As the father of a seventeen-year-old daughter who will shortly enter the workforce, supporting women in the workplace is something I take seriously.  And as the male CEO of a large organisation with a predominantly female workforce, I am very conscious of my responsibility to lead and foster a culture of gender equity and inclusivity.  

 

More than 80% of our people at Southern Cross Healthcare are women, including 80% of the general managers of our hospitals.  While this is a key strength, it’s critical that we don’t become complacent. I personally think that achieving gender equity requires genuine and ongoing commitment through meaningful actions from the very top of the organisation.  

 

Taking actionable steps is vital. As CEO, simply taking the time to engage and actively listen to different perspectives goes a long way. Creating an environment where people feel heard and valued helps to foster a culture of inclusion. It’s about evolving our language to be intentionally inclusive and ensuring that everyone at the table can contribute.   

 

We know we do well on gender pay equity and career progression in our clinical workforce, but we also need to ensure women in non-clinical roles and senior leadership positions receive the same level of support.  

 

In the health sector, it is particularly important to challenge stereotypes like the female nurse/male doctor example. We work hard to ensure that our imagery and communications reflect gender diversity across the organisation and showcase non-traditional leadership roles. Independently these actions may seem small, but collectively they all play a significant role in shaping perceptions and breaking down barriers.   

 

From a policy perspective, we are committed to creating a welcoming and inclusive workplace. This includes implementing family-friendly policies that benefit everyone, such as enhanced parental leave provisions and flexible work practices. We also reviewed the language in our policies to ensure inclusivity, not just from a gender perspective but also thinking about our rainbow and other communities.   

 

Over the past year, we have hosted a menopause webinar series with external experts, including a kaupapa Māori perspective, to promote education and awareness on important topics that affect our workforce.  We are involved in initiatives like Global Women, Champions for Change, and the Gender at Work community.  Recently, we achieved Gender Tick accreditation, which reflects our commitment to gender equity.  

 

While I’m extremely proud of the steps we have taken at Southern Cross Healthcare, supporting women in leadership is an ongoing journey. Part of my leadership legacy is to help create a more equitable future for the next generation, including my daughter.