Accountability and Transparency -The Gender Pay Gap

On the public services website, there is a report on Gender equality gap  closing between 2018 to 2019. It is said to be at its lowest at 10.5%, however the action paln declares that it will be accountable and transparent.

 The gender pay gap by each public sector entity, accompanied by numbers of women and men in each public sector entity must be published to be accountable and transparent to the NZ taxpayer



Why the contribution is important

Accountability and Transparency are frameworks for integrity and  confidence in our Public Services. An Action plan on the gender gap is not measurable for the achievement of closing the gender pay gap.

 New Zealand has committed to UN SDG 5. 

We must be confident that progress is being made towards achieving this goal by 2030

by Guinevere on March 04, 2021 at 08:40AM

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  • Posted by OGPAdminSM March 11, 2021 at 15:45

    Hi Guinevere

    Data and information on the Public Service gender pay gap and on gender representation for the whole sector and for individual agencies can be found in a few different places on the Te Kawa Mataaho Public Service Commission website.

    On the Workforce data page ( Data drill down cube ([…]/) you can compare various measures - including the gender pay gap - over time by sector and by individual agency.

    Also on the Workforce data webpage, under 2020 Fact sheets ([…]/) are various agency metrics, again including gender pay gaps for each agency. There is a link to 2019 Fact sheets at the bottom of the page. Data and information for previous years is on the Human resource capability data collection webpage (

    The Public Service is progressing gender equity under the Public Service Gender Pay Gap Action Plan 2018-20. Under the Plan, Public Service agencies published individual gender pay gap action plans in 2020: they are all on this Ministry for Women webpage ([…]/public-sector-gpg-action-plans).

    OGP Admin
  • Posted by AdminOGPVH July 22, 2021 at 16:22

    Comment from Jan_Rivers: Since 2018 the gender pay gap has been calculated by self-identified gender. That means that someone is a woman if they say they are rather than being a woman because that is their sex. It is far from clear whether the various stakeholders were ever consulted on this change and, since it is sex that is specified in the equal pay legislation this is a very unsatisfactory state of affairs. We will never know now whether the excellent result was in part a result of males who identify as women being included in the figures for the first time. This initiative was a joint collaboration between Stats NZ, the Public Service Commission and the Ministry for Women and the details are here -[…]ent-analysis-guidelines.pdf in the section titled How to analyse your organisational gender pay gap and says:

    Employees should be included as the gender they choose. Some employees may not identify as men or women but as gender-diverse, or they may prefer not to state a gender identity. If possible, include employees who identify as gender diverse in gender pay gap calculations as a third group.
  • Posted by Guinevere July 26, 2021 at 09:02

    The gender pay gap requires a consistent basis for data collection with clear definitions of gender.
    Our census data is limited for gender pay gap information in New Zealand, in order for benchmarking and trends by sector to be benchmarked.
    The census data must include gender and pay.
    In addition self regulating professional bodies, have little will to report transparently on gender pay gaps.
    CAANZ reported a 51 % gender pay gap in 2021.
    CAANZ is a quango , therefore minister of justice must reiterate nz hovts commitment to SDG#5 and regulators obligation to commit.
    Doctors, dentist, engineers, lawyers, medical specialists fall into this category.
  • Posted by OGPAdminSM July 29, 2021 at 13:57

    Comment from Kay: Disappointing to see Jan River's comment above in referring to "males who identify as women".

    Gender categorization in statistics including the ability of gender minority people like nonbinary people to be seen is a work in progress. I encourage Te Kawa Mataaho to continue working with Stats NZ and the Ministry for Women on reflecting best practice in expressing diversity and representation as a broad level, while still protecting identities of individuals.
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