which an EDB in North Island, New Zealand had carried out SHRM practices in line with the characteristics outlined by Mariappanadar (2020). Additionally, it aimed to examine the engineers' awareness of the existence of SHRM practices within the company. Furthermore, it aimed to assess the impact of implementing SHRM practices on promoting gender equality. This study employed semi-structured interviews with a total of 8 engineers, consisting of 3 female engineers and 5 male engineers, to gather data on the implementation of SHRM practices by EDB owners and managers in order to promote gender equality. The collected data was then subjected to thematic analysis for qualitative analysis. The empirical findings of this research indicated that the EDB had shown a dedication to implementing policies related to work-family balance, flexibility, and worker health. Moreover, the findings showed that all participants had stated that the EDB had shown its commitment to promoting SHRM by providing technical training and soft skills training to most engineers, regardless of gender. Unfortunately, none of the engineers reported receiving any environmental training or training focused on green competency and social awareness training. This study also found that the GM and manager's method for compensation and reward practices is not well communicated with employees or engineers. Moreover, there were no incentives, whether monetary or non-monetary, for employees who demonstrated environmentally conscious behaviour. Consequently, the company's compensation and reward policies were developed in a manner that may potentially put female engineers at a disadvantage, due to the ongoing existence of the gender pay gap in New Zealand. Furthermore, the compensation policies were not aligned with the company's sustainability strategy. This study also contributes to knowledge by providing an innovative perspective on the relationship between SHRM practices and gender equality, highlighting the robust connection between these two elements that might be unfamiliar to some individuals. This study expands our understanding of the fact that some SHRM practices in the EDB are not in line with the characteristics of SHRM practices outlined by Mariappanadar (2020). These practices include technical and non-technical skills training, empowered decision-making, and company’s compensation and reward systems. The findings of this study are also valuable to managers, experienced professionals, and newcomers to the engineering industry or EDB in New Zealand.
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    Lived experiences of introverted South Asian women working in New Zealand : a thesis presented in partial fulfilment of the requirements for the degree of Master of Business Studies in Human Resource Management at Massey University, Albany, New Zealand
    (Massey University, 2023) Tayyab, Mariam
    This qualitative study seeks to magnify the voices of introverted people by exploring the complex interaction of introversion, cultural identity, and work experiences among South Asian women in New Zealand. It seeks an in-depth understanding of the distinctive challenges and opportunities these professionals face throughout their careers. It focuses on attributes frequently ignored in an extroverted-centric society, particularly those linked with being introverted. This study unravels a complicated tapestry of experiences via in-depth interviews with eight introverted South Asian women. The narratives vividly illustrate the profound influence that societal expectations, cultural norms, and beliefs have on work environments. The study reveals vital themes, including a deep desire for solitude and personal space, the need to unwind after social interactions, and feelings of stress in extroverted environments. The study sheds light on participants' coping mechanisms for dealing with the deeply ingrained cultural norms of modesty and respect in South Asian countries. Additionally, it highlights the difficulties introverted South Asian women experience in environments where extroversion is highly valued and where they are frequently viewed as quiet or uninterested. The findings of this study have important implications for organizations and managers to create work cultures that recognize and capitalize on the talents of introverted people. Workplaces should actively encourage diversity, equity, and inclusion by identifying the value of introverted characteristics and understanding prevalent cultural intricacies.
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    Disability work matters : employment opportunities for disabled people in the New Zealand disability sector : a thesis submitted in fulfilment of the requirements for the degree of Doctor of Philosophy (PhD) at Massey University, Manawatū, New Zealand
    (Massey University, 2023-12-30) MacNeill (née Crothall), Pamela
    Although disabled citizens represent almost a quarter of the total population in Aotearoa New Zealand, they experience significant and persistent barriers to employment. This research examined the barriers and enablers to employment for disabled New Zealanders, both generally and those specifically relevant to the disability sector. The research had four aims: to examine the navigation of family, identity, and education by disabled people; to identify barriers to paid employment in both mainstream and disability sector settings; to investigate potential employment enablers; and develop recommendations. This research employed a qualitative thematic analysis approach, underpinned by the social model of disability and the theoretical concepts of Pierre Bourdieu, guiding interpretation of results. The study began with a focus group of six disabled people, to discuss possible themes for the research. Results from the focus group were then developed further to inform interviews with 13 disabled and 12 nondisabled people, on topics relating to: the navigation of family, identity, and education by disabled people; barriers to paid employment in mainstream and disability sector employment; and potential employment enablers. Key research findings include: the development of individual agency is critical to build the resilience necessary to navigate many environmental, structural, and attitudinal barriers encountered in education and employment; similar employment barriers are experienced by disabled people in all employment settings; the creation of opportunities for employers to meet with disabled people could be valuable and may lead to job offers; time-limited voluntary work, which includes pathways to paid employment, may assist to both allay employer apprehension, and enable disabled people to demonstrate capability. Research strongly suggests that the disability sector would benefit from including the lived experience of disability as a key competency for employment within a sector which exists in the name of disabled people. Ensuring disabled people achieve greater authority in their sector is an equity issue in urgent need of attention, and this study takes a step forward to address this need.
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    Skilled migrant women : evolving or devolving careers : a study exploring the unfolding career experiences of skilled migrant women : a dissertation presented in the partial fulfilment of the requirements for the degree of Doctor of Philosophy in Human Resource Management at Massey University, Albany, New Zealand
    (Massey University, 2023) Odedra, Nimeesha
    This research explores how the career experiences of skilled migrant women unfolds over the first ten years in their host country, New Zealand. Most scholars have classified ‘skilled’ migrants as people on the move, possessing tertiary or professional qualifications and/or professional experience at the time they leave their home countries to seek employment elsewhere (Al Ariss & Syed, 2011). Women comprise almost half of the skilled migrants approved permanent residency in New Zealand, and they bring with them skills, qualifications and experience that are highly advantageous to organisations in today’s competitive marketplace. However, their skills are often under-utilised, and while this has repercussions for the migrant women themselves, it can cost organisations substantially in lost productivity. Although some studies have explored the career experiences of skilled migrant women, relatively little is known about the complex interplay of factors that shape their career pathways, or how skilled migrant women utilise their agency in navigating their career in the host country. To address this gap, this study provides a deeper contextual understanding of the career experiences of skilled migrant women in New Zealand by exploring their experiences through the lens of contemporary migration and career theories. This research is guided by the question: how do the career experiences of skilled migrant women unfold in their host country? There were two underlying research objectives: i) to provide more in-depth understanding and meaning to the life and career experiences of skilled migrant women, and ii) to contribute to existing migration and career theories by exploring the applicability of career and migration theories to the career experiences of skilled migrant women. This study adopts an interpretivist philosophical approach aligned with a constructionist stance which focuses on how the participant makes sense of their career, specifically on how they construct and experience their career in New Zealand (which is the host country context of this study). A career life history approach is utilised as this is appropriate for an exploratory nature of this study, allowing participants to reconstruct events subjectively and meaningfully in their social and cultural context and in their own words. By embracing a holistic classification of career, this research takes into consideration the whole life perspective of the participants’ careers. The findings of this study were informed by 40 semi-structured life narrative interviews conducted with skilled migrant women in New Zealand. Thematic narrative analysis of the data was used to shed light on how skilled migrant women’s experiences aligned with contemporary migration and contemporary career theoretical frameworks. The migration theoretical frameworks examined in the course of this study are the relational perspective (Syed, 2008), the integrated model (Tharmaseelan et al, 2010), the highly skilled migrant women's career development framework (van den Bergh & Du Plessis, 2012), the skilled migrant’s qualification-matched employment model (Shirmohammadi et al, 2018), modes of engagement (Al Ariss, 2010), and theory of motivation to integrate (Cerdin et al., 2014). The three-phase career model (O'Neil & Bilimoria, 2005) and the kaleidoscope career model (Mainiero & Sullivan, 2005) were the contemporary career theories examined. This study focuses on the evolving/devolving career experiences skilled migrant women have due to the major disruption of international career transition. In contextualising the findings of this study, three theoretical contributions to the understanding of how skilled migrant women’s careers unfold are made. The first contribution is to existing international migration literature. The second contribution this study makes is to career theories. The third, and critical, contribution this study makes is the nexus of international migration and career literature together. The careers of skilled migrant women are under-explored and under-theorised in both these literatures. In addition, by adopting an exploratory life history approach and utilising a lifeline perspective, which anchored critical events, enabling participants to reconstruct experiences subjectively and meaningfully in their own words, this study makes a key methodological contribution. This study adds to the body of knowledge on skilled migrant women, both as a group and as individuals, which may be of strategic benefit to organisations thus making a practical contribution. This study does have some limitations, and further research could mitigate some of these. First, the study was undertaken in New Zealand. A comparative study undertaken in other countries would be informative and beneficial. Secondly, a more diverse and representative sample would be favourable. Thirdly, a more diverse representation of participants in terms of the LGBT+ community and the additional challenges they may face would make this study more inclusive. Finally, potentially a quantitative study could be applied to approach a broader research scenario.
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    Understanding inclusion : an exploratory study of women ICT employees’ experiences : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Management at Massey University, Albany, New Zealand
    (Massey University, 2021) Perera, M.D. Shamalka
    Information and Communication Technology (ICT) is a profession where women are under-represented. As a minority in a gendered work context, women are at risk of feeling excluded in work groups. In order to attract and retain more women into the ICT profession, scholars emphasise the importance of creating inclusive work environments. Inclusion is an approach that is widely adopted by organisations to provide a better experience for employees. Therefore, the first aim of this study is to explore women ICT employees’ experiences and perceptions of inclusion in a work group setting. According to Optimal Distinctiveness Theory (ODT), one feels included when the core elements of inclusion, belongingness and uniqueness needs, are mutually fulfilled. Thus, the second aim of this study is to explore how women ICT employees view the relationship between inclusion, belongingness, and uniqueness. To study this phenomenon in an exploratory manner, 36 semi-structured interviews were conducted with women ICT employees and data was analysed thematically. Results show how women ICT employees understand inclusion in their work group contexts. Specifically, results show how women ICT employees perceive inclusion, what factors influence their experiences and perceptions of inclusion, and how they view the fulfilment of belongingness and uniqueness needs in a work group. This study contributes to the literature on diversity and inclusion by providing support for the efficacy of inclusion at an individual level and by identifying the factors that influence women ICT employees’ inclusion. Additionally, Human Resource Management (HRM) practitioners are provided with recommendations on fostering inclusion among women ICT employees through improved policies and practices aligned with organisational goals.
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    Ethnic minority world travellers & arrogant perceptions : an Aotearoa New Zealand employment narrative : a thesis presented in partial fulfilment of the requirements for the Master of Business Studies in Management at Massey University, Albany, Aotearoa New Zealand
    (Massey University, 2021) Joshi, Doreen
    Currently, there remains a gap within the context of Aotearoa New Zealand, whereby a single study has explored multiple ethnic minority group experiences, focusing specifically on the interaction of their ethnic identity with their employment experience and how these are shaped through their interactions with their dominant group counterparts. This narrative research aimed to fractionally address such a gap by creating an understanding of how tertiary qualified ethnic minority individuals experience the world of employment in Zealand. To contextualise understandings, the research also focused on constructing an understanding of how ethnic minority individuals establish their ethnic minority identity within the context of Aotearoa New Zealand. Additionally, the significance of having a tertiary qualification for ethnic minority individuals was also explored. The current study was motivated by higher levels of workplace discrimination reported by ethnic minority groups and their high uptake of tertiary qualification. Ten participants were engaged in this narrative inquiry via semi-structured interviews. Maria Lugones’ theory of world travelling, particularly the notion of ‘arrogant perception,’ was utilised to mobilise subsequent understandings. The ethnic minority participants in this research experienced the world of employment as an object of their ‘dominant other’s arrogant perception. Such objectification was perpetrated by the participants’ ‘dominant other’ and often involved the separation of the participants’ ethnic minority lived experience from their ethnic minority body and the dismissal of the former. The ethnic minority lived experience of the participants was disregarded by their ‘dominant other,’ and as such, only their ethnic minority body was seen and taken into consideration. Subsequently, the ‘dominant other’ came to see the ethnic minority body of the participants as having a vacuum; hence they then filled it with constructions of how they perceived the ethnic minority person to be. For the participants, such acts of their ‘dominant other’ were typically experienced in two ways, the constant racialisation of their ethnic minority bodies and being constructed as a perpetual foreigner, despite their civic efforts. Both experiences were unwelcomed by the participants and often left their ethnic minority body falsely constructed and thus distorted. The invisible nature of interactions and its deep-seated connections to sociocultural and historical legacies, contributed to the complexity of meanings and navigations within this space. While the arrogant perceptions of the ‘dominant other’ went largely unchallenged. Participants in this research emerged as resilient and skilled ethnic minority world travellers through their narratives, who held out hope and fondness for Aotearoa New Zealand. Findings within such spaces could be particularly of interest to agencies monitoring equitable employment conditions and outcomes for ethnic minority communities in Aotearoa New Zealand. As well as agencies looking to inform workplace diversity and inclusiveness strategies.