Page updated 23 December 2022
The Authority is committed to diversity and inclusion and has an active strategy to support an inclusive workplace.
To demonstrate our commitment, we intend monitoring our gender and ethnic pay and representation within the Authority. We have set an ambitious target of 0% gender pay gap over the next three years.
Currently, we have limited ethnic data as a benchmark which makes it difficult to set a meaningful target, however, we will highlight a target by April 2023 in the Authority’s ‘Closing the Gaps - Gender and Ethnicity Action Plan’ in April 2023 when we have had an opportunity to collect more robust information (confidentially) from our people about their ethnicity.
Our action plan will be aligned to Kia Toipoto, which is a programme led by the Te Kawa Mataaho Public Service Commission. It is part of the government’s commitment to eliminate gender and ethnic discrimination in the Public Service.
The action plan will be published at the end of April 2023, and will identify how the Authority will track towards achieving Kia Toipoto's goals, which are:
The work will be done in conjunction with our Unions and there will be an opportunity for all our employees to provide input.
The Authority has 1603 employees. This excludes contractors and casual employees.
As of 30 September 2022, the Authority’s gender pay gap was 3.8%. In comparison, our gender pay gap in June 2021 was 7.5%.
As at September 2022
|Split of ethnicity data available at the Authority|
|Ethnicity reported||Number of people||% of ethnicity data available|
|Overall Authority ethnicity pay gaps|
|Ethnicity||Ethnicity pay gap (mean*)||Ethnicity pay gap (median**)||% of total workforce who has reported ethnicity||Public Service ethnic pay gap 2022 as at Dec 2022 (mean)|
*The Public Service currently use the mean as their measure of gender and ethnicity pay gaps.
**The Public Service are transitioning to reporting both the mean and the median gender and ethnicity pay gaps.