Tags: Equal Pay
It's 2019 and it's time women were paid 100%. We need to keep momentum up and ensure all working women are paid what they are worth.
With the 2017 community care and support workers' equal pay win, and the recent announcement of a historic settlement for social workers at Oranga Tamariki, we are achieving our goals for equal pay in New Zealand.
However, we still have our work cut out for us. There's pay discrimination because of roles currently or historically being done predominantly by women. Māori and Pasefika women are paid on average even more poorly, despite working just as hard doing jobs of equal value.
These things need to change. And to change them we need you! With our current claim for administration and clerical staff in all DHBs, this groundbreaking case will make way for further admin workers to achieve equal pay.
Become a equal pay advocate by clicking the 'join campaign' button at the top of this page.
As an advocate you will receive regular newsletters, and opportunities to develop your skills that can help achieve Equal Pay
Want to keep up to date on events and news? Like the Public Service Association Worth 100%- Equal Pay Facebook page. We post regular updates.
The only way we can achieve equal pay is working together.
DHB admin workers paid up to 45pc less for being women, union says- 26 September 2018
Historic milestone with the settlement of pay equity for social workers at Oranga Tamariki- 25 September 2018
Pasfikia Women working for free for rest of the year -24th September 2018
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.
The Equal Pay Snap shot tool
This Equal Pay Snap Shot is a tool to analyse what we know about your workplace.
Equal Pay Group Advocate Sign up form
You have signed up to be an Equal Pay Advocate, now why not sign up others. Use this handy group sign up form sign-up-Equal-Pay-Advocates.pdf
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