Women’s rights Through time Women’s rights have Improved however to this day in the New Zealand society women still face inequality in Employment. How are Women’s employment rights affected in NZ society, have they tried to overcome this discrimination today? Through time women's rights have improved, however, to this day in New Zealand's society, women still face inequality in employment. The point of this report is to educate and create awareness of issues that has been happening for decades. Discrimination against women still exists in different forms in workplaces. The work environment has sometimes been referred to as being an inhospitable place for women because of the multiple types of gender inequalities present (Eagly, Cali 2007). Workplace discrimination negatively affects women’s earnings and opportunities through the gender wage gap, the deficiency of women in leadership, and the more extended time required for women (vs. men) to advance in their professions (Blau, Devaro 2007). This report will investigate the good and the bad of what women face in employment, in addition to the past and present of women’s employment rights, furthermore the resolutions of preventing any discrimination of women’s rights in employment. Discrimination in the workplace has confronted women over a wide span of time; their employment rights still tend to be affected yet there are advantages women gain, and men do not. For instance, women can often obtain jobs that men rather wouldn’t, jobs that are seen only fit for women even though it is sexist it is an advantage for females to become employed. The issue with women employment rights is that they are seen to be less than men not equal to. Even though the government has said to be focused on women being given the opportunity and choice to utilize their skills and talents across the work industry it just hasn’t happened yet. In the hospitality industry, there are far more women than men, women, and men in hospitality seem to be equal and have equal opportunities than in any other work industries. Women’s employment rights mostly state how they ought to have an equal opportunity as men, women’s employment rights are impacted as in New Zealand society men ideally still pick up occupations that women rarely do. Hospitality shows less discrimination towards women, but in an overall workplace context most often than not women are said to face disadvantages in employment in New Zealand. However, there are a few advantages to being women. Women in work we will receive more assistance that men, Women have the same rights as men to receive government benefits. According to the ministry of social development at the end of March 2010, of the 325,000-individuals receiving a working-age benefit, around 57 percent (186,000) were women. At the end of March 2017, 278,236 working-age individuals were receiving the significant advantage over half (57.5 percent) of the primary benefit recipients were female. Even though men are treated to be more important, it is women accomplish more work. Women are still able to land positions more female-dominated the kind men would not want. We as women may think we have it terrible in employment that we are not treated the way men are; however, women are hard working and even though they are not paid as much as men women are offered significantly more work benefits. Women in New Zealand are highly unemployed because women tend to get high education qualifications, causing the rate in unemployment for females to go lower, as oppose to those that have the opposite get employed first. The New Zealand work constrain participation rate for women is presently at 64.72 percent (March 2015). Men's work force interest rate is 75 percent. The female unemployment rate is higher than that of men (6.3 percent analyzed with 5.4 percent for men, in March 2015). The level of unemployment is most astounding for Māori and Pacific ladies. Men get paid more because women are more likely only to gain part time jobs as they have more duties to worry about, e.g., maternity leave, although this gender- gap pay has affected women for quite a while they are now called “unexplained” factors. New Zealand's gender pay gap is it is reliably one of the lowest in the world when compared with full-time workers. The pay gap is 12 percent (2016). Gender pay gap means women's hourly rates stay behind that of men's. Women in New Zealand are doing much more unpaid work than men. Around 63 percent of women's work is unpaid, and 35 percent of men's work is unpaid. In the employment area, men get paid more as oppose to women this is because of the job choices that woman make decreasing their chances of getting higher pay. A big issue in the workplace is that a lot of women are affected by stereotyping where we as women are made out just to stay, do the housework and the cleaning and manage the children. Whether Past or Present day women are stereotyped, the cycle has broken out the gender roles that were created by society long ago. New Zealand in 1893, was the first self-governing country that had allowed women to vote. Before this act came into place, Kate Sheppard started a movement to push for the rights for women to vote in 1892 which had led to almost 20,000 signatures but unfortunately turned unsuccessful. With the first petition not turning out to what she had expected it to be, she then started another petition hoping to make this one successful. 23,853 signatures were presented with another 7,000 signature before the request was submitted to parliament. According to (Govtnz, 2017), women in New Zealand did not have the right to stand for parliament. Until Elizabeth McCombs became the first female prime minister in New Zealand. Being elected after 40 years since the women’s suffrage came into place. In 1981, there were only 9% of women as members of parliament, but since in 2014, it had increased to 31% of women. When New Zealand was under colonization, women did not get a lot of privileges to work or any protection rights. Women were known as ‘housewives’ who stayed the home majority of the time either looking after the kids, doing the washing or preparing dinner for their husbands for when they come home from a long day at work. Today a lot of that has changed. In 1972, the equal pay act was put into place so that men and women that have the same type of job have the same wages. 1985, parental leave was put into the system for mothers who are in their final stages of their pregnancy until their child is 3-6 months old. Paid parental leave was then implemented in 2002 where the mother will still be getting paid while being away from work to look after their child. Not only is this for women, but men can also participate in this act. Meaning, if the mother decides to go back to work early, the father of the child can go on parental leave for the remaining duration. Depending on their job criteria, they are given up to 6 – 12 months of leave. With women, not being able to work in the past due to the law, today women are becoming more successful due to the legislations implemented by the government. New Zealand has been changing and making improvements so that women in the workplace and employment have the rights equal to men. In New Zealand and abroad, with the macroeconomic expenses of imbalance now unmistakably perceived by worldwide offices, for example, the International Monetary Fund (Ostry, Berg and Tsangarides, 2014). Overall, in the June 2014 quarter the Household Labor Force Survey indicates rates for the 15 or more populaces of 74.9% for men, against 63.1% for ladies. In the June 2014 quarter, the unemployment rate for women was higher at 6.4% than the male rate of 4.8% and had dropped less over the previous year. The under-employment rate (those seeking more hours or full-time work) was also higher for women, at 6.1% against 2.6%. A critical late activity to enhance the circumstance of lower-waged workers is the campaign for employers to pay a living wage, over the ordered the lowest pay permitted by law. Equal pay for work of equal value While it has been argued that general approaches have more effect on the position of women than targeted ones, progressing horizontal occupational segregation raises the need to consider whether women in these sorts of jobs are compensated fairly. Reducing level and vertical partition is a usual procedure, so it will be sufficient for the labor market to display gender equity. Executing equal pay for work of equal value principles is one such intervention which could lessen the undervaluation of female-dominated work. In New Zealand, it is standard practice to express the gender pay gap as far as the median hourly rate for all employees. According to the New Zealand Income Survey, 71 percent of part-time workers are women, and 58 percent of full-time workers are men. New Zealand provides paid parental leave (PPL) after the birth of a child. However, there continues to be a debate about eligibility criteria, and furthermore about the duration of leave and level of pay. Robust mechanisms, including legislation, are needed to progress pay and employment equity. This will require a broad political commitment and public consensus. Changes to the provision of early-childhood education funding already announced. The availability of early childhood education is scarce in rural areas and parents who work non-standard hours also have difficulty accessing early-childhood services. It is increased public awareness of the issue and political will to reduce the level of violence in the community Representation Improving female representation at CEO and senior management level, and on boards in the public and private sectors All things considered, the rights women have continuingly changed. Even though women face very little inequality and discrimination in the workplace, there still tends to be small remnants of this discrimination in work environments. In New Zealand society women face issues in employment. As stated in this report women’s employment rights have been affected in both good and bad ways. We can see that our society is trying to make an efficient change in the way women are treated in all aspects of employment. To this day women are beginning to be seen in the same status as men and the continuation of this will help to overcome these issues that challenge women’s employment rights. References Eagly, H. A., & Carli, L. L. (2008). Through the Labyrinth: The Truth about How Women become Leaders. Boston, MA: Harvard Business School Publishing.,53(2), 363-366. doi:10.2189/asqu.53.2.363 Blau, F. D., & Devaro, J. (2007). New Evidence on Gender Differences in Promotion Rates: An Empirical Analysis of a Sample of New Hires. Industrial Relations,46(3), 511-550. doi:10.1111/j.1468-232x.2007.00479.x Ministry of Social Development ‘National Benefit Factsheets, March 2010’ \ http://www.msd.govt.nz/about-msd-and-our-work/ publicationsresources/ statistics/benefit/2010-national-benefit-factsheets.html Ministry of Social Development ‘National Benefit Factsheets, March 2017’ https://www.msd.govt.nz/about-msd-and-our-work/publicationsresources/ statistics/benefit/archive-2013.html http://www2.stats.govt.nz/domino/external/web/nzstories.nsf/0/1edcc2a6a51552d 3cc256b1800085b5d?OpenDocument http://women.govt.nz/work-skills/income/gender-pay-gap http://freeessaywebsite.blogspot.co.nz/2008/03/women-in-workplacedisadvantages. html Govtnz. (2017). Govtnz. Retrieved 14 May, 2017, from http://women.govt.nz/about/new-zealand-women/history https://nzhistory.govt.nz/politics/womens-suffrage http://women.govt.nz/about/new-zealand-women/history