Gender Pay Gap

The Ministry for Pacific Peoples (MPP) collaborates with other government agencies, businesses, nongovernmental organisations and Pacific communities to achieve the Ministry’s goals of: 

  • Thriving Pacific languages, cultures and identities  
  • Prosperous Pacific communities 
  •  Resilient and healthy Pacific peoples  
  •  Confident, thriving and resilient Pacific youth. 

To achieve these goals, we must create and maintain a workplace that enables our staff to thrive and that reflects our diverse young communities.   
MPP are committed to ensuring gender pay gaps remain in check and that principles of diversity and inclusion are implemented across the Ministry. We are doing this by focusing on system wide priorities. 

Our People 

We are a Ministry of 64 people, with a highly diverse workforce, including representation from 6Pacific island nationalities and Maori.  

Pacific/Maori women hold 71% of leadership roles at tiers 2-3of the Ministry. This diversity in the Ministry supports the elimination of the GPG. 

Analysis and Findings 

Gender Pay Gap (GPG)Snapshot  

Note: Data provided is indicative only, due to the size of the groups measured. 

 Table 1

Note: Data provided is indicative only, due to the size of the groups measured 

  • Currently identify as gender diverse so further reporting on this group is not included. 
  • MPP’s small FTE (61.5)has an impact on the reliability and breadth of statistical data and MPPs GPG result.   
  • MPP considered ethnicity data but is unable to report meaningfully on these variables, beyond the leadership information in ‘Our People”.

TAble 2

Note:-Indicates pay gap in favour of women + indicates pay gap in favour of men

  • The GPG review and subsequent salary changes undertaken in June 2018 resulted in the removal of a GPG at MPP. Subsequent Ministry awareness of gender pay principles has resulted in the Ministry maintaining fair pay for all. 
  • The single area of concerning in November 2018 was in starting salaries for Advisors. That GPG has been removed.   
  • Salary differences, minimal across the workforce, and generally in favour of women, are based on experience, performance and skills and as such are justifiable and reasonable.  
  • Contrary to usual workforce trends, Pacific/Maori women hold 71% of leadership roles at MPP and are paid, on average, slightly above male counterparts. 

Achievements in 2019

 

  • Job sizing and salary bands for all positions have been reviewed, using Strategic Pay.  
  • Salary bands for all roles are available to staff onVakaPuna (Intranet).  
  • A Diversity, Inclusion and EEO Policy. 
  • A Diversity, Inclusion and EEO Programme, with specific, measurable and time-bound objectives, has been established.  
  • CE Laulu Mac Leauanae has established expectations for pay equity and diversity practices for the Ministry through a Statement of Intent. 
  • Flexible and part-time work arrangements are the norm across MPP and are offered from commencement of employment. Regular or semi-regular arrangements are in place for approximately 1/3 of all staff. These include work from home, variable start times, work from different offices, remote work options. 
  • MPP promote talent from within, wherever possible, with women highly represented in promotions into senior roles. 

table 3 2

2020-2021 Commitments 

Freedom from bias and discrimination 

  • All managers will receive unconscious bias training.  This course is designed to expose hiring managers to their unconscious biases, and ultimately eliminate discriminatory behaviour from the Ministry. 
  • MPP will update policies to reflect a culture of diversity, inclusion and fairness. 
  • Managers will receive guidance on setting starting salaries for new employees based on gender-neutral measures such as relevant. experience, competence and transferable skills. 

Transparency and Accessibility 

  • MPP will review our Ga PG bi-annually and will go deeper in our analysis where possible, as our workforce grows and data reliability increases. 
  • A staff survey will be conducted to establish a benchmark for employee perception of pay equity, diversity and inclusion at MPP. 

 Relationship between paid and unpaid work 

  • MPP will continue to champion flexible-by-default work arrangements for all. 
  • Flexible options will continue to be equally available to all staff and will not undermine career progression.  

Sustainability 

  • Training on the application of the Te Tiriti o Waitangi and its principles, along with knowledge and understanding of the unique relationship between Maori and the Crown will provided. 
  • Te Reo Maori will be promoted in the workplace. 

Definitions for analysis purposes 

  • Gender Pay Gap is the gap between the average earnings of females compared to males 
  • Pay equity or Equal Pay is the same pay for the same role or same pay for different work of equal value 
  • Gender refers to male, female or gender diverse.  MPP captures all for reporting purposes. 
  • Employee refers to all permanent and fixed term employees 
  • Full time hours and full time equivalent equate to 40 hours per week 
  • Base pay is the fixed rate of ordinary pay for the job