One in three young women and non-binary people experience bullying, harassment and discrimination in their current workplace, according to a new survey from YWCA’s Gender at Work.

And more than half of people surveyed who said they experienced bullying, believed it was because of their age or their gender.

YWCA Auckland’s Gender at Work, a not-for-profit organisation focused on making workplaces more gender equitable, commissioned a nationwide survey to look into young women and rainbow people’s workplace experiences in July.  

The survey, which had 606 respondents aged between 20-30, found that of those who experienced bullying, harassment and discrimination 48% reported it, 28% said they wanted to and another 28% said they didn’t want to.

The survey also found widespread pressure for young professionals to minimise themselves at work, with more than half of rainbow respondents hiding their sexuality.

It also found three in four non-binary workers downplay their gender-identity, more than half of disabled young women mask their disability and a third of Māori respondents feel the pressure to suppress their ethnicity.

Being overlooked for opportunities as a young woman

Emily, who asked us not to use her real name to protect her job, says she’s felt the impact of the unconscious bias held towards young people.

She works in a communications role and says managers and other male colleagues assume she can’t handle sensitive or difficult tasks.

“I found myself overlooked for opportunities and it’s hard to pinpoint [if] it’s because of my age and my gender but it feels like that sometimes,” the 24-year-old says.

“When I’ve had other young women in my team, it’s also happened to them [when] I have spoken to them about it.”

Emily says her boss would sometimes make inappropriate comments about women that make her feel uncomfortable.

“It’s this Old Boys’ Club sort of vibe to it.”

She says she feels weird that women’s bodies are being discussed in an objectifying way. 

“If that’s how you think of women, how are you actually managing or leading women and uplifting them, and making them feel comfortable to take on opportunities?”

When asked if she’s ever told Human Resources (HR) about this, she says she hasn’t because she doesn’t want to be labelled as "the one who complains and is causing trouble”.

“I just want to do my job without the politics and drama of an HR claim.”

Emily’s experience isn’t isolated.

Gender at Work specialist Teresa Lee 李慧 says many young women and non-binary people in the survey reported hearing insensitive comments at work which are overtly or subtly sexist, ageist, racist, fatphobic, queerphobic, and ableist. 

She says there are significant barriers to reporting inappropriate behaviour which include a lack of clarity on what constitutes inappropriate behaviour, inadequate reporting mechanisms, lack of trust in the process, and fear of retaliation, like being treated as a complainer or troublemaker. 

“When inappropriate conduct is not reported, the profound harm of these incidents still endures, and workers may ‘quiet quit’ without sharing their real reasons for leaving.”

Gender at Work specialist Teresa Lee 李慧 says many young women and non-binary people in the survey reported hearing insensitive comments at work. Photo: Supplied

Gen Z are crucial in reshaping the work culture

Teresa says past research has shown women can lack the professional networks to be able to progress.

“[It’s] what they call ‘the broken rung on the ladder’ [where] going up and progressing in itself can be so hard without having mentors, coaches and supporters to help you [get] there.”

But she says this new survey shows there’s a real hunger and desire for professional development and mentorship, along with flexibility and inclusive workplace cultures.

With Gen Z making up almost 30% of the workplace next year, the 26-year-old says they’re crucial in reshaping work culture.

She says they’re sometimes “very loud and proud” about their aspirations but it’s because they believe workplaces can be better, not just for their own benefit but for the benefit of all employees. 

“These young women and non-binary people are being really courageous and brave by sharing the kind of support they’re wanting and when you do show that support, they’re going to be so willing to show you that commitment and give it back to you tenfold.”

Listening to what young people believe would make a difference

Teresa says one way businesses can help uplift and retain young female and non-binary workers is by engaging with them and using their feedback to show visible and tangible support.

From this research, Gender at Work will create a Workplace Toolkit which will give organisations strategies and practical steps on how to help young workers engage in their workplaces.

“We’re going to have some focus groups with young women and non-binary people in Aotearoa and hear what type of solutions matter to them and hear what it is that would really make a difference for them.” 

As for Emily, she hopes that one day, people will start taking young people and how they view the world more seriously.

“I think we tend to get ridiculed and be like ‘oh Gen Z skibidi toilet’ or whatever, and that’s so not true. That is not us.

“We are capable and thoughtful and we have a really good understanding of the new world.”

Where to get help:

• 1737: The nationwide, 24/7 mental health support line. Call or text 1737 to speak to a trained counsellor.
• Suicide Crisis Line: Free call 0508 TAUTOKO or 0508 828 865. Nationwide 24/7 support line operated by experienced counsellors with advanced suicide prevention training. 
• Youthline: Free call 0800 376 633, free text 234. Nationwide service focused on supporting young people.
• OUTLine NZ: Freephone 0800 OUTLINE (0800 688 5463). National service that helps LGBTIQ+ New Zealanders access support, information and a sense of community. 

Banner: Illustration from iStock.

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