Pay gap action plans

We have developed an action plan to address gender, ethnic and other pay gaps and to improve our diversity and inclusion. It is supported by data analysis.

Since 2023, we have combined our gender pay gap action plan with our diversity and inclusion action plan. This enables us to build and strengthen work to close pay gaps across both areas.

Our action plans aim to:

  • close pay gaps
  • create fairer workplaces
  • improve our diversity and inclusion outcomes.

Our progress

As an agency, we have made significant progress to address pay gap inequities at Oranga Tamariki.

Our analysis in November 2023 showed negative pay gaps between women and men, and Māori and non-Māori. A negative gap means a group who experienced lower pay are now the higher paid group.

We have also removed ethnic pay gaps across all social and youth worker roles. However, some pay gaps for ethnic groups and others persist.

Across all groups and roles, gaps include a:

  • negative gender pay gap of -3%
  • negative gap between Māori and non-Māori people of -1%
  • pay gap between Pacific and non-Pacific people of 9% 

We are now working to remove any remaining gaps to ensure equity across all roles.

Work to reduce pay gaps

Gender pay gap

We impacted the gender pay gap positively with our new remuneration framework in October 2021.

The framework was designed to:

  • emphasise equity in our pay practices
  • remove bias in starting salary and progression decisions.

As part of this work, we addressed all identified gender pay gaps in like roles. We also put measures in place to ensure that gaps remain eliminated. This helped us to achieve several actions and milestones.

Ethnic pay gaps

Pacific people compared to non-Pacific people

In 2023, we supported and launched several Pacific leadership programmes. These will help to develop Pacific leadership capability at Oranga Tamariki.

Since 2022, this has helped to reduce the pay gap between Pacific and non-Pacific people in Oranga Tamariki by around 4%. It is currently just under 9%.

To reduce this gap further, we will continue to focus on creating more opportunities to support Pacific people and their careers.

About 10% of female and 17% of male identifying employees at Oranga Tamariki have stated they are Pacific people.

Māori people compared to non-Māori people

In 2023, we changed the 2% pay gap between Māori people and non-Māori people identified in 2022 to a negative pay gap of  - 1%.

To maintain this positive change, we continue to support our Māori into leadership and development opportunities.

Since 2022, we have increased our range of cultural roles. This ensures staff are remunerated for their cultural expertise and language skills.

We have 99 Māori specialist roles across Oranga Tamariki as of 2023. These bring the necessary skill to connect tamariki to their culture and heritage.  

About 20% of female and 19% of male identifying employees at Oranga Tamariki have stated they are Māori. 

Next steps

While we have made good progress, it is important to acknowledge that our mahi continues.

There is more work to do to ensure:

  • equity applies at all roles within the organisation
  • systems and policies are relevant
  • we remove and eliminate all bias within recruitment and people practices.

To achieve this, we are taking further steps to support Pacific and Māori peoples. We are also creating a diversity and inclusion strategy.

Our diversity and inclusion strategy

In March 2024, we will publish our first diversity, equity and inclusion strategy. The strategy will state our planned actions and goals.

Our strategy will align with Papa Pounamu. This is a Public Service wide work programme. It is designed to help all Public Service organisations achieve our diversity and inclusion goals and obligations.

Meeting our goals through Papa Pounamu

The Papa Pounamu work programme for the wider Public Service spans 5 focus areas. They have been selected as the most likely to help create fair, diverse and inclusive workplaces that reflect communities we serve.

One focus area is addressing bias. To help meet our goals in this area, we report on our pay gaps and an action plan to address them (Kia Toipoto).

Our diversity and inclusion strategy will lay out our actions to meet this and all other focus areas, which are:

  1. Te Urupare i te Mariu | Addressing bias
  2. Hautūtanga Kākano Rau | Fostering diverse leadership
  3. Te āheinga ā-ahurea | Cultural competence
  4. Ngā tūhononga e kōkiritia ana e ngā kaimahi | Employee-led networks:
  5. Hautūtanga Ngākau Tuwhera | Inclusive leadership

More about Papa Pounamu.

Published: July 15, 2020