Q&As from 2022 Online Summit presenters now available
On 2 November 2022, the Women in Public Service Summit: Te Pua o Ngā Māreikura was held online reaching wāhine Public Service employees across the mōtu. The Summit featured a diverse lineup of speakers leading sessions, workshops and a panel all based around the theme, 'Leading from where you are'.
Attendees were able to ask questions of our speakers, and if speakers were unable to answer them on the day, the questions were passed on after the Summit. Their responses have been collated below. We thank and appreciate each of our speakers for taking the time to respond.
Dame Juliet Gerrard – Prime Minister’s Chief Science Advisor, Kaitohutohu Mātanga Pūtaiao Matua ki te Pirimia
Mary Haddock-Staniland – Global Senior Vice President of DEIB (Diversity, Equity, Inclusion, Belonging) for EverCommerce, the parent company of business management software company, Timely Limited.
Noel Dumo – Co-founder of the MBIE and Cross-Agency Women of Colour Networks, Pan-Asian Public Sector Network active member.
Jaimee Matthews – Co-Chair of the IR Rainbow Network and Communications Lead for the Cross-Agency Rainbow Network
Lyn Meredith – Wāhine Tūhono - Women Connecting (Women’s Network at Inland Revenue) and Te Haa o Kirikiriroa (Hamilton Māori Network)
Dame Juliet Gerrard – Science Advice in a Crisis
As a woman in your field, do you feel trusted as an expert?
Well, I definitely feel trusted by the key decision-makers, many of whom are also women! There is still a barrier with some parts of the wider public, but I focus on my key audience - the PM - and building trusted relationships with other decision-makers. I suspect also that the way I have constructed the role (as a bridge to experts, rather than presenting myself as the expert) mitigates this issue in the parts of society where it could be a problem.
There is a growing issue of misinformation rapidly spreading online and in social forums. What are your thoughts on this growing area and how agencies should begin to tackle this growing issue?
Absolutely, a huge global issue. We have a small project, in collaboration with Stuart McNaughton, the CSA for the Ministry of Education, looking at how to make our children better able to thrive in this new world and understand how to spot the polluted information that is out there. We have also worked to support MBIE and the Minister to enable a change in policy to ensure our government-funded research is openly available to the public (rather than locked behind a paywall). No quick answers but a rising challenge for all agencies going forward.
Mary Haddock-Staniland – Leading from Where I Stand
How do you approach those who don’t value diversity and inclusion and are vocal about it?
I think it’s important to set aside any personal feelings, if possible, and try to tackle the challenge. Trying to educate people like this is where the real progress is made, otherwise, we are just preaching to the converted right? Often the issues people have are not rational, so there’s no point trying to browbeat them with rational arguments. Most times their objections are based on fear, fear of their own disempowerment. So I think it’s important to emphasise that DEIB is about respecting and valuing all people. It’s the whole baking a bigger pie versus fighting over slices of the existing pie. You may only sway the opinion of 1 in 10, but each of those is a real win.
Tena Koe Mary love your outfit and your authentic self very inspiring :). How do you break down an organisation to move away from people avoiding the conversations on diversity due to being fair to all employees?
I think that Public Service managers have to be seen to be fair to all. But it's about identifying what fair looks like. DEIB is about recognising and valuing people's differences, so treating people fairly does not mean treating them the same. Giving a left-handed golfer a right-handed set of clubs because that’s what everyone else is using wouldn’t be fair. Giving a Muslim employee a prayer space so they can observe their religious requirements at work, even though others don’t need that space, is fair because it recognises what that person needs in order to function well at work. A good manager should know each of their team and identify what each of those people needs in order to feel safe and accepted in the work environment. In the end, everyone is different and has different needs, and an effective manager will tap into that.
Noel Dumo – Leading Though Influence and Allyship
How do you manage your work and the work you do with ELN’s?
I am fortunate to have a supportive manager who proactively encourages me to block out time in my calendar to do ELN work. I’ve also found that being really clear about your current capacity is helpful – i.e. only put your hand up to do things you actually have time to do. At the end of the day, you need to be very good about looking after yourself so you don’t burn out. Finally, if you are struggling with your load, reach out and ask for help.
How would you like New Zealand to look or change in the next few years?
The dream is for New Zealand to be a welcoming, equitable, inclusive and diverse nation where everyone feels safe to be themselves, and for this to extend into all workplaces.
Jaimee Matthews – Leading Though Influence and Allyship
How do you manage your work and the work you do with ELN’s?
It's important to have support from your team, ELN leads and members of the network. Across government, most of us have busier and quieter times. When I am less busy in my job, I pick up more ELN work. This does keep me busy, however the work I do with the Rainbow Network and Cross-Agency Rainbow Network (CARN) energises me.It's important to have support from your team, ELN leads and members of the network. Across government, most of us have busier and quieter times. When I am less busy in my job, I pick up more ELN work. This does keep me busy, however the work I do with the Rainbow Network and Cross Agency Rainbow Network (CARN) energises me.
When I'm very busy, there are usually other people within the networks who can keep things running. I have two Rainbow Network Co-chairs and we support each other through busy times. This isn’t limited to our work. Sometimes one of us has a lot in our personal lives and needs a break from ELN work. We also don’t take on all of the work ourselves. We work with network members, which sometimes means forming a committee, creating new roles or talking to our members' People Leads to negociate some time.
I'm lucky to have a Team Lead who supports and encourages the work I do within networks. She sees this as part of the organisations work in general and ensures I have the time to do it. This is important for leaders to do as it validates the importance of network mahi and provides people with opportunities they may otherwise not have access to.
How would you like New Zealand to look or change in the next few years?
There have been some great changes seen in recent years. The ban on conversion therapy and the Births, Deaths, Marriages and Relationships Registration bill (BDMRR) as some examples. I think it’s important to see more acceptance and support of our transgender, gender diverse and intersex communities. There has been an increase in transphobia and trans exclusion overseas and I want to see Aotearoa New Zealand continue in the opposite direction.
I still hear stories of trans people who cannot transition at work. Compared to other countries we're moving in the right direction, however, a lot of trans, gender-diverse and intersex people are still being left behind. We still have work to do.
Lyn Meredith – Leading Though Influence and Allyship
How do you manage your work and the work you do with ELN’s?
It’s about finding the balance that works for you. I am lucky enough to have an awesome leader who gives me great support in pursuing my passions, allowing me the time I need to contribute to these Networks. Work is always my priority, so if something urgent arises then that is where my focus is, this is when I rely on other members for support, which is essential.
How would you like New Zealand to look or change in the next few years?
Personally, I would like to see a more accepting New Zealand of people’s differences and be open-minded.