Diversity Survey Results:

October 2015

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Yes, New Zealand workers are worried about aging and flexibility. This fact has remained consistant with our previous surveys. 

The difference this time around? The marked increase is concern about enthicity and bias. In fact, there has been an overall increase of people concerned with diversity. 

Are diversity issues finally coming to the forefront?

Five Ways to Wellbeing

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A great resource for employers to make available to their employees. Using the most current evidence to date, this report has identified five key actions around the themes of social relationships, physical activity, awareness, learning, and giving.

American Journal of Health Promotion: The Art of Health Promotion

Wellness programmes at work may seem like a "nice to have" feature for some employers who are hoping that the benefit would attract future applicants, but researchers have found that having these programmes will also reduce employee sick days, increase the retention of staff, and encourage employee morale. They just make business sense. 

Diversity Survey Results:

April 2015

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A decade ago, the majority of employee surveys would have told you that career advancement opportunities were the number one priority for workers. 

How things have changed! The latest findings from our New Zealand Diversity Survey paint a very different picture, with 69% of professionals in NZ stating that work life balance, including flexible working, is their top priority when seeking a new role. 

The Reality of Talent Adecco. Issue 5

May 2015

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Diversity by numbers: women in business have come a long way in the past few decades, but are still hugely under represented in senior and director roles. 

This report outlines issues for minority groups in business and where we can go from here to ensure diversity at all levels.

To Be Who I am: A Report Around the Inquiry into Discrimination Experienced by Transgendered People

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In 2006, the New Zealand Human Rights Commission launched the world’s first inquiry by a national human rights institution into discrimination experienced by transgendered people. This ground breaking inquiry looks at the discrimination and barriers to equality that the New Zealand Transgendered Community faces.   

Managing an Older Workforce

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The New Zealand workforce is getting older: many may not realise that here in New Zealand, we actually have one of the highest workforce participation rates for over 65’s in the world. As the workplace "greys", the needs and expectations of "wisdom workers" will change.

This report deals with the ways that senior managers can play a critical role in reducing bias or age discriminatory behaviour and promoting age-friendly practices within their organisations.

Diversity Survey Results:

November 2014

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This survey looked at the state of diversity in New Zealand and found that health, flexibility, and aging topped the list of importance for most businesses among other findings.   

New Zealand Diversity Survey: Findings from the first four quarters

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This reports overviews findings from the New Zealand Diversity Survey (NZDS) for the four quarterly analyses, undertaken between November 2013 and August 2014. Across the four iterations of the NZDS, the respondent population (which varied between 1468 and 750) was reasonably consistent in terms of organisation size and industry sector, and in terms of the overall survey findings.

Ageing Workers Report - August 2014

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This survey collated opinions about attitudes to workers over 55 and presence of bias towards these older workers. It found that while there may be negative attitudes to older workers there was an awareness of the experience and loyalty of older workers. This report also looks at flexible work arrangements for older workers and age strategies in place.  

Lesbian and gay expatriation: opportunities, barriers and challenges
for global mobility

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The research presented in this paper addresses an important gap in literature in examining perceptions of opportunities, barriers and challenges for expatriation of lesbian and gay (LG) expatriates. This is an area that is under-researched despite such individuals representing a growing sector of the global talent pool. The research presented is significant in suggesting that the expatriates' sexual minority status is viewed as both a disabler and enabler. 

Realising the opportunity

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In September 2013 the Ministry of Women’s Affairs released this report drawing on a substantial body of international research and evidence to articulate the issues around women’s participation in leadership in companies and organisations.

Building on the research used in Realising the opportunity, this was then expanded to include other key papers which contained data or analysis, and reports which contain concrete proposals for action or recommendations.



Bench-mark your business

These are initiative summaries of the entrants in out Diversity Awards and Work and Life Awards from the past two years. Compare your own workplaces to some of New Zealand's most innovative and inspiring business to see how you stack up 

Initiatives Summary 2013

Initiative Summary 2013 - Comprehensive

Initiatives Summaries 2012

Initiatives Summary 2012 - Comprehensive

Ethnicity, workplace bullying, social support and psychological strain in Aotearoa/ New Zealand 

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This research explores whether respondents who self-identified as New Zealand Europeans experienced less bullying and less severe outcomes than those who self-identified as Māori, Pacific Island or other ethnic groups. Social support was also examined as a potential buffer against the negative effects of bullying.Respondents with more supportive supervisors and colleagues reported experiencing less bullying and less strain. Bullying was related to negative outcomes for all groups. The implications of these findings for management of workplace bullying are discussed in this report. 

Older Workers: Challenging Myths and Managing Realities

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The myth that older workers displace younger workers is just one of the untruths debunked in this new EEO Trust research report. It outlines what research has found about older workers' attitudes to work, their health, their productivity, their ability to train and their attitudes to technology.   

Transforming cultures to grow women leaders

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This report explores what six leading Kiwi companies are doing to encourage talented women into leadership roles. The companies are ANZ New Zealand, Coca-Cola Amatil, IAG NZ, Progessive Enterprises and Refining NZ.  

Workforce Demographic Trends

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This March 2012 resource summarises key demographic trends affecting employers including:

  • Slowing growth in the labour market
  • Global competition for talent
  • New Zealand's changing age profile
  • Changing family and gender roles.

Specifically Pacific: Engaging Young Pacific Workers

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Young Pacific people are a growing proportion of the New Zealand workforce but very little is known about what helps them contribute fully at work. Our research asked young Pacific people and their managers how workplaces can get the best from these talented young people.

Youth labour force trends, issues and solutions

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What paid work are New Zealand's young people doing? What has the recession done to young people's job prospects? What qualities in managers help young people do their best? This report provides a comprehensive overview of how young New Zealanders (aged 15 to 24) are faring in the labour market.

People management in tough economic times: Employers' responses to recession

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EEO Trust surveys in May and June 2009 explored how employers were responding to the economic downturn. We found that many employers were endeavouring to maintain their long-term competitive advantage by investing in training and development, health and wellness initiatives and flexible work options.

Workplace age and gender: Trends and implications

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This new analysis of the age and gender profiles of more than 30 professions, based on Census data, shows how imbalances in certain fields could pose problems for some New Zealand sectors in future. Occupations covered include law, medicine, planning, management, the trades, engineering, IT, call centres, HR, police, transport and education. 

Older workers: Employers speak out 2008

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Research with EEO Employers Group members shows that many employers place a high value on older workers, appreciating their reliability, experience, stability and loyalty.

Diversity & Equality: Evidence of positive business outcomes and how to achieve them 2008

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This literature review explores the impact of workplace diversity on business outcomes, finding that diversity is likely to be good for business provided it is well managed.

Boomers & Beyond: Recruiters Tell their Stories

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Research with recruitment consultants finds that they view older workers very positively and are willing to work proactively with their employer clients to demonstrate the value of hiring an older person who has the skills, experience and attitude needed for a role.

Work-life balance, employee engagement and discretionary effort:

Literature review

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This literature review explores if and how strategies to support work-life balance increase employee engagement and therefore discretionary effort and productivity.

New Zealand Diversity Survey: Findings from the first four quarters 

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New Zealand Diversity Survey: Findings from the first four quarters 

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Work-life balance, employee engagement and discretionary effort:

Pilot research

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A pilot research project built on our literature review to explore the relationships between work-life balance, employee engagement, discretionary effort and productivity. Employees from 15 workplaces took part in the online research.

Work and age 2006

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A total of 6,484 respondents completed this on-line survey, telling us when they would like to retire, what would encourage them to stay in the workforce and whether they have found age an issue in their workplace.

Archived Research Reports