Leading professor tells HRD women leaders need greater equity – not equality
Despite ongoing conversations about improving equity and inclusion in the workplace, a leading academic told HRD women continue to face persistent obstacles in climbing the corporate ladder.
“There are three key challenges for women starting and growing their own businesses: access to entrepreneurial finance, balancing home and work commitments, and the need for strong support networks,” Professor Christine Woods, Dame Theresa Gattung Chair for Women and Entrepreneurship at the University of Auckland, said.
Woods noted the barriers women face in business ownership closely mirror those faced by women in leadership across the corporate world – and HR leaders need to step up.
“Women, more often than men, shoulder the burden of unpaid domestic work – whether that be children, parents, grandparents. It creates a false economy. It’s disproportionately put on women and it’s not sustainable.”
Support for women at executive level
Woods also underscored the value of male allies in fostering equity – noting that it “wasn’t women that voted for women to get the right to vote.”
Recalling a retired executive who actively mentored and advocated for a junior female colleague, she highlighted how vital male allies are in challenging biases.
“Comments were made about her that wouldn’t have been said if she were a man,” she said. “We need more men who are willing to be proactive and speak up in support of women in leadership.”
This, she insists, goes beyond box-ticking or token appointments to executive teams.
“It’s about competent, capable women being in decision-making roles — and not just one. You need more than one woman in the room to avoid isolation and ensure meaningful inclusion. The pendulum needs to shift. There are plenty of competent women in business, we just need to be supported,” Woods said.
How HR can support women in executive positions
For HR managers, the message is clear: hiring a woman into a senior position isn’t enough. It’s about creating an inclusive culture where they are heard, support, and seen as equals outside the boardroom as well as in it.
“It’s not just about equality in the workplace; equity is just as important – being invited to the pub on a Friday night or going for a round of golf at the weekend. It extends beyond inside the office," Woods quipped.
New Zealand’s reputation for cultural awareness and inclusiveness doesn’t shield it from these issues. Woods noted that even in a nation known for bicultural sensitivity, there’s an urgent need to reassess how inclusion truly plays out.
“It’s still an issue and I think the fact that we’re saying it over here just shows how much of an issue it still is. We can change, we just need to be aware of what we can do.”
Research into issues around women in leadership
At the recent Diana International Research Conference, Woods and her colleagues discussed the subtle but growing backlash against diversity, equity and inclusion, echoing trends seen in the U.S.
More than 120 people attended the event exploring themes such as gender bias in AI and the challenges of Māori women entrepreneurs.
“It’s about equity of opportunity,” Woods said. “We’re not necessarily calling for 50-50 splits in every area, but we must ensure the systems in place allow women to succeed and feel supported — especially in environments where loneliness and isolation are real concerns.”
“It’s lonely when you’re setting up a business or have climbed the corporate ladder regardless of gender or race – it’s just worse when you’re a woman.”
Driving change for the future
HR leaders are in a unique position to drive this change. From establishing mentorship schemes to encouraging inclusive team culture and addressing the unpaid work imbalance through flexible policies, the tools are available.
“We can’t rely on systemic change to come from those being marginalised,” Woods warned. “Women didn’t vote themselves the right to vote. We need allies — people in positions of power — to help build a truly equitable environment.”
HRD approached the Ministry for Women for a comment on this matter - with a spokesperson confirming they are committed to supporting women in the workplace and improving economic empowerment.
They offer a range of tools, services and resources designed to support women including an online toolkit to close the gender pay gap and empowering women to navigate online spaces.
"This work complements the Ministry’s broader efforts to improve women’s employment outcomes – including supporting businesses to close gender pay gaps and opening up more pathways into leadership," a spokesperson said.
