Appendix Two: Bibliography

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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.