Closing our pay gaps: Kia Toipoto Gender, Māori, Pacific, and Ethnic Pay Gap Action Plan 2023-24
Today we published the Kia Toipoto Gender, Māori, Pacific, and Ethnic Pay Gap Action Plan 2023-24.
The action plan:
- provides an update on our 2022-23 action plan
- highlights our prior action plan achievements
- includes information on our pay gaps, their drivers and what actions are planned to reduce them.
See Te Kawa Mataaho website for more information on the Public Service Pay Gaps Action Plan 2021–24.
Public Service Pay Gaps Action Plan 2021–24 – Te Kawa Mataaho(external link)
Our pay gaps and our progress
Our gender pay gap is currently 15.9%, down from 17.8% last year. While it sits above the 2023 public service average of 7.1%, it has been consistently tracking downwards and with a faster rate of decline relative to the public service.
Occupational and vertical segregation are the biggest drivers of our pay gaps. Occupational segregation refers to female-dominated occupations that tend to be paid less than male-dominated occupations. Vertical segregation is when men are more likely to hold senior, better-paid positions than women, even in some female-dominated industries.
We are a large agency with a significant proportion of employees in education sector-facing roles. Agencies with a greater proportion of frontline workers tend to have higher pay gaps due to the combined effects of these roles on average being lower paid and predominately occupied by women.
What are we doing to address the gender, Māori, Pacific, and ethnic pay gap?
We are committed to understanding and addressing the drivers of pay gaps for all kaimahi and this forms part of the 2023-24 Ministry Pay Gap Work Programme.
While this year’s focus is on gender, Māori, Pacific peoples and other ethnicities, we recognise that there is also much work to be done to understand pay gaps for our kaimahi whaikaha | disabled employees and takatāpui and rainbow-identifying kaimahi. Our work programme incorporates actions to set us up for this future work.
Our action plan also intersects with our wider diversity and inclusion mahi and demonstrates our commitment to being diverse and inclusive and focused on improving workplace equity for all kaimahi.
While we have made some progress to date, we recognise this work is ongoing and we are committed to continuing to make progress.
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