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, 832 KB).

How are we doing?

As at 31 December 2019, the unadjusted gender pay gap at the Ministry decreased to 11 percent, compared to 13 percent at 31 December 2018. The Public Sector average is 10.5 percent at 31 December 2019.

Graph comparing the gender pay gap at the Ministry of Health with the public sector. As at 31 December 2019, the unadjusted gender pay gap at the Ministry decreased to 11 percent, compared to 13 percent at 31 December 2018. The Public Sector average is 10.5 percent at 31 December 2019.

Our plan for 2020

Our action plan is focused on opportunities for improvement against each of the four actions in the Government’s plan. 

1.    Equal pay

By the end of 2020 all agencies will have closed any gender pay gaps within the same roles.

  • We will be completing our ‘like for like’ job analysis and closing any gender pay gaps within the same roles. This will be completed every 12 months.
  • Remuneration working group – the aim of this group is to develop a new performance and remuneration framework that meets shared objectives to enable employees to move through pay bands to the midpoint as quickly as possible, in line with the principles of equitability, transparency, consistency and affordability.
  • A gender pay gap analysis tool is being developed to allow our recruitment team to review all proposed salary offers against others in “like for like” roles and ensure new offers do not create or increase the gender pay gap in “like for like” roles. 

2.    Flexible work by default

By 2020 all agencies will be flexible by default.  Flexible working options are equally available to men and women and do not undermine career progression or pay.

  • The Ministry already has many flexible working arrangements in place, whether they be informal, formal, permanent or ad-hoc.  All employees are provided with laptops and have the ability to work according to activity-based working or work from another location. 
  • Our flexible working policy will be reviewed in line with the Te Kawa Mataaho (Public Service Commission) best practice guidelines. 
  • We will continue to promote flexible working through the flexible first guidelines, resources, our manager toolkit and through the manager induction programme.
  • We will be inviting all employees to take part in our engagement survey which will include questions on flexible working. Survey findings will be used to inform further targeted actions and support managers in making decisions related to flexible working.

3.    Remove bias and discrimination in remuneration systems and human resource practices

All agencies will have remuneration systems & HR practices designed to remove bias & ensure transparency. All managers will understand the impacts of bias and be equipped to address it.

  • We will be expanding our people leader resources on our online learning tool, and an unconscious bias toolkit for our leaders is currently under development.
  • We are reviewing how we can remove unconscious bias by design, i.e. how we design our people processes in a way that makes it easy for managers to remove bias during recruitment, salary appointment, performance/remuneration review time, career progression, and development.

4.    Gender balanced leadership

By the end of 2019 women will hold at least 50% of the roles in the Public Sector’s top three tiers of leadership.

  • 64.7% of tier 2 and 3 leadership roles are held by females as at December 2019, up from 59.6% in 2018. 
  • The gender pay gap across these roles is -4.6% compared with 2.9% as at December 2018. 
  • As the Ministry has already achieved the milestone target, we will continue to monitor this figure annually.
     
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