Equal Pay for Public Service/ACC and Kāinga Ora
18 Nov 2019
The PSA has set itself the goal that by 2024 all PSA members will be paid equally for work of equal value.
We are working hard to achieve this for PSA members in the Public Service/ACC and Kāinga Ora.
You may have heard of the great outcomes for Oranga Tamariki social workers from our equal pay claim, but there is other work going on behind the scenes.
Read on to find out more about our progress:
In October 2019, a claim was made for the implementation of Equal Pay on behalf of PSA members who predominantly perform clerical and administrative work.
The PSA believes that members covered by this claim suffer from unlawful gender-based pay discrimination as defined under the Act. This work has historically, and is currently, predominantly performed by female employees and it is currently, and has historically, been undervalued. This claim is being made under the Equal Pay Act 1972 (the Act) and the Government Service Equal Pay Act 1960.
This letter formally raises a claim on behalf of PSA members who predominantly perform clerical and administrative work, however defined or described, and without limitation to this term including those who perform customer support work and call centre work, outlining the basis of the claim and a proposed pathway for addressing the gender-based undervaluation of these workers.
The PSA has been working towards Equal Pay for Public Servants through a myriad of channels.
Gender Pay Principles agreed
After a claim filed by us against the State Services Commissioner on behalf of all woman public servants, the Gender Pay Principles Working Group was established. It is made up of unions, State Sector agencies and the Commission, and through a collaborative process we have agreed a set of Gender Pay Principles.
The aim of the Principles is to ensure working environments in the State Sector are free from gender- based inequalities, all employees are able to achieve their full potential regardless of their gender, and gender pay gaps are eliminated. The Working Group, including PSA reps, is currently producing suites of guidance , and workshops for agencies to help them deliver on the Principles and the Government's Gender Pay Gap Action Plan.
Mana Wahine claim progressing
In an historic milestone for the PSA, Te Rūnanga o Ngā Toa Āwhina has taken a claim to the Waitangi Tribunal Claim Wai 2864 calls on the Crown to address inequities in employment suffered by wāhine Māori that have relegated generations of wāhine Māori to low paid jobs with vulnerable work conditions.
Government Gender Pay Action Plan underway
The PSA agreed this with the government It sets out the main actions needed to achieve equal pay in the Public Service. This includes that, by the end of next year, all agencies will have eliminated pay gaps for women and men in the same roles; there will be flexible working by default; and pay systems and starting salaries will be free from bias and discrimination.
Your Agency's Gender Pay Action Plans
Each department is required to have a Gender Pay Action Plan that is updated every year. Your PSA reps are engaging with your employer to make sure that they do have a plan in place and that it meets our expectations.
Identifying the priority areas for future equal pay claims
We are co-chairing - with an agency-lead - a joint working group that has been tasked by Ministers to identify the jobs in the public service that are low-paid and female-dominated, and with a large proportion of Māori or Pasefika job holders. These will be the priority areas for future equal pay claims.
Our PSA Public Service Sector Strategy
As your reps on the PSA Public Service Sector Committee, we have set a strategy that includes the activity above and also raising equal pay, and in particular the Gender Pay Principles, in all collective bargaining where your terms and conditions of employment are renegotiated.
Why is this claim being made?
The PSA has been campaigning to end the gender pay gap for over 100 years.
Our research shows that clerical and administrative roles, including those working in customer support and contact centre roles, comprise the largest occupational group of female dominated roles in the Public Service, ACC and Kāinga Ora. The PSA have made claim on behalf of its members employed in these roles.
Who is covered by the claim?
The claim is made on behalf of PSA members only. We know that the value of standing together as a union offers the best chance we have of achieving the unions goals of eliminating gender discrimination in pay for all our members. If you know someone who is employed in these roles and is not a union member, ask them to join the PSA so they can be part of the solution.
What specific roles does this include?
Initially we are using a broad definition of roles that may be defined as ‘those who perform clerical and administrative work including customer support work and call centre work’. This is for four primary reasons:
- To support our decision to include all Public Service Organisations (plus ACC and Kāinga Ora) in the process.
- To ensure that we cover as many roles as possible at the outset.
- That we make the process as efficient and cover as many PSA members as possible.
- To recognise that are will be many different job titles in our organisations which might have different titles but do the same work.
Is my role covered by the claim?
We provided employers with an indicative list of positions covered by the claim. It is not until the employer agrees there is an arguable claim, and we begin the process of assessing the claim, that we will know which roles are included. That process will take some time and, even if included, it does not indicate that the roles are underpaid. That list is also at the end of these FAQ’s.
We have used the definition ‘those who perform clerical and administrative work including customer support work and call centre work’ to describe the work being done as part of the claim.
What employers are included?
There is a list of all the Organisations at the end of these FAQ’s.
What will happen next with this claim?
The employers who are subject to these claim need to respond formally to the PSA about whether or not they believe that the claim is arguable. We are working together with the State Services Commission to provide supporting information so that they can liaise with employers to assist with this part of the process. We expect to hear back from employers around 31 January 2020.
What is happening with other claims?
There are currently a number of other active claims underway. The one in the PSA closest to this claim is the DHB Admin Clerical claim. There are also claims in some Local Government Organisations for Library Assistants, and in our Community Public Services Sector.
Which employers are included in the PSA claim?