- Title page
- Definition of terms used in this report
- Chapter One: Executive Summary
- Chapter Two: Findings from the quantitative data
- Chapter Three: International literature review
- Chapter Four : Findings from the qualitative data (interviews)
- Appendix 1: Detail of quantitative data
- Appendix Two: Bibliography
- Appendix Three: Individual Public Service department statistics
Appendix Two: Bibliography
Australia New Zealand School of Government (2009). A 'Chief' Priority: Attracting More Women to CE Positions in the New Zealand Public Service. New Zealand.
Barnett, S. (2010). A mother of a dilemma. Listener, March 2010. New Zealand.
Business New Zealand, Institute of Directors, Ministry of Women's Affairs (2009). Women on Boards: Why women on company boards are good for business. New Zealand. www.mwa.govt.nz/women-on-boards/women-on-boards-why-women-on-company-boards-are-good-for-business
Catalyst (2010). Pipeline's Broken Promise. Carter, N.M & Silva, C. New York.
Catalyst and Opportunity Now (2000) Breaking the Barriers: Women in Senior Management in the UK.
Corporate Executive Board. (2004). Sourcing Diverse Executive Talent at Fortune's 50 Best Companies for Minorities. www.corporateleadershipcouncil.com
Dierickx, C & Veneziano. (2008). Three Keys to CEO Succession: Expectations, Choices, and Integration. People and Strategy 31.2.
Equal Employment Opportunities Trust. (2006). Tools for Tapping into talent: A recruitment training resource. New Zealand.
Equal Employment Opportunities Trust. (2007). EEO Trust Diversity Survey 2007 Executive Summary. Auckland.
Equal Employment Opportunities Trust. (2008). Diversity and Equality - A review of the literature, June 2008. Auckland.
Equal Employment Opportunities Trust. (2009). Workplace Age and Gender: Trends and Implications. New Zealand.
Government of Western Australia (Dec 2009) Equity and Diversity Plan for the Public Sector Workforce 2006-2009: Fourth and Final Progress Report.
Greer, C.R. & Virick, M. (2008). Diverse Succession Planning, Lessons from the industry leaders. Wiley InterScience. www.interscience.wiley.com
Hewlett, S. (2010) When Female Networks Aren't Enough. Harvard Business Review, 14 May 2010
Hooker, H, Jago, N & Baldwin, S. (2008). Recruitment of under represented groups into the senior civil service. www.dwp.gov.uk/asd/asd5/report_abstracts/rr_abstracts/rr9_512.asp
Howard, A & Wellins, R.S. (2009). Global Leadership Forecast 2008/2009 New Zealand Highlights. Pennsylvania. Development Dimensions International Inc.
Human Rights Commission. (2007). Benchmarking Annual Reports: Crown entities and the good employer - December 2007. New Zealand.
Human Rights Commission. (2009). Crown entities and the good employer, Annual Report Review 2008. New Zealand.
Human Rights Commission. (2010). Towards Pay and Employment Equity - a self assessment and monitoring tool. New Zealand.
Human Rights Commission. (2010). Human Rights and Women: Draft for discussion. New Zealand.
Hutchings, C. (2010). Aussie quotas may address gender imbalance on boards. National Business Review, 21 May 2010
Maitland, A (2009). The Following Article is Rated XX: It's about time there were more women in senior management. The Conference Board Review, Fall 2009.
MCCA. Creating Pathways to Diversity Research report. www.mcca.com
McDonald, N &Welham, K (2010) A Brighter, Browner Future. The Dominion Post, 8 May, 2010.
McKinsey & Company (2007). Women Matter: Gender Diversity, a Corporate Performance Driver
Ministry for Economic Development. (2010). Ethnicity, Gender and Employment Status. www.med.govt.nz/templates/MultipageDocumentPage_3165.aspx?&MSHiC
OECD Observer. (2010) Does Gender equality spur growth? www.oecdobserver.org/news/fullstory.php/aid/1664/Does_gender_equality_spur
Office of Equal Employment Opportunity. (1999). Women in Management: A how-to-guide to achieving diversity improving the representation of women in management in the Western Australian public sector. Perth.
O'Neil, D.A. & Bilimoria, D. (2010). Women's Career Development phases: Idealism, Endurance and Reinvention. USA www.emeraldinsight.com/Insight/ViewContentServlet?contentType=Article&Fi
Pio, E. (2010). Fleet of Foot - whither diversity? Human Resources Institute of New Zealand www.hrinz.org.nz/Site/HR_Info/Knowledge_Base/Strategic_Contribution/culture. HRINZ.
Rutherford, S & Ollerearnshaw, S. (2002). The Business of Diversity: How organisations in the public and private sectors are integrating equality and diversity to enhance business performance. Schneider-Ross.
State Services Commission. (2001). Equal Employment Opportunities: Progress in the Public Service as at 30 June 2001. www.ssc.govt.nz/display/document.asp?NavID=329&DocID=3951
State Services Commission. (2001). Human Resource Guidance - EEO Data in the Public Service. Wellington. Government printer. This document superseded and archived on the website. See: www.ssc.govt.nz/hr-guidance-eeo-data-2001
State Services Commission (2005) Career Progression and Development Survey 2005: Results for the New Zealand Public Service. www.ssc.govt.nz/career-progression-survey05
State Services Commission. (2006). Review of EEO Policy to 2010. www.ssc.govt.nz/summary-review-eeo-2010
State Services Commission & The Treasury. (2008). Performance Measurement - Advice and examples on how to develop effective frameworks. www.ssc.govt.nz/performance-measurement
Townsend, K (2009) Strategies towards achieving the South Australian Government Target 6.23 Women in the Senior Executive.
Thomas, R.R. (1990). From Affirmative Action to Affirming Diversity. Harvard Business Review.
UK Cabinet Office (2008). Promoting Equality, Valuing Diversity: A Strategy for the Civil Service.