Gender pay action plan
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Title: Gender pay gap action plan 2021 - 2022

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


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 

Use the starting salary 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


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DIA Gender Pay Gap – September 2021

Gender pay gap – 10.8% 
Average salary men = $99,963
Average salary women = $89,249

Bar graph shows: DIA Gender Profile
DIA:
Men 38%
Women 62%

Senior Leadership
Men 43%
Women 57%


Pie graph title: Ethnic Profile

Pie Graphs shows:

Unknown – 2%
Asian - 10%
Maori - 10%
MELAA - 2%
NZ European - 49%
Other European - 14%
Other – 5%
Pacific - 8%


Pie graph title: Senior Leadership Ethnic Profile

Pie Graphs shows:

Unknown – 2%
Asian - 3%
Maori - 10%
Other – 6%
NZ European - 63%
Other European - 13%
Pacific - 3%


Graph title: Average Salary by Ethnic Group

Bar graph shows (from bottom to top):

MELAA Women: 73K
Pacific Women: 75K
MELAA Men: 80K
Asian Women: 81K 
Pacific Men: 84K
Asian Men: 89K
Maori Women: 90K
Other European Women: 91K
NZ European Women: 93K
Maori Men: 96K
NZ European Men: 103K
Other European Men: 106K



Line graph shows: Gender Pay Gap Trend

DIA: 
February 2019: 14.9%
February 2020: 13.5%
June 2020: 13.9%
January 2021: 12.5%
September 2021: 10.8%

Public service: 
February 2019: 12.2%
February 2020: 10.5%
June 2020: 9.6%
January 2021: 9.6%
September 2021: 9.6%



Bar graph shows: Average salary by band and gender


C: Men: 50K; Women: 50K

D: Men: 52K; Women: 54K

E: Men: 56K; Women: 56K

F: Men: 69K; Women: 70K

G: Men: 81K; Women: 82K

H: Men: 95K; Women: 95K

I: Men: 116K; Women: 114K

J: Men: 137K; Women: 136K

K: Men: 159K; Women: 160K

L: Men: 194K; Women: 193K

M: Men: 225K; Women: 225K