Engineering New Zealand reports that of its 20,000 members, 12.5% are female and 87.5% are male. Of Harrison Grierson’s staff of almost 400 people, 36% are women. Within our technical disciplines this ratio declines to 30% women. While HG sits above the industry average, we know the figures on a whole need work.
It’s especially important to me, as Harrison Grierson’s Managing Director, to commit to raising the value of gender diversity by advocating a change of mind-set and behaviour across our organisation and the wider industry, and to demonstrate this commitment through action.
Throughout our 133-year history, Harrison Grierson has always been a pioneering company. That’s why we’re still standing strong today. We’re good at shaping smarter solutions, staying ahead of our competitors, standing by our clients and supporting better environments.
That’s why we’re also getting better at supporting and promoting gender diversity. I’m personally committed to ensuring Harrison Grierson is inclusive and flexible. That's why I champion our Diversity@HG group and our systems and policies such as equal employment opportunities, anti-discrimination and harassment. It’s why I support industry groups and networks, such as Engineering New Zealand’s Champions for Change, who are likewise committed. And it’s also why I’m particularly proud of the successes achieved by the women in our organisation.
For example, women comprise half of our governance Board. We are one of the few engineering businesses that have a 50/50 split on the board. This change started to happen six years ago with the appointment of our Chairman Margaret Devlin, followed by the appointment of Elena Trout as an independent director. More recently, our General Manager – Marketing, Karen West, became the first female employee to be appointed to the Board.
In other senior leadership roles our General Manager – Survey, Clare Tolan last year won the highly prestigious ACENZ Future Leader Award, after demonstrating a “high standard of leadership ability with the potential to become a game-changer in the industry.”
While these outstanding women’s achievements demonstrate we’ve come a long way in the last six years, I’m acutely aware of how far we still have to go. We can never stop working on the diversity and inclusion challenges of our industry. I’m looking forward to the future and continuing to actively lead and support diversity across our company and our industry.
Since becoming Managing Director in 2012, Glen has been steering our 132-year old company through significant transformation and growth.
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