Gender Pay Gap Action Plan

The Ministry’s Pay Gap Action Plan focuses on the goals we have achieved in previous plans and continues to look at opportunities for closing gaps and creating unity and fairness for all people in line with the guidance provided in the Public Service Action Plan 2021-2024, Kia Toipoto.

Download our Pay Gap Action Plan 2022-2023 (PDF, 281 KB)

Our data as at July 2022

  • 796 total staff (fixed term and permanent) – 68.1% female and 31.9% male
  • 130 people leaders – 54.6% female
  • Tier 2/3 people leaders – 12.8% Māori, 80.9% European
  • Mean average unadjusted gender pay gap (GPG) of 10.3% (down from 11.1% in Jun-21)
  • Mean average GPG by role (job band) of -3.2% (down from 0.9% in Jun-21)
  • Ethnic pay gaps: European -9.3%, NZ Māori 0.5%, Pacific Peoples 11.5%

As at June 2021 the Ministry reported a GPG of 11.1% (the Public Sector overall was 8.6%).

Kia Toipoto milestones

Milestone 1 – Transparency – agencies publish annual action plans based on gender and ethnicity data and union/employee feedback

Milestone 2 – agencies monitor starting salaries and salaries for the same or similar roles to ensure gender and ethnic pay gaps do not reopen. 

Milestone 3 - agencies embed and monitor the impact of bias-free HR and remuneration policies and practices.  Agencies ensure leaders and employees learn about and demonstrate cultural competence.  Agencies offer equitable access to flexible-working-by-default. 

Milestone 4 - by April 2023 agencies/entities have plans and targets to improve gender and ethnic representation in their leadership. 

Milestone 5 - by mid-2023 agencies/entities have career pathways and equitable progression opportunities that support women, Māori, Pacific and ethnic employees to achieve their career aspirations.

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