Sign the petition

Demand a pay transparency agency to close the gender and ethnic pay gap

News

Amanda Reilly: Time for gender pay transparency

November 22, 2019

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.

Karanina Sumeo: Gender and ethnic pay gaps need addressing

September 25, 2019

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?

What are the benefits of pay transparency?

September 18, 2019

Lauren Bartley, a social worker, talks about the benefits of pay transparency.

Country case studies on pay transparency

September 18, 2019

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.

Women share ‘heart-breaking’ stories of pay discrimination

August 27, 2019

Several women have come forward about their appalling experiences of discrimination over pay and progression opportunities in workplaces across the country.

4 countries who have introduced pay transparency

August 23, 2019

Pay transparency has been acknowledged around the world as an important way of reducing the gender pay gap.

Karanina Sumeo on the need for an independent pay transparency agency

April 18, 2019

Saunoamaali'i Dr Karanina Sumeo tells her story about being paid $40,000 less than someone who was doing the same job as her.

Karanina Sumeo: It's time to end the secrecy over unequal pay

March 08, 2019

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.

Partners

These organisations have endorsed the campaign to demand pay transparency.

Time for gender pay transparency

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.

This affects all employees but has particular implications for women. The gender pay gap currently stands at 9.3 percent.

Discrimination in employment against women is prohibited by New Zealand law2 but there is research which shows that discrimination is a contributor to
inequality between men and women.

Pay transparency is increasingly recognised as both effective4 and essential for the elimination of pay gaps. Indeed, the New Zealand government itself has recognised the need for pay
transparency. The Gender Pay Principles which the government recently agreed to following recommendations from the Gender Pay Principles Working Group, include Principle 2 which
explicitly states.

Transparency and accessibility is essential to the sustainable elimination of gender pay gaps.


Yet, despite this apparent consensus, the government does not appear to be taking any active steps toward introducing comprehensive and universal pay transparency requirements.