Point of View: Home truths from the Chair of New Zealand Women in Wine
OPINION: “I’m a woman and I’m in wine. Why do we need Women in Wine?” I was asked this great question recently.
The company received a Medium to Large Organisation Highly Commended recognition at the Diversity Awards NZ in late August, for its innovative approach to recruiting and developing women in the business, and ensuring gender equity.
Julie Bassett, Vice President of International HR and Business Enablement, says in an awards case study that the company’s initiatives are aimed at increasing representation of females at all levels, ensuring pay equality and high levels of inclusion across all teams and locations, “whether in rural vineyards or at head office in Auckland. We are thinking creatively to address these challenges for the long term.”
Gender representation within the company is strong at a company-wide level, with 45% of female employees. But women are less represented within operations, particularly in vineyards. The company also wanted to increase the number of women advancing into leadership positions. Initiatives include a new performance programme, reshaping the viticulture organisation, building robust career development frameworks, and an operations pay matrix. Transparent career pathways became a focus within operations, with career development frameworks designed for viticulture and wineries.
“As the largest function in our business, yet the lowest represented from a female perspective, viticulture was not structured in a way that supported career development or autonomy,” says Julie in the case study.
“The new Career Development Framework enables people to progress to new roles and across vineyard blocks to develop skills and take on additional responsibility incrementally. This has paved the way for several females to succeed.”
From the outset there was “ultimate buy-in from the top and this has not wavered,” she says. “The tools reinforce a constructive team culture, a culture which we believe helps our women, particularly, to thrive.”
Constellation was also a finalist in the Inclusive and Diverse Workplace Award at the 2023 Primary Industries Good Employer Awards. Speaking at the awards evening in August, Agriculture Minister Damien O’Connor said the competitive advantage of New Zealand’s food and fibre sector is its people. “The Primary Industries Good Employer Awards celebrate and shine a light on employers who put their teams at the heart of their businesses.”
Barry Bacon, Constellation Brands Vice President Operations New Zealand and Australia, says culture is the key to success at the company, with diversity and inclusion a big part of that. “It keeps us out of ‘group think’ by encouraging our teammates to innovate, challenge and contribute to our business success.” They are focussed on continuing to instil a great work culture, “embracing diversity, and better understanding how team roles support our customers’ needs”. The case study notes that about 80% of decisions about which wine to buy are made by women. “It’s important our workforce reflects the diversity of our communities, customers, and consumers,” says Barry.
Delilah Wright, Innovation Manager International Brands, says unity is key. “Our ability to show up for each other at Constellation Brands is integral to ensuring we’re able to be our best selves and to be united. Employee-led initiatives, educational programmes and activities reaffirms our culture of understanding and aligns with our core values. These are all critical to ensuring positive outcomes in all aspects of the work we do.”
Pernod Ricard
Pernod Ricard Winemakers won the Inclusive & Diverse Workplace Award at the 2023 Australian Drinks Awards. Among a record number of entries for this year’s award, the judging panel unanimously favoured the Pernod Ricard Winemakers’ (PRW) comprehensive campaign aimed at enhancing the adoption of flexible working arrangements and parental leave among males within its organisation.
In its submission, the company said that it was clear that encouraging men to take parental leave and use flexible working arrangements helped remove the stigma of men being active fathers and the barriers to career progression faced by women. The implementation of PRW’s targeted awareness campaign and policy improvements resulted in an impressive 25% increase in males taking parental leave over a two-year period.
Christian Campanella says the work has tried to break down barriers and challenge biases that may have been traditionally associated with men adopting the flexible working arrangements or parental leave options available to them. “Our aim is to give parents, whatever their gender, the opportunity and flexibility to embrace parenthood.”
