Gender Pay Gap Action Plan

The Ministry’s Gender Pay Gap Action Plan, which is aligned with the Public Service Gender Pay Gap Action Plan, strategy and principles, sets out the Ministry’s commitment to understanding, addressing and making progress to closing the gender pay gap.

Download our Gender Pay Gap Action Plan (PDF, 192 KB).

How are we doing?

As at 30 June 2021:

  • 1,697 total staff (fixed term and permanent) – 67.2% female and 32.8% male
  • 259 people leaders – 59.8% female
  • 88 staff in tier 2/3 people leader roles – 62.5% female
  • mean average unadjusted GPG of 11.1% (up from 11.0% in Dec-19)
  • median average unadjusted GPG of 12.5% (down from 13% in Dec-19)
  • mean average GPG by role (job band) is 1.3% (no change from Dec-19).

As at 30 June 2020 the Ministry reported a GPG of 14.1% (the Public Sector overall was 9.6%). This temporary increase to our GPG was due to the rapid resourcing required for our COVID-19 response.

Our plan for 2021/2022

The Ministry’s action plan is focused on what we have achieved against the goals in our previous plan and continues to look at opportunities for improvement against each of the four actions in the Government’s plan. It has been written in accordance with the guidance as issued by Te Kawa Mataaho. An overview of our actions for 2021/22 is listed below.

  • Put a timeline in place which will allow us to accurately report gender and ethnic pay gap information for contractors/consultants, casuals and staff seconded in from other Government agencies.
  • Effective 1 July 2021, our new performance and remuneration framework will be implemented. This is being staged in two phases and spread over the next two financial years, to ensure that the Ministry meets its obligations to unions and pay restraint guidance issued by Te Kawa Mataaho. For employees in bands 12–19 a ‘blended’ step and performance-based pay system will be introduced. These steps are automatic to the midpoint, with performance-based pay applied thereafter. Employees above band 19 are excluded from the automatic progression.
  • Review the current methodology used for valuing jobs including job families and the pay band model.
  • Complete our annual ‘like for like’ job analysis and close any significant gender pay gaps within the same roles.
  • Establish a summer intern programme over 2021/22. This will be run annually and exists to give promising talent and future employees the opportunity to match their knowledge and skills with a structured workplace environment
  • Update our ethnicity options on MyHR (staff kiosk) to match the current StatsNZ listing. We will also give staff the opportunity to select up to 3 ethnicities (currently 2, plus 1 nationality field which causes confusion).
  • Create a gender diverse option (or similar) for staff on the new starter form and in MyHR.
  • Continue to meet the gender pay milestones and adhere to the principles as laid out in our previous plan.
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