Work is continuing to eliminate the gender pay gap with the implementation of principles and plans across the public service.
WHAT ARE THE GENDER PAY PRINCIPLES?
Gender inequities at work are caused by deeply embedded values and practices that lead to women being disadvantaged over their working lives.
The Gender Pay Principles are a framework for eliminating gender pay gaps and making sure every person can achieve their potential at work.
The principles cover stages where women can be disadvantaged during their careers, from starting salaries, recruitment, remuneration, training and development, career progression, leave, flexible, and part time arrangements. It also includes periods in and out of the workforce.
PRINCIPLES IN THE PUBLIC SECTOR
The principles are being implemented through the Gender Pay Gap Action Plans. They are a joint initiative of the PSA and government, in collaboration with agency chief executives.
The PSA and Te Kawa Mataaho have delivered a series of workshops on these expectations.
The Ministry for Women and Te Kawa Mataaho regularly publish their expectations for progress on the plans, ensuring accountability at the highest level.
There’s still a long way to go. The gender pay gap within the public service dropped from 12.2% in 2018 to 9.6% in 2020, a clear indication that work to close the gaps must continue apace.
BROADENING THE REACH
We are also working to address inequalities experienced by Māori, Pasefika and other ethnic groups and to include data on all employment arrangements, such as self-employed or dependent contractors and third-party organisations supplying goods and services.
Planning is underway to roll out the gender pay principles to the wider public sector, in line with the Public Service Act. The focus will continue to be on gender inequities but will now include ethnicity as well.
We are also seeking to spread the reach of the gender pay principles into all workplaces, no matter where our members work.
PAY EQUITY PROGRESS
We’re also continuing to progress pay equity through our equal pay claims – and we’re pleased several of them are nearing a settlement.
Negotiation for a full settlement for the DHB administration and clerical claim is underway, while negotiations to settle the DHB nursing claim have begun.
We are ready to begin negotiations to settle the social services social worker claim, which we aim to ensure will address undervaluation across the whole sector and will be fully funded by government.
Other claims in the assessment stage are: DHB allied health, local government library assistants, public service administration and clerical, probation officers, and social services workers.