Human Resources (HR) stories - Page 2

Backing women in ICT is more than a diversity goal; it builds confident leaders, stronger teams and delivers real business growth.

AI is reshaping who rises at work; without deliberate governance it could entrench bias or unlock a fairer future for women leaders.

This International Women's Day, move beyond pledges by fixing the skills blind spot that keeps high-performing women from promotion.

In 2026, women in tech are urged to reclaim narrative power, redefining success on their own terms amid pressures of scale, speed and visibility.

Orange Business is tackling tech's gender gap with school outreach, inclusive hiring, upskilling and support for women-led startups.

New Zealand's economy is squandering vital leadership potential by sidelining female, Māori and Pasifika leaders in key decision-making roles.

Women in tech are no longer waiting for a seat at the table - they're redefining leadership, driving growth and building new tables.

Women leaders in procurement share how authenticity, collaboration and flexible work are reshaping a traditionally male-dominated function.

Women in tech are drowning in mentorship but starved of sponsorship, leaving careers stalled and leadership pipelines chronically underused.

As stress soars despite supportive managers, flawed work design quietly widens equity gaps, punishing those with lives beyond work.

Game rooms won't fix gender gaps; women need trust-based flexibility, robust leave and healthcare that match messy, real working lives.

Succession planning from day one and intentional mentoring are vital to grow future female leaders and safeguard continuity in business.

IT leaders who actively mentor women in cybersecurity unlock stronger teams, greater resilience and a more diverse, future-ready workforce.

Adtech's next edge won't come from smarter AI, but from cultures that empower diverse people, especially women, to lead and innovate.

Koddi argues career progress hinges on structured sponsorship, not ad hoc mentorship, turning advocacy into core organisational infrastructure.

On International Women's Day 2026, Give to Gain calls for women's financial knowledge and autonomy to be treated as a fundamental right.

Moving beyond one awareness day, leaders must offer women daily stretch, mentoring and networks so their voices shape every table.

New Zealand staff are bullish on AI yet shun employer tools, fuelling risky “shadow AI” use and raising data security concerns.

International Women's Day should be tech's annual audit of real benefits and transparency, not a branding exercise of panels and posts.

To close tech's gender gap, leaders must champion women with pay transparency, mentorship, male allyship and everyday intentional action.