Pay equity

It's time women were paid 100. Unless something’s done soon, today’s working women will never be paid on an equal footing with men - It’s quite possible our daughters won’t either.

Pay equity advocates are PSA members, male and female, who are the champions of pay equity in big and little ways at work and at home.   

As a pay equity advocate you will:

  • add your voice to PSA members’ fight for equal pay in our campaign: Worth 100%

  • talk to your workmates and ask them to join the union – the more people who join the union the sooner we will win equal pay

  • put up Worth 100% posters, hand out badges, leaflets and stickers

  • pass on updates about the Worth 100% campaign to your fellow workers and keep them in the loop

  • make your views known to politicians by talking to the MP in your local area – give them the relevant Worth 100% leaflets and explain how the pay gap affects you and your family

  • talk with your union delegates and organiser about planning pay equity activities for your area

  • attend events related to pay equity and take others along to them.

How to sign up:
Become a PSA pay equity advocate by clicking on the join campaign button.  You will automatically receive updates about the PSA the Worth 100% campaign.

The gender pay gap is the difference between the average hourly rate for women and for men. It’s closing at a snail’s pace, and we’ve still got a long way to go.

Women graduates are paid, on average, 6 per cent less than their male counterparts at the very start of their careers. Within four years, they are earning nearly $5,000 a year less and the gap continues to widen.

In the public sector, women are paid 14 per cent less than men but it’s an average that conceals massive pay gaps, up to a staggering 42 per cent at the Ministry of Defence.

The gender pay gap represents a huge loss of earnings over a working life that can severely limit a woman’s choices and those of her children. It can mean the difference between a comfortable retirement and scrimping on food and heating costs.

Support work is paid around one-third less than work with similar levels of skills and qualifications but largely done by men.

Work done mainly by women is generally undervalued; skills and experience are largely ignored.

In the past, men were the bread-winners and women the carers and home-makers. When women entered the paid workforce, they were paid less than men by law. Historical assumptions still influence the pay difference between men and women.

Community-based support services for the elderly, disabled, and mentally ill are funded mainly by the government but provided by a minimum-wage workforce, mainly women. The low rates of pay don’t reflect the value of this essential work nor the range of skills required.

A job evaluation commissioned by the PSA found that support work is paid around one-third less than work with similar levels of skills and qualifications but largely done by men. Last year, the Employment Court found that a support worker’s $14.32 hourly rate was the result of gender discrimination in breach of the Equal Pay Act. The ground-breaking decision is under appeal.

Administrative work is another example of undervaluing work done mainly by women. In hospitals, it’s the only occupational group not to have national rates, with the result that, in some parts of the country, admin workers are paid little more than the minimum wage.

Men who work in these sorts of jobs are also disadvantaged by these low rates of pay.

Even in occupations that are not traditionally undervalued, women can experience discrimination and lower pay.

Fewer women are appointed to the higher-earning senior positions. Women make up 60 percent of the public service workforce but only 30 percent of the top jobs.

Discretionary pay systems, which have prevailed across the public sector, have been shown to disadvantage women. Women tend to be placed on lower starting rates than men with equivalent skills, and experience slower salary progression.

 

Pay equity poster

Pay equity poster

 

Payequitybooklet

Pay equity booklet

News from the PSA. pay equity - lessons from Australia
News

pay equity - lessons from Australia

Australian labour activist Lisa Heap is a passionate advocate for pay equity.

Continue reading

Media Releases

CERA Chief’s delayed resignation raises questions

The Public Service Association (PSA) says the decision that resigning CERA chief executive Roger Sutton should remain in his position until 31 January raises questions, considering his behaviour did not meet the standard expected of our senior public servants.

Continue reading

Media Releases

Updated proposal doesn’t fix fundamental issues with Hawkes Bay amalgamation

The Public Service Association (PSA) says today’s release of an updated proposal by the Local Government Commission doesn’t fix the underlying flaws in the amalgamation idea.

Continue reading

Media Releases

Further privatisation of public services as NZDF’s Devonport restructure confirmed

The Public Service Association (PSA) says the NZ Defence Force (NZDF) restructure at Devonport Dockyard, announced to staff today following an absolute shambles yesterday, is effectively further privatisation as 52 jobs formerly done by public servants will now be done by contractor Babcock (NZ)...

Continue reading

News

2015 PSA Youth activities

The PSA Youth convenors and staff met in Wellington in October to develop the plan for the year ahead.

Continue reading

News

Mentoring – what’s the plan?

The short answer is we’re not entirely sure yet!

Continue reading