Auckland, 24 August 2018 - Following data released by Statistics NZ last week that confirms the gender pay gap in NZ is
shrinking, iconic New Zealand company, DB Breweries, has officially closed its own gap following a three and a half year
programme. Despite this, the organisation believes there is still much more to be done to address gender equity in New
Zealand.
In early 2015 DB set in motion a specific talent acquisition and development strategy to eliminate its gender pay gap.
Gender placement over the last three years has been 50:50 split and business practices have been implemented to allow
the company to monitor remuneration benchmarks and then address any discrepancy through tactics such as: standardising
pay rates within job grades, ensuring that the FTE (full time equivalent) salaries of part time and flexible workers are
aligned to their job grade and colleagues, and implementing a broader ‘Future of Work’ programme to accommodate a modern
workforce and build capability for the future.
However, HR Director Natasha Whiting believes there is still a long way to go. “DB is actively working to be a leader in
the provision of an inclusive, non-discriminatory workplace. We recognise that closing the gender pay gap is an
important issue and so have prioritised the measurement and closure of this gap in the last few years.
“What I will add to this, is that the pay gap is merely a symptom of societal imbalance and if we are going to make
meaningful change, we need to look at a more holistic picture. DB isn’t putting its hand up and saying that because our
pay gap is 0% we’ve achieved our goal, but rather acknowledging that this is an important measure when it comes to our
overall approach of fostering a modern and accommodating workplace.”
DB Breweries has been intentional in developing and implementing a Future of Work programme that creates an inclusive,
brand driven culture with a diverse and engaged workforce. This includes things like a flexible working programme, a
review and update of parental leave policies, and a refresh of its physical working environment.
Whiting explains further: “Currently 25% of our staff work under official flexible arrangements, and we do have many
others who informally arrange their work day around other commitments. We haven’t split our initiatives into gender
targeted areas, because we do believe that changes need to happen across the board if there is going to be a meaningful
shift in the way our society balances work, home, and leisure.”
The brewing industry has historically been male dominant, and DB’s staff remains around 65% male, a figure that is also
reflected in its senior leadership.
“We’re not putting ourselves forward as New Zealand’s leader in equality but we are recognising that we’ve made progress
through very gentle but focused changes over time, and will continue to prioritise our journey to creating a diverse and
inclusive society.
“Gender equity is about much more than the pay gap, but closing the gap is certainly a key milestone,” Whiting
concludes.
ENDS