Pay Gaps 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. This is in line with the guidance provided in the Public Service Action Plan 2021-2024, Kia Toipoto.

Our data as at 30 June 2023

Download the Pay Gap Action Plan 2023–2024 infographic (PDF, 275 KB) showing the key data.

  • We employed 754 total staff (fixed term and permanent), down from 796 in 2022.
  • 69.4% of staff were female and 30.6% male.
  • The Ministry employed 157 people leaders, 58.5% of whom were female. Among tier 2/3 people leaders, 61.8% were female.
  • The average unadjusted gender pay gap (GPG) was 12.6% (up from 10.3% in June 2022). The GPG is measured as the difference between the average salary for women and for men. This compares to an overall Public Service gender pay gap of 7.1% as at 30 June 2023.
  • The adjusted GPG by role (the average of gender pay gaps across all the pay bands) at the Ministry was -0.1% (compared to -3.2% in June 2022).
  • The pay gap for both Māori and Asian staff has increased since 2022. The Pacific pay gap continues to reduce.

Our Pay Gap Action Plan for 2023-2024

The Ministry’s Pay Gap Action Plan 2023-2024 aligns with the Kia Toipoto Public Service Pay Gaps Actions Plan 2021-24. Kia Toipoto outlines a comprehensive set of actions to help close gender, Māori, Pacific and ethnic pay gaps in the public service. 

The Ministry’s Action Plan outlines what our data is telling us; our achievements to date; and what we will achieve to meet the outcomes in the Kia Toipoto focus areas.

We monitor the impact of our actions in the six focus areas outlined in Kia Toipoto.

These focus areas are:

  • Te whai kanohi i ngā taumata katoa | Leadership and representation
  • Te Whakawhanaketanga i te Aramahi | Effective career and leadership development. 
  • Te Pono | Transparency – agencies publish annual action plans based on gender and ethnicity data and union/employee feedback. 
  • Ngā Hua Tōkeke mō te Utu | Equitable pay outcomes. 
  • Te whakakore i te katoa o ngā momo whakatoihara, haukume anō hoki | Eliminating all forms of bias and discrimination.
  • Te Taunoa o te Mahi Pīngore | Flexible-work-by-default.

Previous Pay Gap Action Plan

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