Page 1: Title: Gender pay gap action plan – Department of Internal Affairs 2020 Subtitle: DIA profile as at February 2020 Gender pay gap – 13.4% (2.4% reduction compared to February 2019) Average salary = $87,658 Median salary = $78,280 Women: $82,779 average salary (up 34%) Men: $95,638 average salary (up 0.6%) DIA Gender Profile: Women 62% Men 38% Bar graph shows: Gender representation of people leaders Men: Tier 3: 14% Tier 4-5: 74% Tier 6 and below: 12% Women: Tier 3: 13% Tier 4-5: 69% Tier 6 and below: 18% Senior Leadership (Tier 2 and 3) Gender Profile: Women: 56% Men: 44% Line graph shows: Gender Pay Gap Trend GPG Median Salary: June 2016: 17.3% June 2017: 15.6% June 2018: 12.8% June 2019: 11.7% GPG Average Salary: June 2016: 16.4% June 2017: 16.0% June 2018: 15.9% June 2019: 14.2% Public service average: June 2016: 13.5% June 2017: 12.5% June 2018: 12.2% June 2019: 10.5% Page 2: What influences the gender and ethnic pay gap at DIA: Graph Title: Number of men and women in bands (66.6% of women are in bands B-G) Bar graph shows: Bands B to G: Men: 423; Women: 943 Bands H to I: Men: 273; Women: 302 Bands J to K: Men: 119; Women: 128 Bands L to N: Men: 27; Women: 27 Graph title: Average salary by ethnicity Bar graph shows (from bottom to top): Pacific Women: 64K Asian Women: 73K Pacific Men: 77K MELAA Women: 77K Other European Women: 80K Maori Women: 83K NZ European Women: 86K MELAA Men: 87K Asian Men: 88K Maori Men: 89K NZ European Men: 97K Other European Men: 106K Title: Gap in starting salaries Difference in average starting salaries between internal and external appointees Title: Average salaries and position in range of men and women 66% of women are in bands B – G contributing to a lower average salary Women are paid higher in the range creating negative pay gaps In bands J and above 17% of women are paid over 110% of the band compared to 21% of men Pie graph title: Ethnic representation in Bands Pie Graphs shows: 1. Bands B-I: MELAA - 34(2%) Maori - 210(10%) Pacific - 215(10%) Asian - 228(11%) Other European - 215(14%) NZ European - 1103(53%) 2. Bands J and above: MELAA - 3(1%) Pacific - 13(4%) Asian - 16(5%) Maori - 29(9%) Other European - 56(18%) NZ European - 200(63%) Title: Ethnic pay gap Less ethnic diversity (particularly Pasifika) in senior/higher paying roles Page 3: Government Gender Pay Gap 2018 – 2020 Action Plan He waka eke noa – a canoe which we are all in with no exception We are all in this together, our goals cannot be achieved unless we work together Gender Pay Principles Title: Gender pay action plan 2020 Flexible work by default: Flexible working arrangement are accessible and implemented regardless of where you work Improve understanding of flexible work arrangements available to all employees Support managers to identify, understand and implement flexible work arrangements Remove barriers and create an environment that encourages discussion about flexible working Communicate flexible working success stories Recruitment and selection: DIA has an environment where everyone can maximise their potential and develop their career improving representation of all genders at all levels Implement strategies to attract a more diverse pool of applicants Measure recruitment and selection processes to ensure they are free from bias Support the identification of strengths and career development opportunities for our Pasifika people Acknowledge the value of skills acquired through voluntary and community work Understand and improve cultural competency throughout the recruitment process Starting salaries: Equitable and objective decisions are made so that there is no gender pay gap in starting salaries Launch the Starting Salaries tool to enable managers to determine the correct starting salary on appointment Monitor and review starting salaries to eliminate gaps in the starting salaries of internal appointments compared to external appointments Monitoring: Regularly measure and publish our progress to increase visibility and understanding Regular reporting to ELT on the implementation of this plan Analysis of processes within the employee lifecycle to ensure they are gender neutral Review salaries in like-for-like jobs to ensure gender pay gaps do not reappear Continue to monitor and ensure gender balanced leadership Branch action plans developed and regularly monitored Page 4: Title: Gender Pay Gap Actions Roadmap Timeline shows the following events happened each year in the following order: 2016: GPG analysis completed. 2017: Uplift in some salary range midpoints, Commenced gender pay gap reporting to ELT. 2018: Gender pay gap action plan developed for 2018; Inclusive Leadership (unconscious bias) training for managers; Remuneration review additional funding to reduce like-for-like gaps; Review of and improvements to recruitment processes. 2019: Gender pay action plan developed for 2019, Starting salary tool developed; Remuneration review additional funding to reduce like-for-like gaps; Ethnic pay gap analysis and workshops with our Pasifika people for feedback; Mahi ngawari – flexible working resources developed, Branch plans and reporting. 2020: Gender pay action plan developed for 2020, Mahi ngawari – launch flexible work by default; Workshops to seek ideas for plan for 2020; Ensure equitable starting salaries; Improve diversity through recruitment; Regular reporting and monitoring.