Kiwi companies aim to close the gender pay gap

January 2017

Kiwi companies aim to close the gender pay gap

• 82% of New Zealand companies acknowledge a gender pay gap within their organisation.

• 97% are taking measures with the aim to close the gender pay gap.

• 30% respectively say they are implementing pay transparency procedures and systems where promotions are linked to fixed pay rises.

Auckland, 24 January 2017 – The gender pay gap is real in New Zealand – yet encouragingly, Kiwi employers are actively working to close the gap within their companies. Independent research conducted by specialised recruitment company Robert Half shows over eight in 10 (82%) New Zealand HR managers acknowledge a difference in salaries across genders in their company and almost all (97%) are actively working to close the gap.

Megan Alexander, General Manager Robert Half New Zealand said: “Women in New Zealand are more ambitious than ever and are competing in the employment market on the same level as men. Pay disparities should be concerning to any company. An individual’s work ethic and ambition, regardless of their gender, needs to be rewarded with a competitive salary to match the results and value the professional brings to their respective company.”

“In today’s competitive employment environment where skills shortages are common, companies cannot afford to miss out on the benefits of a diverse talent pool. One of the best ways to build a high-quality team is by offering competitive salary packages that attract and retain top performing candidates regardless of their gender.”

“It is encouraging to see Kiwi companies taking measures aimed at closing any salary gaps within their organisation. This approach not only enhances a company’s reputation for ethical business practices, it can also lead to greater productivity as competitive and fair remuneration policies can underpin enhanced staff performance.”

As companies strive to adopt more ethical business practices, New Zealand organisations are actively taking measures to address and close the gender pay gap. One in three (30%) HR managers respectively are implementing pay transparency and systems where promotions are linked to fixed pay rises, while more than a quarter (28%) are undertaking salary audits. Encouragingly, only 3% say they are taking no measures at all.

“Companies who take measures to close any pay discrepancies are well-placed to promote themselves as a fair and attractive place to work. But it’s not just about attracting quality talent. An encompassing approach where staff are rewarding fairly and uniformly on the basis of their contribution to the company – and not in line with gender – is also critical to a strong retention rate,” Megan Alexander concluded.

100 New Zealand HR managers were asked: “What measures is your company currently taking with the aim to close the gender pay gap?”

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