Demand a pay transparency agency to close the gender and ethnic pay gap
Amanda Reilly, Victoria University of Wellington
There is a fundamental inequality of bargaining power in employment relationships in New Zealand; generally employers know what each individual in the organisation is paid while their current and prospective employees do not.
Recording and reporting the gender and ethnic pay gaps need to be made mandatory for large businesses. If you don't measure or report it, how then can you address it?
Lauren Bartley, a social worker, talks about the benefits of pay transparency.
Pay transparency means that employees can compare their wages with others in their sector to determine whether they are paid appropriately for their current role.
Several women have come forward about their appalling experiences of discrimination over pay and progression opportunities in workplaces across the country.
Pay transparency has been acknowledged around the world as an important way of reducing the gender pay gap.
Saunoamaali'i Dr Karanina Sumeo tells her story about being paid $40,000 less than someone who was doing the same job as her.
International Women's Day is a time to reflect on how far we've come in valuing, respecting and honouring the dignity of the women in our homes, communities, workplaces.
These organisations have endorsed the campaign to demand pay transparency.