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#equalpaynzYWCA

YWCA AUCKLAND

YWCA Auckland is part of the world’s largest women’s organisation, a global network of 25 million women leading social and economic change in over 125 countries worldwide.

YWCA Auckland’s vision of giving women the opportunity to realise a better future is lived out through its successful programmes, Future Leaders, Money Savvy and Safe for Life. These programmes explore issues such as financial literacy and economic independence, as well as equipping participants with leadership skills, confidence, and resilience.

WHAT WE STAND FOR

The YWCA Auckland advocates equal pay for equal work. Today, the gender pay gap sits at 14% based on average hourly earnings (New Zealand Income Survey: June 2015 quarter).

As Susan Doughty, YWCA Board Chair, says, “This is not purely a female issue – males and society as a whole needs to take this issue seriously. Fair and equitable pay rates means more females are able to enter and contribute to the workforce creating a valuable labour pool, a higher overall income is achieved benefiting the family, the economy and society as a whole.”

Equal pay organisations benefit too, attracting  talent by being an employer of choice, enjoying an enhanced corporate reputation and unleashing the economic potential of their female workforce.

WHAT WE ARE DOING

In 2014, the inaugural YWCA Equal Pay Awards were launched, recognising best practice among business leaders who are on the journey toward equal pay.

At the heart of The Awards programme is a thought leadership programme, where examples of best practice can be presented as part of the solution, with tried and tested paths for others to follow.

This year, we are excited to launch the third annual  YWCA Equal Pay Awards 2016, alongside our sponsors EY, Coca-Cola Amatil NZ and SKYCITY Entertainment Group.

Corporates and SMEs are invited to share their equal pay stories, promoting the benefits and inspiring a much needed groundswell of change.

Those wishing to enter must demonstrate their initiatives, processes, cultural intent and commitment to addressing equal pay within their organisation.

 

 

Our Supporters

Jackie Blue

Equal Employment Opportunities Commissioner

Here's a quote from Jackie Blue

"New Zealand has dined out far too long on the fact that we were the first country where women were given the vote, that we have had two female Prime Ministers and once, for just 17 months, we had women in the top positions in the country – Prime Minster, Speaker, Governor General and Chief Justice.

Past winning corporations of the YWCA Equal Pay Awards are leading lights and a number of public sector organisations are continuing to shine, but we need to be far more ambitious when it comes to wage equality.

We should be aiming to be the first country in the world where there is a zero gender pay gap, where women are worth 100%."

Louise Upston

Minister for Women

Here's a quote from Louise Upston

"As Minister for Women, I welcome the third annual YWCA Equal Pay Awards.
I support initiatives that invite businesses to share best practice in workplace diversity.  I would encourage businesses to take up these practices so that equal pay becomes embedded in more organisations.  There are already outstanding examples within the New Zealand business community, who have been, and will continue to be leaders in equal pay.  With the strengthening of the economy, I would urge businesses to look at how they are utilising and rewarding women’s skills and experience.
I congratulate those who are already on the equal pay journey and encourage them to step forward and be recognised at this year’s YWCA Equal Pay Awards”

Mai Chen

Managing Partner, Chen Palmer and Chair, Superdiversity Centre for Law, Policy and Business

Here's a quote from Mai Chen

Mai Chen is one of New Zealand’s leading law and human rights experts and as an Asian woman understands the diversity issue from personal experience.

As Chair of the Superdiversity Centre for Law, Policy and Business, she is working on a ‘superdiversity stocktake’ to assist Government, business, organisations and New Zealanders transition to the country’s rapidly changing demographic profile.

She is also committed to improving gender equality in the workforce, making her a strong supporter of the YWCA Equal Pay Awards 2015.

Mai promotes the long-term, sustainable benefits to those prepared to tackle the issue. “I support gender equality because its good for business as well as being the right thing to do.”

“The advice I always give people when career counselling is to only go where they are truly valued; otherwise they will not be respected, or encouraged to reach their full potential.

“As the economy strengthens, the labour market is again tightening. The best staff, the real star performers, are always in short supply.

“The aim for any business which wants to stay at the top of its game and beat its competition is to recruit the best staff and keep them.

“Properly valuing staff contributions to your business is key to incentivising them to go hard and to commit. The main way to demotivate your staff is to treat them unfairly.”

CELEBRATING BEST PRACTICE

We’re Back!

Welcome to the third annual YWCA Equal Pay Awards 2016.

Following the success of our last two campaigns, we are proud to announce this year’s sponsorship partners EY, SKYCITY Entertainment Group and Coca-Cola Amatil, each with their own outstanding Diversity and equal pay track records.

Once again, The Awards invites business champions in equal pay to step forward and be counted. At the heart of the campaign is a thought leadership programme, allowing those blazing the trail for equal pay in New Zealand to be rewarded through recognition, while influencing widespread change among those not yet on the equal pay journey.

Are you on the journey?

Equal pay is not achieved overnight. The Awards acknowledge those at every stage of the journey.
Whether you are an emerging Bronze contender, or blazing the trail as a Gold hopeful. Whether you have five or 500 staff, you could qualify.
Make this your chance to step forward, be recognised and celebrate your success.
Take our quick quiz below to see if your organisation is ready to enter:

  1. Do you have policies and procedures in place that reflect your commitment to equal pay?
  2. Do you ensure that females on parental leave receive the same consideration as all other employees?
  3. Have you looked at how you assess pay rates for new hires doing the same job – male/female?
  4. Are you applying the same criteria when assessing performance of females/males doing the same job?
  5. Do you take into consideration the impact on pay progression when an employee asks for flexibility?
  6. Has your organisation undertaken a Pay and Equity Review Process?

If you can answer yes to two or more of these questions, then you are eligible to enter. You will need to attach additional information demonstrating your commitment to equal pay and your achievements to-date.

How to enter – click here

This year we have made some simplification to the entry process and introduced a small business category for businesses with 50 employees or less.  Please ensure you indicate the size of your oganisation in question two to ensure your entry is judged in the correct category.

To enter the awards, simply complete the following online questionnaire which requires you to describe the stories, policies, practices and cultural intent in support of your organisations journey to equal pay. The questionnaire asks five questions with regard to the following elements of equal pay:

  1. Equal pay review
  2. Pay progression, principles, practices and policies
  3. Gender-inclusive job evaluation standard
  4. Initiatives
  5. Thought leadership

These questions are designed to celebrate all things that support equal pay within your organisation – it doesn’t matter if some actions are still in the pipeline, we want to hear about it. If practices or policies are informal or ‘the way we do things around here’ – that’s great too! The YWCA Equal Pay Awards is your chance to step forward, be recognised and celebrate your success whether you are starting out or blazing the trail.

We ask you to support your application by attaching supplementary information demonstrating your responses to each are you have made progress within your organisation (e.g. your equal pay policy, the outcomes of an equal pay audit, unconscious bias training materials or demonstrate a gender neutral job evaluation system).

Please remember that the only way for us to judge you on what you are doing is if you tell us about it and provide evidence.

For assistance please contact: admin@akywca.org.nz

Please be aware that you can save your entry and return at any time however, only completed entries received by 5pm Friday 30th September will be judged.  Winners will be announced at the awards ceremony on Thursday 3rd November.

Terms & Conditions

 

SMALL BUSINESS

A SME organisation is a company that employs between 2-50 staff (FTE), as defined by the Auckland Chamber of Commerce. Organisations at this level are typically smaller businesses implementing initiatives, processes, practices and cultural intent to address equal pay. This includes both formal policies and strategies and informal practices or ‘the way we do things around here’. .

BRONZE – EMERGING

Organisations at this level are typically in planning stages of implementing initiatives, processes, practices, cultural intent and commitment to address equal pay

SILVER – DISTINGUISHED

Organisations at this level are typically in the process or implementation stages of applying initiatives, processes, practices, cultural intent and commitment to address equal pay.

These organisations have used a range of diagnostic tools, processes and systems implemented to draw insights regarding equal pay within the organisation. Implemented initiatives, processes and practices have been reviewed / evaluated and may be communicated within the organisation or externally.

GOLD – CHAMPION

Organisations at this level are typically creating and evolving strategies to establish a direct link between implemented initiatives, processes, practices and cultural intent with the organisation’s people strategy to address equal pay.

These organisations have used a range of diagnostic tools, processes and systems implemented to draw insights and create action plans to address equal pay within the organisation. Implemented initiatives, processes and practices have been reviewed, assessed and revised and strategies have been communicated throughout the organisation.

Gold award recipients will demonstrate best practice and will be acknowledged as a leader in equal pay and be prepared to share learnings for others to follow. Organisations at this level are held up and recognised as leaders in the field of addressing equal pay.

 

Each judging criteria involves the satisfaction of, or the demonstration of, progress towards achieving the specified requirements. YWCA Auckland will categorise entries based on your answers.

Still have questions?

Please email us on equalpay@akywca.org.nz or call us on 09 522 8219 and we can help with your entry.
ALL OTHER ENQUIRIES PLEASE SCROLL DOWN TO CONTACT.

THE JUDGES

Meet the Judges

Susan Doughty

Talent & Reward-Partner , EY

Click here for bio

Susan is a Partner in EY’s People Advisory Services practice. She is responsible for leading the Reward function delivering executive reward and broad based remuneration services across the NZ market. Susan was previously a Director of dsd Consulting Ltd, Remuneration Specialists which was acquired by EY in 2014.
Susan has over 25 years’ experience in senior Human Resources and Reward specialist roles and is recognised as an industry expert in the design of contemporary reward strategies and solutions.

Susan takes an active role in building remuneration as a specialisation in New Zealand, and previously held the position of Executive Manager of the New Zealand Remuneration Network for seven years.

Susan is the President of the Auckland YWCA and is actively involved in diversity initiatives across NZ; including assisting organisations with pay equity reviews. She assisted the YWCA Auckland to develop the inaugural Equal Pay Awards in 2014 and is a sought after speaker and commentator on the issues of equal pay. Susan and EY as sponsors of the Equal Pay Awards, are proud to be associated with this important issue and campaign.

Monica Briggs

Click here for bio

Monica trained initially in hospitality management in the UK. She did further post graduate training with a large multiple retailer in the UK and held various supervisory and management roles, before heading to Australia for a year. Upon her return to the UK she successfully gained a full assistantship at Huddersfield University and gained a Post Graduate Diploma in Research followed by an MPhil within a management discipline.

Following this she was recruited into a London Local Authority as a Health Promotion Officer. She moved from here to the Heath Authority where she managed various teams and portfolios. A secondment followed into the national health promotion agency for the UK. She was then recruited into a position in New Zealand purchasing public health services for the South Island. She was seconded to manage various national projects while working at the RHA / HFA and MoH.

She also completed an MSc during this time majoring in Health Promotion through the University of East London. Monica then moved to Auckland to head up the Auckland Regional Public Health Service, a complex regional provider with some 300 staff delivering a vast range of health promotion and health protection services across the region. She left to spend more time with her pre-school child and went onto contract and worked at the Heart Foundation managing their Education Setting portfolio.From here she moved to take up the role as CEO of the YWCA Auckland. She has also held governance roles within the NFP sector for the New Zealand AIDS Foundation (Deputy Chair) and the Public Health Association of New Zealand (President).

Grainne Troute

General Manager, Corporate Services, SKYCITY Entertainment Group

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Gráinne is currently General Manager Corporate Services for SKYCITY Entertainment Group and her portfolio includes Human Resources, Corporate Communications, Corporate Social Responsibility (CSR) and Government Relations including the SKYCITY Community Trusts.  Gráinne joined SKYCITY in May 2008. Previously, she was Managing Director of HR consultancy Right Management, and prior to that, Managing Director of McDonald’s Restaurants (New Zealand) Ltd.  She joined McDonald’s in the early 1990’s establishing the Human Resources function, progressing through to Executive Vice-President, and then to Managing Director. Prior to this, she led the HR function for Coopers and Lybrand Auckland (now PwC).  In addition to her extensive HR expertise, Gráinne has had wide experience in board and charitable trust governance roles in New Zealand including having been Chair of Ronald McDonald House Charities NZ for five years.  She is currently also Non Executive Director on the Board of Tourism Holdings (thl).

 

Dr Keith Macky

Foundation Associate Professor of Business and Enterprise, Music and Audio Institute of New Zealand (MAINZ)

Click here for bio

Dr Keith Macky currently serves as the foundation Associate Professor of Business and Enterprise at the Music and Audio Institute of New Zealand (MAINZ), a division of Tai Poutini Polytechnic.  Previous to this, Keith was an Associate Professor of Human Resource Management at the Auckland University of Technology (AUT) in the School of Business, where he also served as Associate Dean Undergraduate and Associate Dean of Teaching and Learning.  Prior to AUT he taught a wide variety of courses at the University of Auckland and Massey University, including HRM, Organizational Behavior, Work Psychology, the Sociology of Work, and Organization Development.

Keith has also held senior consulting positions in Cap Gemini Ernst & Young and KPMG, as well as managing his own consulting firm.  He was made an Associate Fellow of the Human Resources Institute of New Zealand (AFHRINZ) in 2010 for contributions “to the advancement of knowledge and professional practice in HRM.”  His research interests are eclectic and include: the future of work in the Fourth Industrial Revolution (Industry 4.0), high-performance work systems, the impact of managerial practices on work intensification and employee well-being, social liability as the flip side to workplace social capital, whether older workers make better organisational citizens, and whether generational differences at work really exist or are a managerial myth.  He has published five books, over 30 peer reviewed academic research papers, and multiple book chapters.

Jason Blackmore

Head of Reward at Coca-Cola Amatil NZ (CCANZ).

Click here for bio

Jason started with CCANZ in 2009 after a career in agency recruitment. After Jason had worked his way up to National Recruitment Manager, he accidentally put his hand up to run Salary Review in 2011. He, shortly after, took over the Remuneration portfolio and has found himself immersed in Reward ever since. In 2012 Jason finally dropped recruitment completely and looked after a portfolio that encompassed Remuneration and Benefits as well as HR Metrics, Workforce Analytics and Group HR Reporting. Last year Jason stepped in the generalist space taking up a role as the National HR Manager – Sales, Strategy and Brand giving him exposure to the complete HR picture looking after 500 Sales and Marketing staff up and down Aotearoa.

In his relatively short time with CCANZ, he’s learned that People are absolutely the key to success in any industry and are often the most complex piece to get right. As an HR professional he is a passionate advocate for Coke’s people as well as their business and has operated in both strategic and hands-on capacities. He believes that HR should be about doing the most good for the most people for the longest time.

Jason is also the current Chairperson of The New Zealand Remuneration Network, a position he has held since March this year. He has sat on the RemNet committee since 2012.

PAST AWARD WINNERS

EQUAL PAY LEADERS OF NEW ZEALAND

Since the inaugural YWCA Equal Pay Awards, we are proud to profile our winners over the past two years.

In the words of Susan Doughty, YWCA Equal Pay Awards judge and Partner in EY’s People Advisory Services practice:

“Remuneration specialists, like myself, are seeing more openness and willingness to address equal pay among New Zealand employers. As judges we have been impressed by the level of transparency and honesty coming through in The Awards entries over the past two years. Businesses have fronted up to the pay gaps they have uncovered, showing us their challenges warts and all. These organisations have been quick to act, sharing their response plan and the innovative strategies implemented to address the issues.

“YWCA Equal Pay Awards winners and indeed all who entered these awards to date, will greatly benefit by being on the equal pay journey, including attracting a better pool of talent, enjoying improved engagement scores among their staff and experiencing higher retention rates. We hope these shining examples will inspire the wider business community to follow suit.”

 

Last Year in Action

Take a look at the video we captured from last year’s Awards. The energy and enthusiasm of our winners speaks volumes for achieving equal pay. Our winners were fizzing!


YWCA Equal Pay Awards 2015 Winners

ANZ - Supreme Winner

Click here for case study

ANZ Bank New Zealand Ltd has cornered every possible aspect of gender inclusiveness to achieve equal pay and ensure it stays. Robust, future proof strategies have ensured sustainable outcomes. These include gender balanced graduate and talent programmes, over-targeted recruitment policies and workplace flexibility through the outstanding ‘All Roles Flex’ programme, applicable to all roles within the organisation. Exceptional parental leave packages work strenuously to limit financial disadvantages during this period, including paid leave in addition to government contributions and most uniquely to ANZ, closing the superannuation gap by making KiwiSaver contributions while on parental leave. Initiatives are in place for employees returning from parental leave, to ensure a smooth transition back to work. Increasing women in management is a key target for the organisation, with an entire platform dedicated to increasing female representation in senior roles, backed by reporting and accountability. ANZ actively markets its proud track record of gender inclusiveness through a robust thought leadership programme.

IAG – Gold Winner

Click here for case study

IAG’s innovative Diversity and Inclusion planning is addressed systemically within the organisation, including a fair approach to equal pay. Gender inclusive policies and practices are in place, covering gender- balanced recruitment and talent programmes, workplace flexibility, remuneration and promotional reviews, training and female leadership targets. Tailored support is provided to mother’s returning to work through a gradual return to work programme, flexible working, team support and an opportunity for engagement with an external coach to help them with the transition back to the workplace.

The “Inclusive Leadership” development programme has been a huge success to help leaders understand the business case for diversity and inclusion, understand their own personal unconscious biases and look at ways to reduce the impact of biases on key business decisions.  The main impact has been an increase in the number of people working flexibly to balance their professional and personal needs. Most importantly, commitment to Diversity and Inclusion comes straight from the top, setting the standard for the entire organisation.

Bell Gully – Joint Silver Winner

Click here for case study

Bell Gully is committed to a diverse and inclusive workplace.  One of the successes in building an inclusive culture is the introduction of its Gender Diversity Policy, and Bell Gully are pleased to see an increase of female partners from 9% to 14%.  In addition, a focus upon diversity within its support team has resulted in a good gender balance in just two years.   Bell Gully acknowledges that they are on a journey towards meeting their diversity and inclusion objectives.  Achievable targets and success to-date comes with a focused suite of initiatives and policies. Females are tracking well for promotion, with parental leave no barrier. There is a holistic approach to gender equality while deep analysis supports ongoing equal pay efforts. Bell Gully provides some excellent modelling and is an industry stand-out.

Education Review Office – Joint Silver Winner

Click here for case study

ERO has demonstrated they are early leaders in the space of gender equality and pay parity, starting their equal pay journey almost a decade ago. They analysed the root cause and developed a response plan that has not only been effective, but ‘would be hard to wriggle out of,’ as the judges have observed. A transparent remuneration structure, gender-neutral job evaluation, workplace flexibility, contributing to employees work life balance, are most notable practices within the ERO. Despite being a predominantly flat structured organisation, it is clear promotional and leadership opportunities are available to female staff, all results of ERO’s careful and long term commitment to gender equality and equal pay.

New Zealand Defence Force – Bronze Winner

Click here for case study

NZDF has put significant weight behind gender equity initiatives and practices within the forces, reporting higher representation in the Regular Forces than the US, Australia, Canada and the UK. There is little evidence of pay inequity in the military roles of the organisation, supported by initiatives such as automated pay progression (based on demonstrable skills and/or experience) avoiding discretionary decisions and unconscious bias, while jobs evaluations are carefully managed with independent input. Talent pipelines are being nurtured to maximise opportunities for women into senior ranking positions. While acquisition and retention remain key priorities for NZDF, it has demonstrated clear cultural intent to continue its stellar work in the gender equity space and shows good signs of continuing to succeed.


YWCA Equal Pay Awards 2014 Award Winners

Westpac New Zealand - Gold Winner

Click here for case study

Having implemented internal HR processes that analyse and investigate the gender pay gap, Westpac have made a commitment to ongoing analysis of both their own organisation and workforce trends. This allows them to explain any anomalies in the overall pay gap, as well as work on strategies to better improve the situation for women. They engage in equal pay best practices, including adopting the Pay and Employment Equity Review Process and the Equitable Job Evaluation Standard, as determined by the Ministry of Business, Innovation and Employment.

The judges were all in absolute agreement that Westpac should receive the Gold Award. The organisation can now be held up as a role model against which other companies striving for equal pay can be compared.

Simpson Grierson – Joint Silver Winner

Click here for case study

Simpson Grierson, is making leaps and bounds towards equal pay and has already put several systems in place to reduce the gender pay gap. Having conducted in-depth analysis of pay equity within their organisation, Simpson Grierson has examined everyone from legal and support staff to those at the executive level. Results of their analysis have shown that there is equitable remuneration across most roles and clear strategic plans are in place for women to have equal access to promotions going forward.

SKYCITY Entertainment Group – Joint Silver Winner

Click here for case study

SKYCITY Entertainment Group are investing extensively in technology that will help them put systems in place that ensure equal pay. They have already completed extensive pay equity analysis to supplement their annual salary review, which generated helpful insights and results. These were then shared internally with their executive team and managers, as well as externally within the HR community for discussion and reviews. This openness is particularly commendable, as it may enable other organisations to move towards equal pay best practice as well.

BNZ - Bronze Winner

Click here for case study

Having conducted extensive research into their gender imbalance since 2010, BNZ has since then demonstrated that equal pay is a key priority for the organisation, and has subsequently set stretch targets, including achieving greater representation of women at executive levels. They have put in place several strategies to achieve these, including applying a ‘gender lens’ to talent processes, running awareness-raising workshops, and reviewing succession planning.

New Zealand Defence Force - Highly Commended

Click here for case study

The panel was very impressed by the NZDF’s willingness and commitment to implementing projects for women’s development, and their innovative approach to pay equity, particularly focusing on getting more women into senior roles. Efforts thus far have included gender-neutral decision making, equal starting rates for men and women and a transparent performance review process.

Downer NZ - Special Mention

Click here for case study

Worth a special mention is Downer, who are working with the Ministry of Women’s Affairs and have adopted processes such as unconscious bias training and people-related initiatives. Since 2011, they have committed to gender based analysis, and have made positive inroads to equal pay.

TOOLS/RESOURCES

Lifting the Lid on Equal Pay

“Lifting the Lid on Equal Pay,” was part of the YWCA Equal Pay Awards 2015, drawing leaders and decision makers from the public and private sector for two fascinating morning sessions.

Our outstanding line-up of speakers included Mai Chen, Chen Palmer; Susan Doughty, EY; Gina Dellabarca, Westpac and Wendy Rayner, Coca-Cola Amatil NZ,  all leaders of the change debate on equal pay, sharing their expertise, case studies, leadership strategies and how-to guides around addressing equal pay. We are delighted to share some footage made available to us from these most informative sessions.

Mai Chen - Managing Partner, Chen Palmer and Chair, Superdiversity Centre for Law, Policy and Business

Equal pay as the cornerstone of Diversity. The value of diversity with equal pay as the foundation – Revered business leader and Diversity champion, Mai Chen asks how Diversity can truly exist without equal pay and how addressing the issue will propel more women into leadership roles in New Zealand.

Susan Doughty - Partner, Talent & Reward, EY

Getting on the equal pay journey, where to start and how to address the ‘elephant in the room’ within your organisation - With over 25 years’ experience in senior Human Resources and Reward specialist roles, Doughty has led organisations through the equal pay journey. Susan is a key leader of the change debate in New Zealand and demystifies the process for businesses of all scales.

Wendy Rayner - GM Marketing (Auckland), Coca-Cola Amatil New Zealand

Beyond equal pay. CCANZ shares the progressive strategies of an equal pay employer – In 2009, CCANZ became equal pay employers with their own outstanding case study. So, where to from here for CCANZ, who is since recognized as one of the country’s most attractive employers. Strict leadership strategies and targets are courageously shared.

FAQ

What is the difference between Equal Pay & Pay Equity

It is important people understand the different components around equal pay and pay equity. Equal pay is about men getting paid more than women for doing exactly the same job. Apples and apples.

Pay equity tackles the issue from a different perspective, challenging the issue around women in female dominated industries getting paid less than work of similar value in male dominated industries. Women tend to be clustered in a relatively narrow range of occupations that have been traditionally considered women’s work and not always valued the same as men’s (like clerical, caring, cleaning). This is particularly the case for New Zealand which has relatively high levels of concentration of women workers in female dominated occupations, with 47% of women in occupations where 80% or more of employees are women. Apples and pears.

 

We are a SME and don’t have the same resources as large corporates. Can we still apply?

Absolutely, we are keen to encourage SMEs to enter and are aware that you don’t have the ready infrastructure and resource or ability to provide the same kind of detail as corporates. That’s why we have changed the entry process this year to an essay-style format, making it more flexible for businesses of all sizes. We have also introduced a dedicated SME Award in 2016, to acknowledge smaller, innovative operators who are tackling the issue.

 

We don’t have a particular policy around equal pay. How can we show that we are on the path?

Do you have other policies in place that promote equal pay? Such as a good maternity leave package or same rates for new male/female hires? These will show you are on the path. The judges have a multi-faceted understanding of how organisations work and will be able to evaluate your entry on what you have accomplished so far, not how far you may have to go.

 

What if we don’t have any pay statistics that can show we are an equal pay organisation?

That’s fine – so long as you can provide documents (e.g. board meeting minutes, organisational strategy, payroll data, etc) that clearly show your organisation has made the commitment to starting the equal pay journey.

What are the Terms and Conditions?

Terms & Conditions

 

LATEST NEWS

2016

National

Latest pay statistics for women are a call to action ( Pay Equity Challenge 2016)

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Government urged to take pay equity action ( newshub, 2016)

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The unfair biases that female lawyers face (stuff, 2016)

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Gender stocktake of state sector boards and committees 2016 (Ministry of Women, 2016)

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Gender divide still dominates sectors and salaries

(trade me, 2016)

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Former Ministry for Women chief executive to continue quest for gender equality ( Stuff, 2016)

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A woman’s lot still not a happy one
( New Zealand Herald)

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 Govt told to get a move on with pay equity (Newstalk ZB, 2016)

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Joint Working Group on Pay Equity Principles – Recommendations (State Services Commission, 2016)

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Sort pay equity problems out through ‘good faith’ bargaining, government told (National Business Review, 2016)

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Government receives Pay Equity principles (Scoop,2016)

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Pay equity working group reports back (Scoop, 2016)

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Government urged to adopt new equal pay guidelines (National Radio NZ, 2016)

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Equal-pay disputes move away from courts (National Radio NZ, 2016)

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How can you reduce the gender pay gap (New Zealand Management. 2016)
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Interactive: What CEOs of top NZ companies earn (New Zealand Herald, 2016)
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Gender inequality could hit NZ Rugby in the pocket  ( New Zealand Herald, 2016)
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Wage gap widening for young workers (New Zealand Herald, 2016)
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Why women negotiate less than men (Insurance Business New Zealand, 2016 )
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Deborah Chambers: Simple policy changes could help close pay gap ( New Zealand Herald, 2016)
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Bryan Gould: Fair pay fight part of wider war for respect. (New Zealand Herald, 2016)
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A Business Case for Fixing Gender Inequality in The Workplace (Huffington Post, 2016)
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Government must prioritise equal pay for women (Scoop, 2016)
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Women’s pay gap worst for a decade (Otago Daily Times, 2016)
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Govt needs to ‘get with the programme’ on NZ’s gender pay gap (IT Brief 2016)
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NZ slipping down rankings for representation of female business leaders (Stuff, 2016)
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What is being done to fix the gender pay gap? (RadioNZ 2016)
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Public service’s gender pay gap revealed (RadioNZ , 2016)
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YWCA Auckland -Media release Equal Pay 2016
Media Release Equal Pay

International

University of Waterloo spending $1M on pay equity for female faculty (CTV News, 2016)

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Tech giants discover equal pay for women (San Dego Union Tribune, 2016)

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Venus Williams calls for equal working conditions at Wimbledon ( Forbes, 2016)

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What Happens to the Wage Gap When Women Hit 32 (Fortune, 2016)

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Best Practices for Better Pay Equity
(LinkedIn, 2016)

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17-Year-Old Was Fired After Asking for Equal Pay at Her Summer Job (Seventeen, 2016)

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These are the 28 Companies That Just Pledged to Pay Men and Women Equally (Teen Vogue, 2016)

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Valuing the return of women to work from maternity leave by Tao Lin (Stuff 2015)
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Girls Just Want Equal Funds w/ Cyndi Lauper (YouTube, 2016)
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2015

 

National

Equal pay on the way for women? (RadioNZ 2015)
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New research reveals high awareness of gender pay gap (HRINZ 2015)
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MEDIA RELEASE: NZ College of Midwives – Pay Discrimination in the High Court (August 2015)
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Valuing the return of women to work from maternity leave by Tao Lin (Stuff 2015)
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Companies can ‘totally fix’ gender pay gap – Google exec Written by Jena Mc Gregor (New Zealand Herald, 2015)
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Top tips empower women in your organisation.
Produced by Equal Employment Opportunities Trust (sourced 2015)
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Where next for equal pay by Christie Hall ( Stuff NZ, 2015)
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Lack of women at the top needs to change (New Zealand Herald, 2015)

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How women should ask for pay rises. (Employment Today, 2015)
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Valuing the return of women to work from maternity leave by Tao Lin (Stuff 2015)
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Companies can ‘totally fix’ gender pay gap – Google exec Written by Jena Mc Gregor (New Zealand Herald, 2015)
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Top tips empower women in your organisation.
Produced by Equal Employment Opportunities Trust (sourced 2015)
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Where next for equal pay by Christie Hall ( Stuff NZ, 2015)
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Lack of women at the top needs to change (New Zealand Herald, 2015)

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How women should ask for pay rises. (Employment Today, 2015)
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International

 

 

AWARDS MEDIA

Awards Media Coverage 2016

 

Kelly Martin: ‘Enlightened’ creative industries not so when it comes to gender bias (New Zealand Herald, 2016)

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Equal Pay Awards open ( Employment today, 2016)

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Interactive: What CEOs of top NZ companies earn (New Zealand Herald, 2016)

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Equal pay awards return (Waikato Times, 2016)

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YWCA Auckland Equal Pay Awards back for third year (Stuff, 2016)

 Click here

Past Awards Media Coverage

 

Equal Pay Awards to target small business (NZBusiness, 2015)

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Female graduates should challenge potential employers on equal pay stance (Stuff, 2015)

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ANZ Recognised For Pay Equity Work (TV3 Newsworthy, 2015)

Click here

The gender pay gap needs to start closing (New Zealand Herald, 2015)

Click here

ANZ leads the way for equal pay (Voxy, 2015)

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Pay equity: Live chat with Ernst & Young’s Susan Doughty (Marlborough Express, 2015)

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Pay equity: Live chat with Ernst & Young’s Susan Doughty ( Sunday Star Times, 2015)

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NZ’s top equal pay employer revealed (HRM Online, 2015)

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ANZ Leads the Way for Equal Pay (Scoop, 2015)

Click here

News on Mike Hoskings Breakfast (Newstalk ZB, 2015)

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Companies celebrated for tackling gender equality (Radio New Zealand, 2015)

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Pay equity efforts rewarded at YWCA Equal Pay awards (Stuff, 2015)

Click here

Positive pressure on the pay gap ( New Zealand Herald, 2015)

Click here

New research reveals high awareness of gender pay gap (Voxy, 2015)

Click here

Women see NZ-wide pay gap (New Zealand Herald, 2015)

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Bridging the gender pay gap (Sunday Star Times, 2015)

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Pay inequality in spotlight ( The Press, 2015)

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Gender pay gap still there: so what are we doing about it? (Stuff, 2015)

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Sisters are doing it for themselves (Waikato Times, 2015)

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All things being equal (Employment Today, 2015)

Click Here

Business Back Equal Pay (Employment Today, 2015)

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Gender and race discrimination hurting New Zealand financially: Lawyer Mai Chen by John Anthony (Stuff, 2015)

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Human Rights Commission calls for special measures to promote women, minorities. (Stuff, 2015)

Click Here

CEO Pay Survey: ‘Heartbreaking’ lack of female executives by  Hamish Fletcher (New Zealand Herald, 2015)

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Westpac rewarded for equal pay efforts by Caitlin Smith (TV3 News, 2014)

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Westpac Win Gold For Equal Pay (Scoop, 2014)

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A Winning Formula by Christina Wedgewood (Employment Today, New Zealand, 2014)

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Awards for equal pay companies by Donna McIntyre (New Zealand Herald, 2014)

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One of NZ’s largest firms picks up first-ever YWCA Equal Pay Award by Sophie Schroder (New Zealand Lawyer Magazine, 2014)

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Downer puts special focus on pay equity ( HR New Zealand, 2014)

Click here and continues here.

New Zealand’s top equal pay employers by Janie Smith (hrmonline, 2014)

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Gender bias blamed on stereotypes by APNZ (Bay of Plenty Times, 2014)

Click here

The gender gap: How NZ is faring
Written by  Sophie Ryan (New Zealand Herald, 2014)
Click here

Bridging the gender pay gap: Pay‐up time at public service by Patrice Dougan, Matthew Backhouse (New Zealand Herald, 2014)

Click here

Award to help close pay gap by APNZ  (Northern Advocate, 2014)

Click here

 Grads earn less if they are female,
study finds. by Nicholas Jones (Weekend Herald, 2014)

Click here

Women face ‘double-bind’ in pay talks — psychologist
by Matthew Backhouse  (New Zealand Herald, 2014)

Click here

New awards celebrate equal pay  by Ruth Le Pla (New Zealand Business, 2014)

Click here

Pay-up time at public service by Matthew Backhouse and Patrice Dougan ( New Zealand Herald, 2014)

Click here

Things going better with Coke by Maria Slade (Manawatu Standard, 2014)

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Henri Eliot: Are NZ boards spending enough time on strategy? by Henri Eliot  (New Zealand Herald, 2014)

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Gender pay gap down to ‘subconscious bias’ by Matthew Backhouse (Gisborne Herald, 2014)

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It’s true: women earn less by Nicholas Jones (Otago Daily Times, 2014)

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Equal work but pay still lagging by Matthew Backhouse (Otago Daily Times, 2014)

Click here

 

 

YOU HAVE QUESTIONS.

WE HAVE ANSWERS.

FOR ANY TECHNICAL QUERIES RELATED TO YOUR ENTRY
OR ANY OTHER INFORMATION PLEASE

CONTACT US

 

27 Gillies Avenue,
Newmarket, AucklandCall us: (09) 522  8219

Email: equalpay@akywca.org.nz

 

All media enquiries

email: Dorita Hollins

or 027 261 1394

 

JOIN THE DEBATE
#equalpaynzYWCA

YWCA AUCKLAND

YWCA Auckland is part of the world’s largest women’s organisation, a global network of 25 million women leading social and economic change in over 125 countries worldwide.

YWCA Auckland’s vision of giving women the opportunity to realise a better future is lived out through its successful programmes, Future Leaders, Money Savvy and Safe for Life. These programmes explore issues such as financial literacy and economic independence, as well as equipping participants with leadership skills, confidence, and resilience.

WHAT WE STAND FOR

The YWCA Auckland advocates equal pay for equal work. Today, the gender pay gap sits at 14% based on average hourly earnings (New Zealand Income Survey: June 2015 quarter).

As Susan Doughty, YWCA Board Chair, says, “This is not purely a female issue – males and society as a whole needs to take this issue seriously. Fair and equitable pay rates means more females are able to enter and contribute to the workforce creating a valuable labour pool, a higher overall income is achieved benefiting the family, the economy and society as a whole.”

Equal pay organisations benefit too, attracting  talent by being an employer of choice, enjoying an enhanced corporate reputation and unleashing the economic potential of their female workforce.

WHAT WE ARE DOING

In 2014, the inaugural YWCA Equal Pay Awards were launched, recognising best practice among business leaders who are on the journey toward equal pay.

At the heart of The Awards programme is a thought leadership programme, where examples of best practice can be presented as part of the solution, with tried and tested paths for others to follow.

This year, we are excited to launch the third annual  YWCA Equal Pay Awards 2016, alongside our sponsors EY, Coca-Cola Amatil NZ and SKYCITY Entertainment Group.

Corporates and SMEs are invited to share their equal pay stories, promoting the benefits and inspiring a much needed groundswell of change.

Those wishing to enter must demonstrate their initiatives, processes, cultural intent and commitment to addressing equal pay within their organisation.

 

 

Our Supporters

Jackie Blue

Equal Employment Opportunities Commissioner

Here's a quote from Jackie Blue

"New Zealand has dined out far too long on the fact that we were the first country where women were given the vote, that we have had two female Prime Ministers and once, for just 17 months, we had women in the top positions in the country – Prime Minster, Speaker, Governor General and Chief Justice.

Past winning corporations of the YWCA Equal Pay Awards are leading lights and a number of public sector organisations are continuing to shine, but we need to be far more ambitious when it comes to wage equality.

We should be aiming to be the first country in the world where there is a zero gender pay gap, where women are worth 100%."

Louise Upston

Minister for Women

Here's a quote from Louise Upston

"As Minister for Women, I welcome the third annual YWCA Equal Pay Awards.
I support initiatives that invite businesses to share best practice in workplace diversity.  I would encourage businesses to take up these practices so that equal pay becomes embedded in more organisations.  There are already outstanding examples within the New Zealand business community, who have been, and will continue to be leaders in equal pay.  With the strengthening of the economy, I would urge businesses to look at how they are utilising and rewarding women’s skills and experience.
I congratulate those who are already on the equal pay journey and encourage them to step forward and be recognised at this year’s YWCA Equal Pay Awards”

Mai Chen

Managing Partner, Chen Palmer and Chair, Superdiversity Centre for Law, Policy and Business

Here's a quote from Mai Chen

Mai Chen is one of New Zealand’s leading law and human rights experts and as an Asian woman understands the diversity issue from personal experience.

As Chair of the Superdiversity Centre for Law, Policy and Business, she is working on a ‘superdiversity stocktake’ to assist Government, business, organisations and New Zealanders transition to the country’s rapidly changing demographic profile.

She is also committed to improving gender equality in the workforce, making her a strong supporter of the YWCA Equal Pay Awards 2015.

Mai promotes the long-term, sustainable benefits to those prepared to tackle the issue. “I support gender equality because its good for business as well as being the right thing to do.”

“The advice I always give people when career counselling is to only go where they are truly valued; otherwise they will not be respected, or encouraged to reach their full potential.

“As the economy strengthens, the labour market is again tightening. The best staff, the real star performers, are always in short supply.

“The aim for any business which wants to stay at the top of its game and beat its competition is to recruit the best staff and keep them.

“Properly valuing staff contributions to your business is key to incentivising them to go hard and to commit. The main way to demotivate your staff is to treat them unfairly.”

CELEBRATING BEST PRACTICE

We’re Back!

Welcome to the third annual YWCA Equal Pay Awards 2016.

Following the success of our last two campaigns, we are proud to announce this year’s sponsorship partners EY, SKYCITY Entertainment Group and Coca-Cola Amatil, each with their own outstanding Diversity and equal pay track records.

Once again, The Awards invites business champions in equal pay to step forward and be counted. At the heart of the campaign is a thought leadership programme, allowing those blazing the trail for equal pay in New Zealand to be rewarded through recognition, while influencing widespread change among those not yet on the equal pay journey.

Are you on the journey?

Equal pay is not achieved overnight. The Awards acknowledge those at every stage of the journey.
Whether you are an emerging Bronze contender, or blazing the trail as a Gold hopeful. Whether you have five or 500 staff, you could qualify.
Make this your chance to step forward, be recognised and celebrate your success.
Take our quick quiz below to see if your organisation is ready to enter:

  1. Do you have policies and procedures in place that reflect your commitment to equal pay?
  2. Do you ensure that females on parental leave receive the same consideration as all other employees?
  3. Have you looked at how you assess pay rates for new hires doing the same job – male/female?
  4. Are you applying the same criteria when assessing performance of females/males doing the same job?
  5. Do you take into consideration the impact on pay progression when an employee asks for flexibility?
  6. Has your organisation undertaken a Pay and Equity Review Process?

If you can answer yes to two or more of these questions, then you are eligible to enter. You will need to attach additional information demonstrating your commitment to equal pay and your achievements to-date.

How to enter – click here

This year we have made some simplification to the entry process and introduced a small business category for businesses with 50 employees or less.  Please ensure you indicate the size of your oganisation in question two to ensure your entry is judged in the correct category.

To enter the awards, simply complete the following online questionnaire which requires you to describe the stories, policies, practices and cultural intent in support of your organisations journey to equal pay. The questionnaire asks five questions with regard to the following elements of equal pay:

  1. Equal pay review
  2. Pay progression, principles, practices and policies
  3. Gender-inclusive job evaluation standard
  4. Initiatives
  5. Thought leadership

These questions are designed to celebrate all things that support equal pay within your organisation – it doesn’t matter if some actions are still in the pipeline, we want to hear about it. If practices or policies are informal or ‘the way we do things around here’ – that’s great too! The YWCA Equal Pay Awards is your chance to step forward, be recognised and celebrate your success whether you are starting out or blazing the trail.

We ask you to support your application by attaching supplementary information demonstrating your responses to each are you have made progress within your organisation (e.g. your equal pay policy, the outcomes of an equal pay audit, unconscious bias training materials or demonstrate a gender neutral job evaluation system).

Please remember that the only way for us to judge you on what you are doing is if you tell us about it and provide evidence.

For assistance please contact: admin@akywca.org.nz

Please be aware that you can save your entry and return at any time however, only completed entries received by 5pm Friday 30th September will be judged.  Winners will be announced at the awards ceremony on Thursday 3rd November.

Terms & Conditions

 

SMALL BUSINESS

A SME organisation is a company that employs between 2-50 staff (FTE), as defined by the Auckland Chamber of Commerce. Organisations at this level are typically smaller businesses implementing initiatives, processes, practices and cultural intent to address equal pay. This includes both formal policies and strategies and informal practices or ‘the way we do things around here’. .

BRONZE – EMERGING

Organisations at this level are typically in planning stages of implementing initiatives, processes, practices, cultural intent and commitment to address equal pay

SILVER – DISTINGUISHED

Organisations at this level are typically in the process or implementation stages of applying initiatives, processes, practices, cultural intent and commitment to address equal pay.

These organisations have used a range of diagnostic tools, processes and systems implemented to draw insights regarding equal pay within the organisation. Implemented initiatives, processes and practices have been reviewed / evaluated and may be communicated within the organisation or externally.

GOLD – CHAMPION

Organisations at this level are typically creating and evolving strategies to establish a direct link between implemented initiatives, processes, practices and cultural intent with the organisation’s people strategy to address equal pay.

These organisations have used a range of diagnostic tools, processes and systems implemented to draw insights and create action plans to address equal pay within the organisation. Implemented initiatives, processes and practices have been reviewed, assessed and revised and strategies have been communicated throughout the organisation.

Gold award recipients will demonstrate best practice and will be acknowledged as a leader in equal pay and be prepared to share learnings for others to follow. Organisations at this level are held up and recognised as leaders in the field of addressing equal pay.

 

Each judging criteria involves the satisfaction of, or the demonstration of, progress towards achieving the specified requirements. YWCA Auckland will categorise entries based on your answers.

Still have questions?

Please email us on equalpay@akywca.org.nz or call us on 09 522 8219 and we can help with your entry.
ALL OTHER ENQUIRIES PLEASE SCROLL DOWN TO CONTACT.

THE JUDGES

Meet the Judges

Susan Doughty

Talent & Reward-Partner , EY

Click here for bio

Susan is a Partner in EY’s People Advisory Services practice. She is responsible for leading the Reward function delivering executive reward and broad based remuneration services across the NZ market. Susan was previously a Director of dsd Consulting Ltd, Remuneration Specialists which was acquired by EY in 2014.
Susan has over 25 years’ experience in senior Human Resources and Reward specialist roles and is recognised as an industry expert in the design of contemporary reward strategies and solutions.

Susan takes an active role in building remuneration as a specialisation in New Zealand, and previously held the position of Executive Manager of the New Zealand Remuneration Network for seven years.

Susan is the President of the Auckland YWCA and is actively involved in diversity initiatives across NZ; including assisting organisations with pay equity reviews. She assisted the YWCA Auckland to develop the inaugural Equal Pay Awards in 2014 and is a sought after speaker and commentator on the issues of equal pay. Susan and EY as sponsors of the Equal Pay Awards, are proud to be associated with this important issue and campaign.

Monica Briggs

Click here for bio

Monica trained initially in hospitality management in the UK. She did further post graduate training with a large multiple retailer in the UK and held various supervisory and management roles, before heading to Australia for a year. Upon her return to the UK she successfully gained a full assistantship at Huddersfield University and gained a Post Graduate Diploma in Research followed by an MPhil within a management discipline.

Following this she was recruited into a London Local Authority as a Health Promotion Officer. She moved from here to the Heath Authority where she managed various teams and portfolios. A secondment followed into the national health promotion agency for the UK. She was then recruited into a position in New Zealand purchasing public health services for the South Island. She was seconded to manage various national projects while working at the RHA / HFA and MoH.

She also completed an MSc during this time majoring in Health Promotion through the University of East London. Monica then moved to Auckland to head up the Auckland Regional Public Health Service, a complex regional provider with some 300 staff delivering a vast range of health promotion and health protection services across the region. She left to spend more time with her pre-school child and went onto contract and worked at the Heart Foundation managing their Education Setting portfolio.From here she moved to take up the role as CEO of the YWCA Auckland. She has also held governance roles within the NFP sector for the New Zealand AIDS Foundation (Deputy Chair) and the Public Health Association of New Zealand (President).

Grainne Troute

General Manager, Corporate Services, SKYCITY Entertainment Group

Click here for bio

Gráinne is currently General Manager Corporate Services for SKYCITY Entertainment Group and her portfolio includes Human Resources, Corporate Communications, Corporate Social Responsibility (CSR) and Government Relations including the SKYCITY Community Trusts.  Gráinne joined SKYCITY in May 2008. Previously, she was Managing Director of HR consultancy Right Management, and prior to that, Managing Director of McDonald’s Restaurants (New Zealand) Ltd.  She joined McDonald’s in the early 1990’s establishing the Human Resources function, progressing through to Executive Vice-President, and then to Managing Director. Prior to this, she led the HR function for Coopers and Lybrand Auckland (now PwC).  In addition to her extensive HR expertise, Gráinne has had wide experience in board and charitable trust governance roles in New Zealand including having been Chair of Ronald McDonald House Charities NZ for five years.  She is currently also Non Executive Director on the Board of Tourism Holdings (thl).

 

Dr Keith Macky

Foundation Associate Professor of Business and Enterprise, Music and Audio Institute of New Zealand (MAINZ)

Click here for bio

Dr Keith Macky currently serves as the foundation Associate Professor of Business and Enterprise at the Music and Audio Institute of New Zealand (MAINZ), a division of Tai Poutini Polytechnic.  Previous to this, Keith was an Associate Professor of Human Resource Management at the Auckland University of Technology (AUT) in the School of Business, where he also served as Associate Dean Undergraduate and Associate Dean of Teaching and Learning.  Prior to AUT he taught a wide variety of courses at the University of Auckland and Massey University, including HRM, Organizational Behavior, Work Psychology, the Sociology of Work, and Organization Development.

Keith has also held senior consulting positions in Cap Gemini Ernst & Young and KPMG, as well as managing his own consulting firm.  He was made an Associate Fellow of the Human Resources Institute of New Zealand (AFHRINZ) in 2010 for contributions “to the advancement of knowledge and professional practice in HRM.”  His research interests are eclectic and include: the future of work in the Fourth Industrial Revolution (Industry 4.0), high-performance work systems, the impact of managerial practices on work intensification and employee well-being, social liability as the flip side to workplace social capital, whether older workers make better organisational citizens, and whether generational differences at work really exist or are a managerial myth.  He has published five books, over 30 peer reviewed academic research papers, and multiple book chapters.

Jason Blackmore

Head of Reward at Coca-Cola Amatil NZ (CCANZ).

Click here for bio

Jason started with CCANZ in 2009 after a career in agency recruitment. After Jason had worked his way up to National Recruitment Manager, he accidentally put his hand up to run Salary Review in 2011. He, shortly after, took over the Remuneration portfolio and has found himself immersed in Reward ever since. In 2012 Jason finally dropped recruitment completely and looked after a portfolio that encompassed Remuneration and Benefits as well as HR Metrics, Workforce Analytics and Group HR Reporting. Last year Jason stepped in the generalist space taking up a role as the National HR Manager – Sales, Strategy and Brand giving him exposure to the complete HR picture looking after 500 Sales and Marketing staff up and down Aotearoa.

In his relatively short time with CCANZ, he’s learned that People are absolutely the key to success in any industry and are often the most complex piece to get right. As an HR professional he is a passionate advocate for Coke’s people as well as their business and has operated in both strategic and hands-on capacities. He believes that HR should be about doing the most good for the most people for the longest time.

Jason is also the current Chairperson of The New Zealand Remuneration Network, a position he has held since March this year. He has sat on the RemNet committee since 2012.

PAST AWARD WINNERS

EQUAL PAY LEADERS OF NEW ZEALAND

Since the inaugural YWCA Equal Pay Awards, we are proud to profile our winners over the past two years.

In the words of Susan Doughty, YWCA Equal Pay Awards judge and Partner in EY’s People Advisory Services practice:

“Remuneration specialists, like myself, are seeing more openness and willingness to address equal pay among New Zealand employers. As judges we have been impressed by the level of transparency and honesty coming through in The Awards entries over the past two years. Businesses have fronted up to the pay gaps they have uncovered, showing us their challenges warts and all. These organisations have been quick to act, sharing their response plan and the innovative strategies implemented to address the issues.

“YWCA Equal Pay Awards winners and indeed all who entered these awards to date, will greatly benefit by being on the equal pay journey, including attracting a better pool of talent, enjoying improved engagement scores among their staff and experiencing higher retention rates. We hope these shining examples will inspire the wider business community to follow suit.”

 

Last Year in Action

Take a look at the video we captured from last year’s Awards. The energy and enthusiasm of our winners speaks volumes for achieving equal pay. Our winners were fizzing!


YWCA Equal Pay Awards 2015 Winners

ANZ - Supreme Winner

Click here for case study

ANZ Bank New Zealand Ltd has cornered every possible aspect of gender inclusiveness to achieve equal pay and ensure it stays. Robust, future proof strategies have ensured sustainable outcomes. These include gender balanced graduate and talent programmes, over-targeted recruitment policies and workplace flexibility through the outstanding ‘All Roles Flex’ programme, applicable to all roles within the organisation. Exceptional parental leave packages work strenuously to limit financial disadvantages during this period, including paid leave in addition to government contributions and most uniquely to ANZ, closing the superannuation gap by making KiwiSaver contributions while on parental leave. Initiatives are in place for employees returning from parental leave, to ensure a smooth transition back to work. Increasing women in management is a key target for the organisation, with an entire platform dedicated to increasing female representation in senior roles, backed by reporting and accountability. ANZ actively markets its proud track record of gender inclusiveness through a robust thought leadership programme.

IAG – Gold Winner

Click here for case study

IAG’s innovative Diversity and Inclusion planning is addressed systemically within the organisation, including a fair approach to equal pay. Gender inclusive policies and practices are in place, covering gender- balanced recruitment and talent programmes, workplace flexibility, remuneration and promotional reviews, training and female leadership targets. Tailored support is provided to mother’s returning to work through a gradual return to work programme, flexible working, team support and an opportunity for engagement with an external coach to help them with the transition back to the workplace.

The “Inclusive Leadership” development programme has been a huge success to help leaders understand the business case for diversity and inclusion, understand their own personal unconscious biases and look at ways to reduce the impact of biases on key business decisions.  The main impact has been an increase in the number of people working flexibly to balance their professional and personal needs. Most importantly, commitment to Diversity and Inclusion comes straight from the top, setting the standard for the entire organisation.

Bell Gully – Joint Silver Winner

Click here for case study

Bell Gully is committed to a diverse and inclusive workplace.  One of the successes in building an inclusive culture is the introduction of its Gender Diversity Policy, and Bell Gully are pleased to see an increase of female partners from 9% to 14%.  In addition, a focus upon diversity within its support team has resulted in a good gender balance in just two years.   Bell Gully acknowledges that they are on a journey towards meeting their diversity and inclusion objectives.  Achievable targets and success to-date comes with a focused suite of initiatives and policies. Females are tracking well for promotion, with parental leave no barrier. There is a holistic approach to gender equality while deep analysis supports ongoing equal pay efforts. Bell Gully provides some excellent modelling and is an industry stand-out.

Education Review Office – Joint Silver Winner

Click here for case study

ERO has demonstrated they are early leaders in the space of gender equality and pay parity, starting their equal pay journey almost a decade ago. They analysed the root cause and developed a response plan that has not only been effective, but ‘would be hard to wriggle out of,’ as the judges have observed. A transparent remuneration structure, gender-neutral job evaluation, workplace flexibility, contributing to employees work life balance, are most notable practices within the ERO. Despite being a predominantly flat structured organisation, it is clear promotional and leadership opportunities are available to female staff, all results of ERO’s careful and long term commitment to gender equality and equal pay.

New Zealand Defence Force – Bronze Winner

Click here for case study

NZDF has put significant weight behind gender equity initiatives and practices within the forces, reporting higher representation in the Regular Forces than the US, Australia, Canada and the UK. There is little evidence of pay inequity in the military roles of the organisation, supported by initiatives such as automated pay progression (based on demonstrable skills and/or experience) avoiding discretionary decisions and unconscious bias, while jobs evaluations are carefully managed with independent input. Talent pipelines are being nurtured to maximise opportunities for women into senior ranking positions. While acquisition and retention remain key priorities for NZDF, it has demonstrated clear cultural intent to continue its stellar work in the gender equity space and shows good signs of continuing to succeed.


YWCA Equal Pay Awards 2014 Award Winners

Westpac New Zealand - Gold Winner

Click here for case study

Having implemented internal HR processes that analyse and investigate the gender pay gap, Westpac have made a commitment to ongoing analysis of both their own organisation and workforce trends. This allows them to explain any anomalies in the overall pay gap, as well as work on strategies to better improve the situation for women. They engage in equal pay best practices, including adopting the Pay and Employment Equity Review Process and the Equitable Job Evaluation Standard, as determined by the Ministry of Business, Innovation and Employment.

The judges were all in absolute agreement that Westpac should receive the Gold Award. The organisation can now be held up as a role model against which other companies striving for equal pay can be compared.

Simpson Grierson – Joint Silver Winner

Click here for case study

Simpson Grierson, is making leaps and bounds towards equal pay and has already put several systems in place to reduce the gender pay gap. Having conducted in-depth analysis of pay equity within their organisation, Simpson Grierson has examined everyone from legal and support staff to those at the executive level. Results of their analysis have shown that there is equitable remuneration across most roles and clear strategic plans are in place for women to have equal access to promotions going forward.

SKYCITY Entertainment Group – Joint Silver Winner

Click here for case study

SKYCITY Entertainment Group are investing extensively in technology that will help them put systems in place that ensure equal pay. They have already completed extensive pay equity analysis to supplement their annual salary review, which generated helpful insights and results. These were then shared internally with their executive team and managers, as well as externally within the HR community for discussion and reviews. This openness is particularly commendable, as it may enable other organisations to move towards equal pay best practice as well.

BNZ - Bronze Winner

Click here for case study

Having conducted extensive research into their gender imbalance since 2010, BNZ has since then demonstrated that equal pay is a key priority for the organisation, and has subsequently set stretch targets, including achieving greater representation of women at executive levels. They have put in place several strategies to achieve these, including applying a ‘gender lens’ to talent processes, running awareness-raising workshops, and reviewing succession planning.

New Zealand Defence Force - Highly Commended

Click here for case study

The panel was very impressed by the NZDF’s willingness and commitment to implementing projects for women’s development, and their innovative approach to pay equity, particularly focusing on getting more women into senior roles. Efforts thus far have included gender-neutral decision making, equal starting rates for men and women and a transparent performance review process.

Downer NZ - Special Mention

Click here for case study

Worth a special mention is Downer, who are working with the Ministry of Women’s Affairs and have adopted processes such as unconscious bias training and people-related initiatives. Since 2011, they have committed to gender based analysis, and have made positive inroads to equal pay.

TOOLS/RESOURCES

Lifting the Lid on Equal Pay

“Lifting the Lid on Equal Pay,” was part of the YWCA Equal Pay Awards 2015, drawing leaders and decision makers from the public and private sector for two fascinating morning sessions.

Our outstanding line-up of speakers included Mai Chen, Chen Palmer; Susan Doughty, EY; Gina Dellabarca, Westpac and Wendy Rayner, Coca-Cola Amatil NZ,  all leaders of the change debate on equal pay, sharing their expertise, case studies, leadership strategies and how-to guides around addressing equal pay. We are delighted to share some footage made available to us from these most informative sessions.

Mai Chen - Managing Partner, Chen Palmer and Chair, Superdiversity Centre for Law, Policy and Business

Equal pay as the cornerstone of Diversity. The value of diversity with equal pay as the foundation – Revered business leader and Diversity champion, Mai Chen asks how Diversity can truly exist without equal pay and how addressing the issue will propel more women into leadership roles in New Zealand.

Susan Doughty - Partner, Talent & Reward, EY

Getting on the equal pay journey, where to start and how to address the ‘elephant in the room’ within your organisation - With over 25 years’ experience in senior Human Resources and Reward specialist roles, Doughty has led organisations through the equal pay journey. Susan is a key leader of the change debate in New Zealand and demystifies the process for businesses of all scales.

Wendy Rayner - GM Marketing (Auckland), Coca-Cola Amatil New Zealand

Beyond equal pay. CCANZ shares the progressive strategies of an equal pay employer – In 2009, CCANZ became equal pay employers with their own outstanding case study. So, where to from here for CCANZ, who is since recognized as one of the country’s most attractive employers. Strict leadership strategies and targets are courageously shared.

FAQ

What is the difference between Equal Pay & Pay Equity

It is important people understand the different components around equal pay and pay equity. Equal pay is about men getting paid more than women for doing exactly the same job. Apples and apples.

Pay equity tackles the issue from a different perspective, challenging the issue around women in female dominated industries getting paid less than work of similar value in male dominated industries. Women tend to be clustered in a relatively narrow range of occupations that have been traditionally considered women’s work and not always valued the same as men’s (like clerical, caring, cleaning). This is particularly the case for New Zealand which has relatively high levels of concentration of women workers in female dominated occupations, with 47% of women in occupations where 80% or more of employees are women. Apples and pears.

 

We are a SME and don’t have the same resources as large corporates. Can we still apply?

Absolutely, we are keen to encourage SMEs to enter and are aware that you don’t have the ready infrastructure and resource or ability to provide the same kind of detail as corporates. That’s why we have changed the entry process this year to an essay-style format, making it more flexible for businesses of all sizes. We have also introduced a dedicated SME Award in 2016, to acknowledge smaller, innovative operators who are tackling the issue.

 

We don’t have a particular policy around equal pay. How can we show that we are on the path?

Do you have other policies in place that promote equal pay? Such as a good maternity leave package or same rates for new male/female hires? These will show you are on the path. The judges have a multi-faceted understanding of how organisations work and will be able to evaluate your entry on what you have accomplished so far, not how far you may have to go.

 

What if we don’t have any pay statistics that can show we are an equal pay organisation?

That’s fine – so long as you can provide documents (e.g. board meeting minutes, organisational strategy, payroll data, etc) that clearly show your organisation has made the commitment to starting the equal pay journey.

What are the Terms and Conditions?

Terms & Conditions

 

LATEST NEWS

2016

National

Latest pay statistics for women are a call to action ( Pay Equity Challenge 2016)

Click here

Government urged to take pay equity action ( newshub, 2016)

Click here

The unfair biases that female lawyers face (stuff, 2016)

Click here

Gender stocktake of state sector boards and committees 2016 (Ministry of Women, 2016)

Click here

Gender divide still dominates sectors and salaries

(trade me, 2016)

Click here

Former Ministry for Women chief executive to continue quest for gender equality ( Stuff, 2016)

Click here

A woman’s lot still not a happy one
( New Zealand Herald)

Click here

 Govt told to get a move on with pay equity (Newstalk ZB, 2016)

Click here

Joint Working Group on Pay Equity Principles – Recommendations (State Services Commission, 2016)

 Click here

Sort pay equity problems out through ‘good faith’ bargaining, government told (National Business Review, 2016)

Click here

Government receives Pay Equity principles (Scoop,2016)

Click here

Pay equity working group reports back (Scoop, 2016)

Click here

Government urged to adopt new equal pay guidelines (National Radio NZ, 2016)

Click here

Equal-pay disputes move away from courts (National Radio NZ, 2016)

Click here

How can you reduce the gender pay gap (New Zealand Management. 2016)
Click here

Interactive: What CEOs of top NZ companies earn (New Zealand Herald, 2016)
Click here

Gender inequality could hit NZ Rugby in the pocket  ( New Zealand Herald, 2016)
Click here

Wage gap widening for young workers (New Zealand Herald, 2016)
Click here

Why women negotiate less than men (Insurance Business New Zealand, 2016 )
Click here

Deborah Chambers: Simple policy changes could help close pay gap ( New Zealand Herald, 2016)
Click here

Bryan Gould: Fair pay fight part of wider war for respect. (New Zealand Herald, 2016)
Click here

A Business Case for Fixing Gender Inequality in The Workplace (Huffington Post, 2016)
Click here

Government must prioritise equal pay for women (Scoop, 2016)
Click here

Women’s pay gap worst for a decade (Otago Daily Times, 2016)
Click here

Govt needs to ‘get with the programme’ on NZ’s gender pay gap (IT Brief 2016)
Click here

NZ slipping down rankings for representation of female business leaders (Stuff, 2016)
Click here

What is being done to fix the gender pay gap? (RadioNZ 2016)
Click here

Public service’s gender pay gap revealed (RadioNZ , 2016)
Click here

YWCA Auckland -Media release Equal Pay 2016
Media Release Equal Pay

International

University of Waterloo spending $1M on pay equity for female faculty (CTV News, 2016)

Click here

Tech giants discover equal pay for women (San Dego Union Tribune, 2016)

click here

Venus Williams calls for equal working conditions at Wimbledon ( Forbes, 2016)

Click here

What Happens to the Wage Gap When Women Hit 32 (Fortune, 2016)

Click here

Best Practices for Better Pay Equity
(LinkedIn, 2016)

Click here

17-Year-Old Was Fired After Asking for Equal Pay at Her Summer Job (Seventeen, 2016)

Click here

These are the 28 Companies That Just Pledged to Pay Men and Women Equally (Teen Vogue, 2016)

Click here

Valuing the return of women to work from maternity leave by Tao Lin (Stuff 2015)
Click here

Girls Just Want Equal Funds w/ Cyndi Lauper (YouTube, 2016)
Click here

 

2015

 

National

Equal pay on the way for women? (RadioNZ 2015)
Click here

New research reveals high awareness of gender pay gap (HRINZ 2015)
Click here

MEDIA RELEASE: NZ College of Midwives – Pay Discrimination in the High Court (August 2015)
Click here

Valuing the return of women to work from maternity leave by Tao Lin (Stuff 2015)
Click here

Companies can ‘totally fix’ gender pay gap – Google exec Written by Jena Mc Gregor (New Zealand Herald, 2015)
Click here

Top tips empower women in your organisation.
Produced by Equal Employment Opportunities Trust (sourced 2015)
Click here

Where next for equal pay by Christie Hall ( Stuff NZ, 2015)
Click here

Lack of women at the top needs to change (New Zealand Herald, 2015)

Click here

How women should ask for pay rises. (Employment Today, 2015)
Click here

Valuing the return of women to work from maternity leave by Tao Lin (Stuff 2015)
Click here

Companies can ‘totally fix’ gender pay gap – Google exec Written by Jena Mc Gregor (New Zealand Herald, 2015)
Click here

Top tips empower women in your organisation.
Produced by Equal Employment Opportunities Trust (sourced 2015)
Click here

Where next for equal pay by Christie Hall ( Stuff NZ, 2015)
Click here

Lack of women at the top needs to change (New Zealand Herald, 2015)

Click here

How women should ask for pay rises. (Employment Today, 2015)
Click here

International

 

 

AWARDS MEDIA

Awards Media Coverage 2016

 

Kelly Martin: ‘Enlightened’ creative industries not so when it comes to gender bias (New Zealand Herald, 2016)

Click here

Equal Pay Awards open ( Employment today, 2016)

Click here

Interactive: What CEOs of top NZ companies earn (New Zealand Herald, 2016)

Click here

Equal pay awards return (Waikato Times, 2016)

Click here

YWCA Auckland Equal Pay Awards back for third year (Stuff, 2016)

 Click here

Past Awards Media Coverage

 

Equal Pay Awards to target small business (NZBusiness, 2015)

Click here

Female graduates should challenge potential employers on equal pay stance (Stuff, 2015)

Click here

ANZ Recognised For Pay Equity Work (TV3 Newsworthy, 2015)

Click here

The gender pay gap needs to start closing (New Zealand Herald, 2015)

Click here

ANZ leads the way for equal pay (Voxy, 2015)

Click here

Pay equity: Live chat with Ernst & Young’s Susan Doughty (Marlborough Express, 2015)

Click here

Pay equity: Live chat with Ernst & Young’s Susan Doughty ( Sunday Star Times, 2015)

Click here

NZ’s top equal pay employer revealed (HRM Online, 2015)

Click here

ANZ Leads the Way for Equal Pay (Scoop, 2015)

Click here

News on Mike Hoskings Breakfast (Newstalk ZB, 2015)

Click here

Companies celebrated for tackling gender equality (Radio New Zealand, 2015)

Click here

Pay equity efforts rewarded at YWCA Equal Pay awards (Stuff, 2015)

Click here

Positive pressure on the pay gap ( New Zealand Herald, 2015)

Click here

New research reveals high awareness of gender pay gap (Voxy, 2015)

Click here

Women see NZ-wide pay gap (New Zealand Herald, 2015)

Click here

Bridging the gender pay gap (Sunday Star Times, 2015)

Click here

Pay inequality in spotlight ( The Press, 2015)

Click here

Gender pay gap still there: so what are we doing about it? (Stuff, 2015)

Click here 

Sisters are doing it for themselves (Waikato Times, 2015)

Click here

All things being equal (Employment Today, 2015)

Click Here

Business Back Equal Pay (Employment Today, 2015)

Click here

Gender and race discrimination hurting New Zealand financially: Lawyer Mai Chen by John Anthony (Stuff, 2015)

Click here

Human Rights Commission calls for special measures to promote women, minorities. (Stuff, 2015)

Click Here

CEO Pay Survey: ‘Heartbreaking’ lack of female executives by  Hamish Fletcher (New Zealand Herald, 2015)

Click here

Westpac rewarded for equal pay efforts by Caitlin Smith (TV3 News, 2014)

Click here

Westpac Win Gold For Equal Pay (Scoop, 2014)

Click here

A Winning Formula by Christina Wedgewood (Employment Today, New Zealand, 2014)

Click here

Awards for equal pay companies by Donna McIntyre (New Zealand Herald, 2014)

Click here

One of NZ’s largest firms picks up first-ever YWCA Equal Pay Award by Sophie Schroder (New Zealand Lawyer Magazine, 2014)

Click here

Downer puts special focus on pay equity ( HR New Zealand, 2014)

Click here and continues here.

New Zealand’s top equal pay employers by Janie Smith (hrmonline, 2014)

Click here

Gender bias blamed on stereotypes by APNZ (Bay of Plenty Times, 2014)

Click here

The gender gap: How NZ is faring
Written by  Sophie Ryan (New Zealand Herald, 2014)
Click here

Bridging the gender pay gap: Pay‐up time at public service by Patrice Dougan, Matthew Backhouse (New Zealand Herald, 2014)

Click here

Award to help close pay gap by APNZ  (Northern Advocate, 2014)

Click here

 Grads earn less if they are female,
study finds. by Nicholas Jones (Weekend Herald, 2014)

Click here

Women face ‘double-bind’ in pay talks — psychologist
by Matthew Backhouse  (New Zealand Herald, 2014)

Click here

New awards celebrate equal pay  by Ruth Le Pla (New Zealand Business, 2014)

Click here

Pay-up time at public service by Matthew Backhouse and Patrice Dougan ( New Zealand Herald, 2014)

Click here

Things going better with Coke by Maria Slade (Manawatu Standard, 2014)

Click here

Henri Eliot: Are NZ boards spending enough time on strategy? by Henri Eliot  (New Zealand Herald, 2014)

Click here

Gender pay gap down to ‘subconscious bias’ by Matthew Backhouse (Gisborne Herald, 2014)

Click here

It’s true: women earn less by Nicholas Jones (Otago Daily Times, 2014)

Click here

Equal work but pay still lagging by Matthew Backhouse (Otago Daily Times, 2014)

Click here

 

 

YOU HAVE QUESTIONS.

WE HAVE ANSWERS.

FOR ANY TECHNICAL QUERIES RELATED TO YOUR ENTRY
OR ANY OTHER INFORMATION PLEASE

CONTACT US

 

27 Gillies Avenue,
Newmarket, AucklandCall us: (09) 522  8219

Email: equalpay@akywca.org.nz

 

All media enquiries

email: Dorita Hollins

or 027 261 1394

 

JOIN THE DEBATE
#equalpaynzYWCA

YWCA AUCKLAND

YWCA Auckland is part of the world’s largest women’s organisation, a global network of 25 million women leading social and economic change in over 125 countries worldwide.

YWCA Auckland’s vision of giving women the opportunity to realise a better future is lived out through its successful programmes, Future Leaders, Money Savvy and Safe for Life. These programmes explore issues such as financial literacy and economic independence, as well as equipping participants with leadership skills, confidence, and resilience.

WHAT WE STAND FOR

The YWCA Auckland advocates equal pay for equal work. Today, the gender pay gap sits at 14% based on average hourly earnings (New Zealand Income Survey: June 2015 quarter).

As Susan Doughty, YWCA Board Chair, says, “This is not purely a female issue – males and society as a whole needs to take this issue seriously. Fair and equitable pay rates means more females are able to enter and contribute to the workforce creating a valuable labour pool, a higher overall income is achieved benefiting the family, the economy and society as a whole.”

Equal pay organisations benefit too, attracting  talent by being an employer of choice, enjoying an enhanced corporate reputation and unleashing the economic potential of their female workforce.

WHAT WE ARE DOING

In 2014, the inaugural YWCA Equal Pay Awards were launched, recognising best practice among business leaders who are on the journey toward equal pay.

At the heart of The Awards programme is a thought leadership programme, where examples of best practice can be presented as part of the solution, with tried and tested paths for others to follow.

This year, we are excited to launch the third annual  YWCA Equal Pay Awards 2016, alongside our sponsors EY, Coca-Cola Amatil NZ and SKYCITY Entertainment Group.

Corporates and SMEs are invited to share their equal pay stories, promoting the benefits and inspiring a much needed groundswell of change.

Those wishing to enter must demonstrate their initiatives, processes, cultural intent and commitment to addressing equal pay within their organisation.

 

 

Our Supporters

Jackie Blue

Equal Employment Opportunities Commissioner

Here's a quote from Jackie Blue

"New Zealand has dined out far too long on the fact that we were the first country where women were given the vote, that we have had two female Prime Ministers and once, for just 17 months, we had women in the top positions in the country – Prime Minster, Speaker, Governor General and Chief Justice.

Past winning corporations of the YWCA Equal Pay Awards are leading lights and a number of public sector organisations are continuing to shine, but we need to be far more ambitious when it comes to wage equality.

We should be aiming to be the first country in the world where there is a zero gender pay gap, where women are worth 100%."

Louise Upston

Minister for Women

Here's a quote from Louise Upston

"As Minister for Women, I welcome the third annual YWCA Equal Pay Awards.
I support initiatives that invite businesses to share best practice in workplace diversity.  I would encourage businesses to take up these practices so that equal pay becomes embedded in more organisations.  There are already outstanding examples within the New Zealand business community, who have been, and will continue to be leaders in equal pay.  With the strengthening of the economy, I would urge businesses to look at how they are utilising and rewarding women’s skills and experience.
I congratulate those who are already on the equal pay journey and encourage them to step forward and be recognised at this year’s YWCA Equal Pay Awards”

Mai Chen

Managing Partner, Chen Palmer and Chair, Superdiversity Centre for Law, Policy and Business

Here's a quote from Mai Chen

Mai Chen is one of New Zealand’s leading law and human rights experts and as an Asian woman understands the diversity issue from personal experience.

As Chair of the Superdiversity Centre for Law, Policy and Business, she is working on a ‘superdiversity stocktake’ to assist Government, business, organisations and New Zealanders transition to the country’s rapidly changing demographic profile.

She is also committed to improving gender equality in the workforce, making her a strong supporter of the YWCA Equal Pay Awards 2015.

Mai promotes the long-term, sustainable benefits to those prepared to tackle the issue. “I support gender equality because its good for business as well as being the right thing to do.”

“The advice I always give people when career counselling is to only go where they are truly valued; otherwise they will not be respected, or encouraged to reach their full potential.

“As the economy strengthens, the labour market is again tightening. The best staff, the real star performers, are always in short supply.

“The aim for any business which wants to stay at the top of its game and beat its competition is to recruit the best staff and keep them.

“Properly valuing staff contributions to your business is key to incentivising them to go hard and to commit. The main way to demotivate your staff is to treat them unfairly.”

CELEBRATING BEST PRACTICE

We’re Back!

Welcome to the third annual YWCA Equal Pay Awards 2016.

Following the success of our last two campaigns, we are proud to announce this year’s sponsorship partners EY, SKYCITY Entertainment Group and Coca-Cola Amatil, each with their own outstanding Diversity and equal pay track records.

Once again, The Awards invites business champions in equal pay to step forward and be counted. At the heart of the campaign is a thought leadership programme, allowing those blazing the trail for equal pay in New Zealand to be rewarded through recognition, while influencing widespread change among those not yet on the equal pay journey.

Are you on the journey?

Equal pay is not achieved overnight. The Awards acknowledge those at every stage of the journey.
Whether you are an emerging Bronze contender, or blazing the trail as a Gold hopeful. Whether you have five or 500 staff, you could qualify.
Make this your chance to step forward, be recognised and celebrate your success.
Take our quick quiz below to see if your organisation is ready to enter:

  1. Do you have policies and procedures in place that reflect your commitment to equal pay?
  2. Do you ensure that females on parental leave receive the same consideration as all other employees?
  3. Have you looked at how you assess pay rates for new hires doing the same job – male/female?
  4. Are you applying the same criteria when assessing performance of females/males doing the same job?
  5. Do you take into consideration the impact on pay progression when an employee asks for flexibility?
  6. Has your organisation undertaken a Pay and Equity Review Process?

If you can answer yes to two or more of these questions, then you are eligible to enter. You will need to attach additional information demonstrating your commitment to equal pay and your achievements to-date.

How to enter – click here

This year we have made some simplification to the entry process and introduced a small business category for businesses with 50 employees or less.  Please ensure you indicate the size of your oganisation in question two to ensure your entry is judged in the correct category.

To enter the awards, simply complete the following online questionnaire which requires you to describe the stories, policies, practices and cultural intent in support of your organisations journey to equal pay. The questionnaire asks five questions with regard to the following elements of equal pay:

  1. Equal pay review
  2. Pay progression, principles, practices and policies
  3. Gender-inclusive job evaluation standard
  4. Initiatives
  5. Thought leadership

These questions are designed to celebrate all things that support equal pay within your organisation – it doesn’t matter if some actions are still in the pipeline, we want to hear about it. If practices or policies are informal or ‘the way we do things around here’ – that’s great too! The YWCA Equal Pay Awards is your chance to step forward, be recognised and celebrate your success whether you are starting out or blazing the trail.

We ask you to support your application by attaching supplementary information demonstrating your responses to each are you have made progress within your organisation (e.g. your equal pay policy, the outcomes of an equal pay audit, unconscious bias training materials or demonstrate a gender neutral job evaluation system).

Please remember that the only way for us to judge you on what you are doing is if you tell us about it and provide evidence.

For assistance please contact: admin@akywca.org.nz

Please be aware that you can save your entry and return at any time however, only completed entries received by 5pm Friday 30th September will be judged.  Winners will be announced at the awards ceremony on Thursday 3rd November.

Terms & Conditions

 

SMALL BUSINESS

A SME organisation is a company that employs between 2-50 staff (FTE), as defined by the Auckland Chamber of Commerce. Organisations at this level are typically smaller businesses implementing initiatives, processes, practices and cultural intent to address equal pay. This includes both formal policies and strategies and informal practices or ‘the way we do things around here’. .

BRONZE – EMERGING

Organisations at this level are typically in planning stages of implementing initiatives, processes, practices, cultural intent and commitment to address equal pay

SILVER – DISTINGUISHED

Organisations at this level are typically in the process or implementation stages of applying initiatives, processes, practices, cultural intent and commitment to address equal pay.

These organisations have used a range of diagnostic tools, processes and systems implemented to draw insights regarding equal pay within the organisation. Implemented initiatives, processes and practices have been reviewed / evaluated and may be communicated within the organisation or externally.

GOLD – CHAMPION

Organisations at this level are typically creating and evolving strategies to establish a direct link between implemented initiatives, processes, practices and cultural intent with the organisation’s people strategy to address equal pay.

These organisations have used a range of diagnostic tools, processes and systems implemented to draw insights and create action plans to address equal pay within the organisation. Implemented initiatives, processes and practices have been reviewed, assessed and revised and strategies have been communicated throughout the organisation.

Gold award recipients will demonstrate best practice and will be acknowledged as a leader in equal pay and be prepared to share learnings for others to follow. Organisations at this level are held up and recognised as leaders in the field of addressing equal pay.

 

Each judging criteria involves the satisfaction of, or the demonstration of, progress towards achieving the specified requirements. YWCA Auckland will categorise entries based on your answers.

Still have questions?

Please email us on equalpay@akywca.org.nz or call us on 09 522 8219 and we can help with your entry.
ALL OTHER ENQUIRIES PLEASE SCROLL DOWN TO CONTACT.

THE JUDGES

Meet the Judges

Susan Doughty

Talent & Reward-Partner , EY

Click here for bio

Susan is a Partner in EY’s People Advisory Services practice. She is responsible for leading the Reward function delivering executive reward and broad based remuneration services across the NZ market. Susan was previously a Director of dsd Consulting Ltd, Remuneration Specialists which was acquired by EY in 2014.
Susan has over 25 years’ experience in senior Human Resources and Reward specialist roles and is recognised as an industry expert in the design of contemporary reward strategies and solutions.

Susan takes an active role in building remuneration as a specialisation in New Zealand, and previously held the position of Executive Manager of the New Zealand Remuneration Network for seven years.

Susan is the President of the Auckland YWCA and is actively involved in diversity initiatives across NZ; including assisting organisations with pay equity reviews. She assisted the YWCA Auckland to develop the inaugural Equal Pay Awards in 2014 and is a sought after speaker and commentator on the issues of equal pay. Susan and EY as sponsors of the Equal Pay Awards, are proud to be associated with this important issue and campaign.

Monica Briggs

Click here for bio

Monica trained initially in hospitality management in the UK. She did further post graduate training with a large multiple retailer in the UK and held various supervisory and management roles, before heading to Australia for a year. Upon her return to the UK she successfully gained a full assistantship at Huddersfield University and gained a Post Graduate Diploma in Research followed by an MPhil within a management discipline.

Following this she was recruited into a London Local Authority as a Health Promotion Officer. She moved from here to the Heath Authority where she managed various teams and portfolios. A secondment followed into the national health promotion agency for the UK. She was then recruited into a position in New Zealand purchasing public health services for the South Island. She was seconded to manage various national projects while working at the RHA / HFA and MoH.

She also completed an MSc during this time majoring in Health Promotion through the University of East London. Monica then moved to Auckland to head up the Auckland Regional Public Health Service, a complex regional provider with some 300 staff delivering a vast range of health promotion and health protection services across the region. She left to spend more time with her pre-school child and went onto contract and worked at the Heart Foundation managing their Education Setting portfolio.From here she moved to take up the role as CEO of the YWCA Auckland. She has also held governance roles within the NFP sector for the New Zealand AIDS Foundation (Deputy Chair) and the Public Health Association of New Zealand (President).

Grainne Troute

General Manager, Corporate Services, SKYCITY Entertainment Group

Click here for bio

Gráinne is currently General Manager Corporate Services for SKYCITY Entertainment Group and her portfolio includes Human Resources, Corporate Communications, Corporate Social Responsibility (CSR) and Government Relations including the SKYCITY Community Trusts.  Gráinne joined SKYCITY in May 2008. Previously, she was Managing Director of HR consultancy Right Management, and prior to that, Managing Director of McDonald’s Restaurants (New Zealand) Ltd.  She joined McDonald’s in the early 1990’s establishing the Human Resources function, progressing through to Executive Vice-President, and then to Managing Director. Prior to this, she led the HR function for Coopers and Lybrand Auckland (now PwC).  In addition to her extensive HR expertise, Gráinne has had wide experience in board and charitable trust governance roles in New Zealand including having been Chair of Ronald McDonald House Charities NZ for five years.  She is currently also Non Executive Director on the Board of Tourism Holdings (thl).

 

Dr Keith Macky

Foundation Associate Professor of Business and Enterprise, Music and Audio Institute of New Zealand (MAINZ)

Click here for bio

Dr Keith Macky currently serves as the foundation Associate Professor of Business and Enterprise at the Music and Audio Institute of New Zealand (MAINZ), a division of Tai Poutini Polytechnic.  Previous to this, Keith was an Associate Professor of Human Resource Management at the Auckland University of Technology (AUT) in the School of Business, where he also served as Associate Dean Undergraduate and Associate Dean of Teaching and Learning.  Prior to AUT he taught a wide variety of courses at the University of Auckland and Massey University, including HRM, Organizational Behavior, Work Psychology, the Sociology of Work, and Organization Development.

Keith has also held senior consulting positions in Cap Gemini Ernst & Young and KPMG, as well as managing his own consulting firm.  He was made an Associate Fellow of the Human Resources Institute of New Zealand (AFHRINZ) in 2010 for contributions “to the advancement of knowledge and professional practice in HRM.”  His research interests are eclectic and include: the future of work in the Fourth Industrial Revolution (Industry 4.0), high-performance work systems, the impact of managerial practices on work intensification and employee well-being, social liability as the flip side to workplace social capital, whether older workers make better organisational citizens, and whether generational differences at work really exist or are a managerial myth.  He has published five books, over 30 peer reviewed academic research papers, and multiple book chapters.

Jason Blackmore

Head of Reward at Coca-Cola Amatil NZ (CCANZ).

Click here for bio

Jason started with CCANZ in 2009 after a career in agency recruitment. After Jason had worked his way up to National Recruitment Manager, he accidentally put his hand up to run Salary Review in 2011. He, shortly after, took over the Remuneration portfolio and has found himself immersed in Reward ever since. In 2012 Jason finally dropped recruitment completely and looked after a portfolio that encompassed Remuneration and Benefits as well as HR Metrics, Workforce Analytics and Group HR Reporting. Last year Jason stepped in the generalist space taking up a role as the National HR Manager – Sales, Strategy and Brand giving him exposure to the complete HR picture looking after 500 Sales and Marketing staff up and down Aotearoa.

In his relatively short time with CCANZ, he’s learned that People are absolutely the key to success in any industry and are often the most complex piece to get right. As an HR professional he is a passionate advocate for Coke’s people as well as their business and has operated in both strategic and hands-on capacities. He believes that HR should be about doing the most good for the most people for the longest time.

Jason is also the current Chairperson of The New Zealand Remuneration Network, a position he has held since March this year. He has sat on the RemNet committee since 2012.

PAST AWARD WINNERS

EQUAL PAY LEADERS OF NEW ZEALAND

Since the inaugural YWCA Equal Pay Awards, we are proud to profile our winners over the past two years.

In the words of Susan Doughty, YWCA Equal Pay Awards judge and Partner in EY’s People Advisory Services practice:

“Remuneration specialists, like myself, are seeing more openness and willingness to address equal pay among New Zealand employers. As judges we have been impressed by the level of transparency and honesty coming through in The Awards entries over the past two years. Businesses have fronted up to the pay gaps they have uncovered, showing us their challenges warts and all. These organisations have been quick to act, sharing their response plan and the innovative strategies implemented to address the issues.

“YWCA Equal Pay Awards winners and indeed all who entered these awards to date, will greatly benefit by being on the equal pay journey, including attracting a better pool of talent, enjoying improved engagement scores among their staff and experiencing higher retention rates. We hope these shining examples will inspire the wider business community to follow suit.”

 

Last Year in Action

Take a look at the video we captured from last year’s Awards. The energy and enthusiasm of our winners speaks volumes for achieving equal pay. Our winners were fizzing!


YWCA Equal Pay Awards 2015 Winners

ANZ - Supreme Winner

Click here for case study

ANZ Bank New Zealand Ltd has cornered every possible aspect of gender inclusiveness to achieve equal pay and ensure it stays. Robust, future proof strategies have ensured sustainable outcomes. These include gender balanced graduate and talent programmes, over-targeted recruitment policies and workplace flexibility through the outstanding ‘All Roles Flex’ programme, applicable to all roles within the organisation. Exceptional parental leave packages work strenuously to limit financial disadvantages during this period, including paid leave in addition to government contributions and most uniquely to ANZ, closing the superannuation gap by making KiwiSaver contributions while on parental leave. Initiatives are in place for employees returning from parental leave, to ensure a smooth transition back to work. Increasing women in management is a key target for the organisation, with an entire platform dedicated to increasing female representation in senior roles, backed by reporting and accountability. ANZ actively markets its proud track record of gender inclusiveness through a robust thought leadership programme.

IAG – Gold Winner

Click here for case study

IAG’s innovative Diversity and Inclusion planning is addressed systemically within the organisation, including a fair approach to equal pay. Gender inclusive policies and practices are in place, covering gender- balanced recruitment and talent programmes, workplace flexibility, remuneration and promotional reviews, training and female leadership targets. Tailored support is provided to mother’s returning to work through a gradual return to work programme, flexible working, team support and an opportunity for engagement with an external coach to help them with the transition back to the workplace.

The “Inclusive Leadership” development programme has been a huge success to help leaders understand the business case for diversity and inclusion, understand their own personal unconscious biases and look at ways to reduce the impact of biases on key business decisions.  The main impact has been an increase in the number of people working flexibly to balance their professional and personal needs. Most importantly, commitment to Diversity and Inclusion comes straight from the top, setting the standard for the entire organisation.

Bell Gully – Joint Silver Winner

Click here for case study

Bell Gully is committed to a diverse and inclusive workplace.  One of the successes in building an inclusive culture is the introduction of its Gender Diversity Policy, and Bell Gully are pleased to see an increase of female partners from 9% to 14%.  In addition, a focus upon diversity within its support team has resulted in a good gender balance in just two years.   Bell Gully acknowledges that they are on a journey towards meeting their diversity and inclusion objectives.  Achievable targets and success to-date comes with a focused suite of initiatives and policies. Females are tracking well for promotion, with parental leave no barrier. There is a holistic approach to gender equality while deep analysis supports ongoing equal pay efforts. Bell Gully provides some excellent modelling and is an industry stand-out.

Education Review Office – Joint Silver Winner

Click here for case study

ERO has demonstrated they are early leaders in the space of gender equality and pay parity, starting their equal pay journey almost a decade ago. They analysed the root cause and developed a response plan that has not only been effective, but ‘would be hard to wriggle out of,’ as the judges have observed. A transparent remuneration structure, gender-neutral job evaluation, workplace flexibility, contributing to employees work life balance, are most notable practices within the ERO. Despite being a predominantly flat structured organisation, it is clear promotional and leadership opportunities are available to female staff, all results of ERO’s careful and long term commitment to gender equality and equal pay.

New Zealand Defence Force – Bronze Winner

Click here for case study

NZDF has put significant weight behind gender equity initiatives and practices within the forces, reporting higher representation in the Regular Forces than the US, Australia, Canada and the UK. There is little evidence of pay inequity in the military roles of the organisation, supported by initiatives such as automated pay progression (based on demonstrable skills and/or experience) avoiding discretionary decisions and unconscious bias, while jobs evaluations are carefully managed with independent input. Talent pipelines are being nurtured to maximise opportunities for women into senior ranking positions. While acquisition and retention remain key priorities for NZDF, it has demonstrated clear cultural intent to continue its stellar work in the gender equity space and shows good signs of continuing to succeed.


YWCA Equal Pay Awards 2014 Award Winners

Westpac New Zealand - Gold Winner

Click here for case study

Having implemented internal HR processes that analyse and investigate the gender pay gap, Westpac have made a commitment to ongoing analysis of both their own organisation and workforce trends. This allows them to explain any anomalies in the overall pay gap, as well as work on strategies to better improve the situation for women. They engage in equal pay best practices, including adopting the Pay and Employment Equity Review Process and the Equitable Job Evaluation Standard, as determined by the Ministry of Business, Innovation and Employment.

The judges were all in absolute agreement that Westpac should receive the Gold Award. The organisation can now be held up as a role model against which other companies striving for equal pay can be compared.

Simpson Grierson – Joint Silver Winner

Click here for case study

Simpson Grierson, is making leaps and bounds towards equal pay and has already put several systems in place to reduce the gender pay gap. Having conducted in-depth analysis of pay equity within their organisation, Simpson Grierson has examined everyone from legal and support staff to those at the executive level. Results of their analysis have shown that there is equitable remuneration across most roles and clear strategic plans are in place for women to have equal access to promotions going forward.

SKYCITY Entertainment Group – Joint Silver Winner

Click here for case study

SKYCITY Entertainment Group are investing extensively in technology that will help them put systems in place that ensure equal pay. They have already completed extensive pay equity analysis to supplement their annual salary review, which generated helpful insights and results. These were then shared internally with their executive team and managers, as well as externally within the HR community for discussion and reviews. This openness is particularly commendable, as it may enable other organisations to move towards equal pay best practice as well.

BNZ - Bronze Winner

Click here for case study

Having conducted extensive research into their gender imbalance since 2010, BNZ has since then demonstrated that equal pay is a key priority for the organisation, and has subsequently set stretch targets, including achieving greater representation of women at executive levels. They have put in place several strategies to achieve these, including applying a ‘gender lens’ to talent processes, running awareness-raising workshops, and reviewing succession planning.

New Zealand Defence Force - Highly Commended

Click here for case study

The panel was very impressed by the NZDF’s willingness and commitment to implementing projects for women’s development, and their innovative approach to pay equity, particularly focusing on getting more women into senior roles. Efforts thus far have included gender-neutral decision making, equal starting rates for men and women and a transparent performance review process.

Downer NZ - Special Mention

Click here for case study

Worth a special mention is Downer, who are working with the Ministry of Women’s Affairs and have adopted processes such as unconscious bias training and people-related initiatives. Since 2011, they have committed to gender based analysis, and have made positive inroads to equal pay.

TOOLS/RESOURCES

Lifting the Lid on Equal Pay

“Lifting the Lid on Equal Pay,” was part of the YWCA Equal Pay Awards 2015, drawing leaders and decision makers from the public and private sector for two fascinating morning sessions.

Our outstanding line-up of speakers included Mai Chen, Chen Palmer; Susan Doughty, EY; Gina Dellabarca, Westpac and Wendy Rayner, Coca-Cola Amatil NZ,  all leaders of the change debate on equal pay, sharing their expertise, case studies, leadership strategies and how-to guides around addressing equal pay. We are delighted to share some footage made available to us from these most informative sessions.

Mai Chen - Managing Partner, Chen Palmer and Chair, Superdiversity Centre for Law, Policy and Business

Equal pay as the cornerstone of Diversity. The value of diversity with equal pay as the foundation – Revered business leader and Diversity champion, Mai Chen asks how Diversity can truly exist without equal pay and how addressing the issue will propel more women into leadership roles in New Zealand.

Susan Doughty - Partner, Talent & Reward, EY

Getting on the equal pay journey, where to start and how to address the ‘elephant in the room’ within your organisation - With over 25 years’ experience in senior Human Resources and Reward specialist roles, Doughty has led organisations through the equal pay journey. Susan is a key leader of the change debate in New Zealand and demystifies the process for businesses of all scales.

Wendy Rayner - GM Marketing (Auckland), Coca-Cola Amatil New Zealand

Beyond equal pay. CCANZ shares the progressive strategies of an equal pay employer – In 2009, CCANZ became equal pay employers with their own outstanding case study. So, where to from here for CCANZ, who is since recognized as one of the country’s most attractive employers. Strict leadership strategies and targets are courageously shared.

FAQ

What is the difference between Equal Pay & Pay Equity

It is important people understand the different components around equal pay and pay equity. Equal pay is about men getting paid more than women for doing exactly the same job. Apples and apples.

Pay equity tackles the issue from a different perspective, challenging the issue around women in female dominated industries getting paid less than work of similar value in male dominated industries. Women tend to be clustered in a relatively narrow range of occupations that have been traditionally considered women’s work and not always valued the same as men’s (like clerical, caring, cleaning). This is particularly the case for New Zealand which has relatively high levels of concentration of women workers in female dominated occupations, with 47% of women in occupations where 80% or more of employees are women. Apples and pears.

 

We are a SME and don’t have the same resources as large corporates. Can we still apply?

Absolutely, we are keen to encourage SMEs to enter and are aware that you don’t have the ready infrastructure and resource or ability to provide the same kind of detail as corporates. That’s why we have changed the entry process this year to an essay-style format, making it more flexible for businesses of all sizes. We have also introduced a dedicated SME Award in 2016, to acknowledge smaller, innovative operators who are tackling the issue.

 

We don’t have a particular policy around equal pay. How can we show that we are on the path?

Do you have other policies in place that promote equal pay? Such as a good maternity leave package or same rates for new male/female hires? These will show you are on the path. The judges have a multi-faceted understanding of how organisations work and will be able to evaluate your entry on what you have accomplished so far, not how far you may have to go.

 

What if we don’t have any pay statistics that can show we are an equal pay organisation?

That’s fine – so long as you can provide documents (e.g. board meeting minutes, organisational strategy, payroll data, etc) that clearly show your organisation has made the commitment to starting the equal pay journey.

What are the Terms and Conditions?

Terms & Conditions

 

LATEST NEWS

2016

National

Latest pay statistics for women are a call to action ( Pay Equity Challenge 2016)

Click here

Government urged to take pay equity action ( newshub, 2016)

Click here

The unfair biases that female lawyers face (stuff, 2016)

Click here

Gender stocktake of state sector boards and committees 2016 (Ministry of Women, 2016)

Click here

Gender divide still dominates sectors and salaries

(trade me, 2016)

Click here

Former Ministry for Women chief executive to continue quest for gender equality ( Stuff, 2016)

Click here

A woman’s lot still not a happy one
( New Zealand Herald)

Click here

 Govt told to get a move on with pay equity (Newstalk ZB, 2016)

Click here

Joint Working Group on Pay Equity Principles – Recommendations (State Services Commission, 2016)

 Click here

Sort pay equity problems out through ‘good faith’ bargaining, government told (National Business Review, 2016)

Click here

Government receives Pay Equity principles (Scoop,2016)

Click here

Pay equity working group reports back (Scoop, 2016)

Click here

Government urged to adopt new equal pay guidelines (National Radio NZ, 2016)

Click here

Equal-pay disputes move away from courts (National Radio NZ, 2016)

Click here

How can you reduce the gender pay gap (New Zealand Management. 2016)
Click here

Interactive: What CEOs of top NZ companies earn (New Zealand Herald, 2016)
Click here

Gender inequality could hit NZ Rugby in the pocket  ( New Zealand Herald, 2016)
Click here

Wage gap widening for young workers (New Zealand Herald, 2016)
Click here

Why women negotiate less than men (Insurance Business New Zealand, 2016 )
Click here

Deborah Chambers: Simple policy changes could help close pay gap ( New Zealand Herald, 2016)
Click here

Bryan Gould: Fair pay fight part of wider war for respect. (New Zealand Herald, 2016)
Click here

A Business Case for Fixing Gender Inequality in The Workplace (Huffington Post, 2016)
Click here

Government must prioritise equal pay for women (Scoop, 2016)
Click here

Women’s pay gap worst for a decade (Otago Daily Times, 2016)
Click here

Govt needs to ‘get with the programme’ on NZ’s gender pay gap (IT Brief 2016)
Click here

NZ slipping down rankings for representation of female business leaders (Stuff, 2016)
Click here

What is being done to fix the gender pay gap? (RadioNZ 2016)
Click here

Public service’s gender pay gap revealed (RadioNZ , 2016)
Click here

YWCA Auckland -Media release Equal Pay 2016
Media Release Equal Pay

International

University of Waterloo spending $1M on pay equity for female faculty (CTV News, 2016)

Click here

Tech giants discover equal pay for women (San Dego Union Tribune, 2016)

click here

Venus Williams calls for equal working conditions at Wimbledon ( Forbes, 2016)

Click here

What Happens to the Wage Gap When Women Hit 32 (Fortune, 2016)

Click here

Best Practices for Better Pay Equity
(LinkedIn, 2016)

Click here

17-Year-Old Was Fired After Asking for Equal Pay at Her Summer Job (Seventeen, 2016)

Click here

These are the 28 Companies That Just Pledged to Pay Men and Women Equally (Teen Vogue, 2016)

Click here

Valuing the return of women to work from maternity leave by Tao Lin (Stuff 2015)
Click here

Girls Just Want Equal Funds w/ Cyndi Lauper (YouTube, 2016)
Click here

 

2015

 

National

Equal pay on the way for women? (RadioNZ 2015)
Click here

New research reveals high awareness of gender pay gap (HRINZ 2015)
Click here

MEDIA RELEASE: NZ College of Midwives – Pay Discrimination in the High Court (August 2015)
Click here

Valuing the return of women to work from maternity leave by Tao Lin (Stuff 2015)
Click here

Companies can ‘totally fix’ gender pay gap – Google exec Written by Jena Mc Gregor (New Zealand Herald, 2015)
Click here

Top tips empower women in your organisation.
Produced by Equal Employment Opportunities Trust (sourced 2015)
Click here

Where next for equal pay by Christie Hall ( Stuff NZ, 2015)
Click here

Lack of women at the top needs to change (New Zealand Herald, 2015)

Click here

How women should ask for pay rises. (Employment Today, 2015)
Click here

Valuing the return of women to work from maternity leave by Tao Lin (Stuff 2015)
Click here

Companies can ‘totally fix’ gender pay gap – Google exec Written by Jena Mc Gregor (New Zealand Herald, 2015)
Click here

Top tips empower women in your organisation.
Produced by Equal Employment Opportunities Trust (sourced 2015)
Click here

Where next for equal pay by Christie Hall ( Stuff NZ, 2015)
Click here

Lack of women at the top needs to change (New Zealand Herald, 2015)

Click here

How women should ask for pay rises. (Employment Today, 2015)
Click here

International

 

 

AWARDS MEDIA

Awards Media Coverage 2016

 

Kelly Martin: ‘Enlightened’ creative industries not so when it comes to gender bias (New Zealand Herald, 2016)

Click here

Equal Pay Awards open ( Employment today, 2016)

Click here

Interactive: What CEOs of top NZ companies earn (New Zealand Herald, 2016)

Click here

Equal pay awards return (Waikato Times, 2016)

Click here

YWCA Auckland Equal Pay Awards back for third year (Stuff, 2016)

 Click here

Past Awards Media Coverage

 

Equal Pay Awards to target small business (NZBusiness, 2015)

Click here

Female graduates should challenge potential employers on equal pay stance (Stuff, 2015)

Click here

ANZ Recognised For Pay Equity Work (TV3 Newsworthy, 2015)

Click here

The gender pay gap needs to start closing (New Zealand Herald, 2015)

Click here

ANZ leads the way for equal pay (Voxy, 2015)

Click here

Pay equity: Live chat with Ernst & Young’s Susan Doughty (Marlborough Express, 2015)

Click here

Pay equity: Live chat with Ernst & Young’s Susan Doughty ( Sunday Star Times, 2015)

Click here

NZ’s top equal pay employer revealed (HRM Online, 2015)

Click here

ANZ Leads the Way for Equal Pay (Scoop, 2015)

Click here

News on Mike Hoskings Breakfast (Newstalk ZB, 2015)

Click here

Companies celebrated for tackling gender equality (Radio New Zealand, 2015)

Click here

Pay equity efforts rewarded at YWCA Equal Pay awards (Stuff, 2015)

Click here

Positive pressure on the pay gap ( New Zealand Herald, 2015)

Click here

New research reveals high awareness of gender pay gap (Voxy, 2015)

Click here

Women see NZ-wide pay gap (New Zealand Herald, 2015)

Click here

Bridging the gender pay gap (Sunday Star Times, 2015)

Click here

Pay inequality in spotlight ( The Press, 2015)

Click here

Gender pay gap still there: so what are we doing about it? (Stuff, 2015)

Click here 

Sisters are doing it for themselves (Waikato Times, 2015)

Click here

All things being equal (Employment Today, 2015)

Click Here

Business Back Equal Pay (Employment Today, 2015)

Click here

Gender and race discrimination hurting New Zealand financially: Lawyer Mai Chen by John Anthony (Stuff, 2015)

Click here

Human Rights Commission calls for special measures to promote women, minorities. (Stuff, 2015)

Click Here

CEO Pay Survey: ‘Heartbreaking’ lack of female executives by  Hamish Fletcher (New Zealand Herald, 2015)

Click here

Westpac rewarded for equal pay efforts by Caitlin Smith (TV3 News, 2014)

Click here

Westpac Win Gold For Equal Pay (Scoop, 2014)

Click here

A Winning Formula by Christina Wedgewood (Employment Today, New Zealand, 2014)

Click here

Awards for equal pay companies by Donna McIntyre (New Zealand Herald, 2014)

Click here

One of NZ’s largest firms picks up first-ever YWCA Equal Pay Award by Sophie Schroder (New Zealand Lawyer Magazine, 2014)

Click here

Downer puts special focus on pay equity ( HR New Zealand, 2014)

Click here and continues here.

New Zealand’s top equal pay employers by Janie Smith (hrmonline, 2014)

Click here

Gender bias blamed on stereotypes by APNZ (Bay of Plenty Times, 2014)

Click here

The gender gap: How NZ is faring
Written by  Sophie Ryan (New Zealand Herald, 2014)
Click here

Bridging the gender pay gap: Pay‐up time at public service by Patrice Dougan, Matthew Backhouse (New Zealand Herald, 2014)

Click here

Award to help close pay gap by APNZ  (Northern Advocate, 2014)

Click here

 Grads earn less if they are female,
study finds. by Nicholas Jones (Weekend Herald, 2014)

Click here

Women face ‘double-bind’ in pay talks — psychologist
by Matthew Backhouse  (New Zealand Herald, 2014)

Click here

New awards celebrate equal pay  by Ruth Le Pla (New Zealand Business, 2014)

Click here

Pay-up time at public service by Matthew Backhouse and Patrice Dougan ( New Zealand Herald, 2014)

Click here

Things going better with Coke by Maria Slade (Manawatu Standard, 2014)

Click here

Henri Eliot: Are NZ boards spending enough time on strategy? by Henri Eliot  (New Zealand Herald, 2014)

Click here

Gender pay gap down to ‘subconscious bias’ by Matthew Backhouse (Gisborne Herald, 2014)

Click here

It’s true: women earn less by Nicholas Jones (Otago Daily Times, 2014)

Click here

Equal work but pay still lagging by Matthew Backhouse (Otago Daily Times, 2014)

Click here

 

 

YOU HAVE QUESTIONS.

WE HAVE ANSWERS.

FOR ANY TECHNICAL QUERIES RELATED TO YOUR ENTRY
OR ANY OTHER INFORMATION PLEASE

CONTACT US

 

27 Gillies Avenue,
Newmarket, AucklandCall us: (09) 522  8219

Email: equalpay@akywca.org.nz

 

All media enquiries

email: Dorita Hollins

or 027 261 1394

 

JOIN THE DEBATE
#equalpaynzYWCA

YWCA AUCKLAND

YWCA Auckland is part of the world’s largest women’s organisation, a global network of 25 million women leading social and economic change in over 125 countries worldwide.

YWCA Auckland’s vision of giving women the opportunity to realise a better future is lived out through its successful programmes, Future Leaders, Money Savvy and Safe for Life. These programmes explore issues such as financial literacy and economic independence, as well as equipping participants with leadership skills, confidence, and resilience.

WHAT WE STAND FOR

The YWCA Auckland advocates equal pay for equal work. Today, the gender pay gap sits at 14% based on average hourly earnings (New Zealand Income Survey: June 2015 quarter).

As Susan Doughty, YWCA Board Chair, says, “This is not purely a female issue – males and society as a whole needs to take this issue seriously. Fair and equitable pay rates means more females are able to enter and contribute to the workforce creating a valuable labour pool, a higher overall income is achieved benefiting the family, the economy and society as a whole.”

Equal pay organisations benefit too, attracting  talent by being an employer of choice, enjoying an enhanced corporate reputation and unleashing the economic potential of their female workforce.

WHAT WE ARE DOING

In 2014, the inaugural YWCA Equal Pay Awards were launched, recognising best practice among business leaders who are on the journey toward equal pay.

At the heart of The Awards programme is a thought leadership programme, where examples of best practice can be presented as part of the solution, with tried and tested paths for others to follow.

This year, we are excited to launch the third annual  YWCA Equal Pay Awards 2016, alongside our sponsors EY, Coca-Cola Amatil NZ and SKYCITY Entertainment Group.

Corporates and SMEs are invited to share their equal pay stories, promoting the benefits and inspiring a much needed groundswell of change.

Those wishing to enter must demonstrate their initiatives, processes, cultural intent and commitment to addressing equal pay within their organisation.

 

 

Our Supporters

Jackie Blue

Equal Employment Opportunities Commissioner

Here's a quote from Jackie Blue

"New Zealand has dined out far too long on the fact that we were the first country where women were given the vote, that we have had two female Prime Ministers and once, for just 17 months, we had women in the top positions in the country – Prime Minster, Speaker, Governor General and Chief Justice.

Past winning corporations of the YWCA Equal Pay Awards are leading lights and a number of public sector organisations are continuing to shine, but we need to be far more ambitious when it comes to wage equality.

We should be aiming to be the first country in the world where there is a zero gender pay gap, where women are worth 100%."

Louise Upston

Minister for Women

Here's a quote from Louise Upston

"As Minister for Women, I welcome the third annual YWCA Equal Pay Awards.
I support initiatives that invite businesses to share best practice in workplace diversity.  I would encourage businesses to take up these practices so that equal pay becomes embedded in more organisations.  There are already outstanding examples within the New Zealand business community, who have been, and will continue to be leaders in equal pay.  With the strengthening of the economy, I would urge businesses to look at how they are utilising and rewarding women’s skills and experience.
I congratulate those who are already on the equal pay journey and encourage them to step forward and be recognised at this year’s YWCA Equal Pay Awards”

Mai Chen

Managing Partner, Chen Palmer and Chair, Superdiversity Centre for Law, Policy and Business

Here's a quote from Mai Chen

Mai Chen is one of New Zealand’s leading law and human rights experts and as an Asian woman understands the diversity issue from personal experience.

As Chair of the Superdiversity Centre for Law, Policy and Business, she is working on a ‘superdiversity stocktake’ to assist Government, business, organisations and New Zealanders transition to the country’s rapidly changing demographic profile.

She is also committed to improving gender equality in the workforce, making her a strong supporter of the YWCA Equal Pay Awards 2015.

Mai promotes the long-term, sustainable benefits to those prepared to tackle the issue. “I support gender equality because its good for business as well as being the right thing to do.”

“The advice I always give people when career counselling is to only go where they are truly valued; otherwise they will not be respected, or encouraged to reach their full potential.

“As the economy strengthens, the labour market is again tightening. The best staff, the real star performers, are always in short supply.

“The aim for any business which wants to stay at the top of its game and beat its competition is to recruit the best staff and keep them.

“Properly valuing staff contributions to your business is key to incentivising them to go hard and to commit. The main way to demotivate your staff is to treat them unfairly.”

CELEBRATING BEST PRACTICE

We’re Back!

Welcome to the third annual YWCA Equal Pay Awards 2016.

Following the success of our last two campaigns, we are proud to announce this year’s sponsorship partners EY, SKYCITY Entertainment Group and Coca-Cola Amatil, each with their own outstanding Diversity and equal pay track records.

Once again, The Awards invites business champions in equal pay to step forward and be counted. At the heart of the campaign is a thought leadership programme, allowing those blazing the trail for equal pay in New Zealand to be rewarded through recognition, while influencing widespread change among those not yet on the equal pay journey.

Are you on the journey?

Equal pay is not achieved overnight. The Awards acknowledge those at every stage of the journey.
Whether you are an emerging Bronze contender, or blazing the trail as a Gold hopeful. Whether you have five or 500 staff, you could qualify.
Make this your chance to step forward, be recognised and celebrate your success.
Take our quick quiz below to see if your organisation is ready to enter:

  1. Do you have policies and procedures in place that reflect your commitment to equal pay?
  2. Do you ensure that females on parental leave receive the same consideration as all other employees?
  3. Have you looked at how you assess pay rates for new hires doing the same job – male/female?
  4. Are you applying the same criteria when assessing performance of females/males doing the same job?
  5. Do you take into consideration the impact on pay progression when an employee asks for flexibility?
  6. Has your organisation undertaken a Pay and Equity Review Process?

If you can answer yes to two or more of these questions, then you are eligible to enter. You will need to attach additional information demonstrating your commitment to equal pay and your achievements to-date.

How to enter – click here

This year we have made some simplification to the entry process and introduced a small business category for businesses with 50 employees or less.  Please ensure you indicate the size of your oganisation in question two to ensure your entry is judged in the correct category.

To enter the awards, simply complete the following online questionnaire which requires you to describe the stories, policies, practices and cultural intent in support of your organisations journey to equal pay. The questionnaire asks five questions with regard to the following elements of equal pay:

  1. Equal pay review
  2. Pay progression, principles, practices and policies
  3. Gender-inclusive job evaluation standard
  4. Initiatives
  5. Thought leadership

These questions are designed to celebrate all things that support equal pay within your organisation – it doesn’t matter if some actions are still in the pipeline, we want to hear about it. If practices or policies are informal or ‘the way we do things around here’ – that’s great too! The YWCA Equal Pay Awards is your chance to step forward, be recognised and celebrate your success whether you are starting out or blazing the trail.

We ask you to support your application by attaching supplementary information demonstrating your responses to each are you have made progress within your organisation (e.g. your equal pay policy, the outcomes of an equal pay audit, unconscious bias training materials or demonstrate a gender neutral job evaluation system).

Please remember that the only way for us to judge you on what you are doing is if you tell us about it and provide evidence.

For assistance please contact: admin@akywca.org.nz

Please be aware that you can save your entry and return at any time however, only completed entries received by 5pm Friday 30th September will be judged.  Winners will be announced at the awards ceremony on Thursday 3rd November.

Terms & Conditions

 

SMALL BUSINESS

A SME organisation is a company that employs between 2-50 staff (FTE), as defined by the Auckland Chamber of Commerce. Organisations at this level are typically smaller businesses implementing initiatives, processes, practices and cultural intent to address equal pay. This includes both formal policies and strategies and informal practices or ‘the way we do things around here’. .

BRONZE – EMERGING

Organisations at this level are typically in planning stages of implementing initiatives, processes, practices, cultural intent and commitment to address equal pay

SILVER – DISTINGUISHED

Organisations at this level are typically in the process or implementation stages of applying initiatives, processes, practices, cultural intent and commitment to address equal pay.

These organisations have used a range of diagnostic tools, processes and systems implemented to draw insights regarding equal pay within the organisation. Implemented initiatives, processes and practices have been reviewed / evaluated and may be communicated within the organisation or externally.

GOLD – CHAMPION

Organisations at this level are typically creating and evolving strategies to establish a direct link between implemented initiatives, processes, practices and cultural intent with the organisation’s people strategy to address equal pay.

These organisations have used a range of diagnostic tools, processes and systems implemented to draw insights and create action plans to address equal pay within the organisation. Implemented initiatives, processes and practices have been reviewed, assessed and revised and strategies have been communicated throughout the organisation.

Gold award recipients will demonstrate best practice and will be acknowledged as a leader in equal pay and be prepared to share learnings for others to follow. Organisations at this level are held up and recognised as leaders in the field of addressing equal pay.

 

Each judging criteria involves the satisfaction of, or the demonstration of, progress towards achieving the specified requirements. YWCA Auckland will categorise entries based on your answers.

Still have questions?

Please email us on equalpay@akywca.org.nz or call us on 09 522 8219 and we can help with your entry.
ALL OTHER ENQUIRIES PLEASE SCROLL DOWN TO CONTACT.

THE JUDGES

Meet the Judges

Susan Doughty

Talent & Reward-Partner , EY

Click here for bio

Susan is a Partner in EY’s People Advisory Services practice. She is responsible for leading the Reward function delivering executive reward and broad based remuneration services across the NZ market. Susan was previously a Director of dsd Consulting Ltd, Remuneration Specialists which was acquired by EY in 2014.
Susan has over 25 years’ experience in senior Human Resources and Reward specialist roles and is recognised as an industry expert in the design of contemporary reward strategies and solutions.

Susan takes an active role in building remuneration as a specialisation in New Zealand, and previously held the position of Executive Manager of the New Zealand Remuneration Network for seven years.

Susan is the President of the Auckland YWCA and is actively involved in diversity initiatives across NZ; including assisting organisations with pay equity reviews. She assisted the YWCA Auckland to develop the inaugural Equal Pay Awards in 2014 and is a sought after speaker and commentator on the issues of equal pay. Susan and EY as sponsors of the Equal Pay Awards, are proud to be associated with this important issue and campaign.

Monica Briggs

Click here for bio

Monica trained initially in hospitality management in the UK. She did further post graduate training with a large multiple retailer in the UK and held various supervisory and management roles, before heading to Australia for a year. Upon her return to the UK she successfully gained a full assistantship at Huddersfield University and gained a Post Graduate Diploma in Research followed by an MPhil within a management discipline.

Following this she was recruited into a London Local Authority as a Health Promotion Officer. She moved from here to the Heath Authority where she managed various teams and portfolios. A secondment followed into the national health promotion agency for the UK. She was then recruited into a position in New Zealand purchasing public health services for the South Island. She was seconded to manage various national projects while working at the RHA / HFA and MoH.

She also completed an MSc during this time majoring in Health Promotion through the University of East London. Monica then moved to Auckland to head up the Auckland Regional Public Health Service, a complex regional provider with some 300 staff delivering a vast range of health promotion and health protection services across the region. She left to spend more time with her pre-school child and went onto contract and worked at the Heart Foundation managing their Education Setting portfolio.From here she moved to take up the role as CEO of the YWCA Auckland. She has also held governance roles within the NFP sector for the New Zealand AIDS Foundation (Deputy Chair) and the Public Health Association of New Zealand (President).

Grainne Troute

General Manager, Corporate Services, SKYCITY Entertainment Group

Click here for bio

Gráinne is currently General Manager Corporate Services for SKYCITY Entertainment Group and her portfolio includes Human Resources, Corporate Communications, Corporate Social Responsibility (CSR) and Government Relations including the SKYCITY Community Trusts.  Gráinne joined SKYCITY in May 2008. Previously, she was Managing Director of HR consultancy Right Management, and prior to that, Managing Director of McDonald’s Restaurants (New Zealand) Ltd.  She joined McDonald’s in the early 1990’s establishing the Human Resources function, progressing through to Executive Vice-President, and then to Managing Director. Prior to this, she led the HR function for Coopers and Lybrand Auckland (now PwC).  In addition to her extensive HR expertise, Gráinne has had wide experience in board and charitable trust governance roles in New Zealand including having been Chair of Ronald McDonald House Charities NZ for five years.  She is currently also Non Executive Director on the Board of Tourism Holdings (thl).

 

Dr Keith Macky

Foundation Associate Professor of Business and Enterprise, Music and Audio Institute of New Zealand (MAINZ)

Click here for bio

Dr Keith Macky currently serves as the foundation Associate Professor of Business and Enterprise at the Music and Audio Institute of New Zealand (MAINZ), a division of Tai Poutini Polytechnic.  Previous to this, Keith was an Associate Professor of Human Resource Management at the Auckland University of Technology (AUT) in the School of Business, where he also served as Associate Dean Undergraduate and Associate Dean of Teaching and Learning.  Prior to AUT he taught a wide variety of courses at the University of Auckland and Massey University, including HRM, Organizational Behavior, Work Psychology, the Sociology of Work, and Organization Development.

Keith has also held senior consulting positions in Cap Gemini Ernst & Young and KPMG, as well as managing his own consulting firm.  He was made an Associate Fellow of the Human Resources Institute of New Zealand (AFHRINZ) in 2010 for contributions “to the advancement of knowledge and professional practice in HRM.”  His research interests are eclectic and include: the future of work in the Fourth Industrial Revolution (Industry 4.0), high-performance work systems, the impact of managerial practices on work intensification and employee well-being, social liability as the flip side to workplace social capital, whether older workers make better organisational citizens, and whether generational differences at work really exist or are a managerial myth.  He has published five books, over 30 peer reviewed academic research papers, and multiple book chapters.

Jason Blackmore

Head of Reward at Coca-Cola Amatil NZ (CCANZ).

Click here for bio

Jason started with CCANZ in 2009 after a career in agency recruitment. After Jason had worked his way up to National Recruitment Manager, he accidentally put his hand up to run Salary Review in 2011. He, shortly after, took over the Remuneration portfolio and has found himself immersed in Reward ever since. In 2012 Jason finally dropped recruitment completely and looked after a portfolio that encompassed Remuneration and Benefits as well as HR Metrics, Workforce Analytics and Group HR Reporting. Last year Jason stepped in the generalist space taking up a role as the National HR Manager – Sales, Strategy and Brand giving him exposure to the complete HR picture looking after 500 Sales and Marketing staff up and down Aotearoa.

In his relatively short time with CCANZ, he’s learned that People are absolutely the key to success in any industry and are often the most complex piece to get right. As an HR professional he is a passionate advocate for Coke’s people as well as their business and has operated in both strategic and hands-on capacities. He believes that HR should be about doing the most good for the most people for the longest time.

Jason is also the current Chairperson of The New Zealand Remuneration Network, a position he has held since March this year. He has sat on the RemNet committee since 2012.

PAST AWARD WINNERS

EQUAL PAY LEADERS OF NEW ZEALAND

Since the inaugural YWCA Equal Pay Awards, we are proud to profile our winners over the past two years.

In the words of Susan Doughty, YWCA Equal Pay Awards judge and Partner in EY’s People Advisory Services practice:

“Remuneration specialists, like myself, are seeing more openness and willingness to address equal pay among New Zealand employers. As judges we have been impressed by the level of transparency and honesty coming through in The Awards entries over the past two years. Businesses have fronted up to the pay gaps they have uncovered, showing us their challenges warts and all. These organisations have been quick to act, sharing their response plan and the innovative strategies implemented to address the issues.

“YWCA Equal Pay Awards winners and indeed all who entered these awards to date, will greatly benefit by being on the equal pay journey, including attracting a better pool of talent, enjoying improved engagement scores among their staff and experiencing higher retention rates. We hope these shining examples will inspire the wider business community to follow suit.”

 

Last Year in Action

Take a look at the video we captured from last year’s Awards. The energy and enthusiasm of our winners speaks volumes for achieving equal pay. Our winners were fizzing!


YWCA Equal Pay Awards 2015 Winners

ANZ - Supreme Winner

Click here for case study

ANZ Bank New Zealand Ltd has cornered every possible aspect of gender inclusiveness to achieve equal pay and ensure it stays. Robust, future proof strategies have ensured sustainable outcomes. These include gender balanced graduate and talent programmes, over-targeted recruitment policies and workplace flexibility through the outstanding ‘All Roles Flex’ programme, applicable to all roles within the organisation. Exceptional parental leave packages work strenuously to limit financial disadvantages during this period, including paid leave in addition to government contributions and most uniquely to ANZ, closing the superannuation gap by making KiwiSaver contributions while on parental leave. Initiatives are in place for employees returning from parental leave, to ensure a smooth transition back to work. Increasing women in management is a key target for the organisation, with an entire platform dedicated to increasing female representation in senior roles, backed by reporting and accountability. ANZ actively markets its proud track record of gender inclusiveness through a robust thought leadership programme.

IAG – Gold Winner

Click here for case study

IAG’s innovative Diversity and Inclusion planning is addressed systemically within the organisation, including a fair approach to equal pay. Gender inclusive policies and practices are in place, covering gender- balanced recruitment and talent programmes, workplace flexibility, remuneration and promotional reviews, training and female leadership targets. Tailored support is provided to mother’s returning to work through a gradual return to work programme, flexible working, team support and an opportunity for engagement with an external coach to help them with the transition back to the workplace.

The “Inclusive Leadership” development programme has been a huge success to help leaders understand the business case for diversity and inclusion, understand their own personal unconscious biases and look at ways to reduce the impact of biases on key business decisions.  The main impact has been an increase in the number of people working flexibly to balance their professional and personal needs. Most importantly, commitment to Diversity and Inclusion comes straight from the top, setting the standard for the entire organisation.

Bell Gully – Joint Silver Winner

Click here for case study

Bell Gully is committed to a diverse and inclusive workplace.  One of the successes in building an inclusive culture is the introduction of its Gender Diversity Policy, and Bell Gully are pleased to see an increase of female partners from 9% to 14%.  In addition, a focus upon diversity within its support team has resulted in a good gender balance in just two years.   Bell Gully acknowledges that they are on a journey towards meeting their diversity and inclusion objectives.  Achievable targets and success to-date comes with a focused suite of initiatives and policies. Females are tracking well for promotion, with parental leave no barrier. There is a holistic approach to gender equality while deep analysis supports ongoing equal pay efforts. Bell Gully provides some excellent modelling and is an industry stand-out.

Education Review Office – Joint Silver Winner

Click here for case study

ERO has demonstrated they are early leaders in the space of gender equality and pay parity, starting their equal pay journey almost a decade ago. They analysed the root cause and developed a response plan that has not only been effective, but ‘would be hard to wriggle out of,’ as the judges have observed. A transparent remuneration structure, gender-neutral job evaluation, workplace flexibility, contributing to employees work life balance, are most notable practices within the ERO. Despite being a predominantly flat structured organisation, it is clear promotional and leadership opportunities are available to female staff, all results of ERO’s careful and long term commitment to gender equality and equal pay.

New Zealand Defence Force – Bronze Winner

Click here for case study

NZDF has put significant weight behind gender equity initiatives and practices within the forces, reporting higher representation in the Regular Forces than the US, Australia, Canada and the UK. There is little evidence of pay inequity in the military roles of the organisation, supported by initiatives such as automated pay progression (based on demonstrable skills and/or experience) avoiding discretionary decisions and unconscious bias, while jobs evaluations are carefully managed with independent input. Talent pipelines are being nurtured to maximise opportunities for women into senior ranking positions. While acquisition and retention remain key priorities for NZDF, it has demonstrated clear cultural intent to continue its stellar work in the gender equity space and shows good signs of continuing to succeed.


YWCA Equal Pay Awards 2014 Award Winners

Westpac New Zealand - Gold Winner

Click here for case study

Having implemented internal HR processes that analyse and investigate the gender pay gap, Westpac have made a commitment to ongoing analysis of both their own organisation and workforce trends. This allows them to explain any anomalies in the overall pay gap, as well as work on strategies to better improve the situation for women. They engage in equal pay best practices, including adopting the Pay and Employment Equity Review Process and the Equitable Job Evaluation Standard, as determined by the Ministry of Business, Innovation and Employment.

The judges were all in absolute agreement that Westpac should receive the Gold Award. The organisation can now be held up as a role model against which other companies striving for equal pay can be compared.

Simpson Grierson – Joint Silver Winner

Click here for case study

Simpson Grierson, is making leaps and bounds towards equal pay and has already put several systems in place to reduce the gender pay gap. Having conducted in-depth analysis of pay equity within their organisation, Simpson Grierson has examined everyone from legal and support staff to those at the executive level. Results of their analysis have shown that there is equitable remuneration across most roles and clear strategic plans are in place for women to have equal access to promotions going forward.

SKYCITY Entertainment Group – Joint Silver Winner

Click here for case study

SKYCITY Entertainment Group are investing extensively in technology that will help them put systems in place that ensure equal pay. They have already completed extensive pay equity analysis to supplement their annual salary review, which generated helpful insights and results. These were then shared internally with their executive team and managers, as well as externally within the HR community for discussion and reviews. This openness is particularly commendable, as it may enable other organisations to move towards equal pay best practice as well.

BNZ - Bronze Winner

Click here for case study

Having conducted extensive research into their gender imbalance since 2010, BNZ has since then demonstrated that equal pay is a key priority for the organisation, and has subsequently set stretch targets, including achieving greater representation of women at executive levels. They have put in place several strategies to achieve these, including applying a ‘gender lens’ to talent processes, running awareness-raising workshops, and reviewing succession planning.

New Zealand Defence Force - Highly Commended

Click here for case study

The panel was very impressed by the NZDF’s willingness and commitment to implementing projects for women’s development, and their innovative approach to pay equity, particularly focusing on getting more women into senior roles. Efforts thus far have included gender-neutral decision making, equal starting rates for men and women and a transparent performance review process.

Downer NZ - Special Mention

Click here for case study

Worth a special mention is Downer, who are working with the Ministry of Women’s Affairs and have adopted processes such as unconscious bias training and people-related initiatives. Since 2011, they have committed to gender based analysis, and have made positive inroads to equal pay.

TOOLS/RESOURCES

Lifting the Lid on Equal Pay

“Lifting the Lid on Equal Pay,” was part of the YWCA Equal Pay Awards 2015, drawing leaders and decision makers from the public and private sector for two fascinating morning sessions.

Our outstanding line-up of speakers included Mai Chen, Chen Palmer; Susan Doughty, EY; Gina Dellabarca, Westpac and Wendy Rayner, Coca-Cola Amatil NZ,  all leaders of the change debate on equal pay, sharing their expertise, case studies, leadership strategies and how-to guides around addressing equal pay. We are delighted to share some footage made available to us from these most informative sessions.

Mai Chen - Managing Partner, Chen Palmer and Chair, Superdiversity Centre for Law, Policy and Business

Equal pay as the cornerstone of Diversity. The value of diversity with equal pay as the foundation – Revered business leader and Diversity champion, Mai Chen asks how Diversity can truly exist without equal pay and how addressing the issue will propel more women into leadership roles in New Zealand.

Susan Doughty - Partner, Talent & Reward, EY

Getting on the equal pay journey, where to start and how to address the ‘elephant in the room’ within your organisation - With over 25 years’ experience in senior Human Resources and Reward specialist roles, Doughty has led organisations through the equal pay journey. Susan is a key leader of the change debate in New Zealand and demystifies the process for businesses of all scales.

Wendy Rayner - GM Marketing (Auckland), Coca-Cola Amatil New Zealand

Beyond equal pay. CCANZ shares the progressive strategies of an equal pay employer – In 2009, CCANZ became equal pay employers with their own outstanding case study. So, where to from here for CCANZ, who is since recognized as one of the country’s most attractive employers. Strict leadership strategies and targets are courageously shared.

FAQ

What is the difference between Equal Pay & Pay Equity

It is important people understand the different components around equal pay and pay equity. Equal pay is about men getting paid more than women for doing exactly the same job. Apples and apples.

Pay equity tackles the issue from a different perspective, challenging the issue around women in female dominated industries getting paid less than work of similar value in male dominated industries. Women tend to be clustered in a relatively narrow range of occupations that have been traditionally considered women’s work and not always valued the same as men’s (like clerical, caring, cleaning). This is particularly the case for New Zealand which has relatively high levels of concentration of women workers in female dominated occupations, with 47% of women in occupations where 80% or more of employees are women. Apples and pears.

 

We are a SME and don’t have the same resources as large corporates. Can we still apply?

Absolutely, we are keen to encourage SMEs to enter and are aware that you don’t have the ready infrastructure and resource or ability to provide the same kind of detail as corporates. That’s why we have changed the entry process this year to an essay-style format, making it more flexible for businesses of all sizes. We have also introduced a dedicated SME Award in 2016, to acknowledge smaller, innovative operators who are tackling the issue.

 

We don’t have a particular policy around equal pay. How can we show that we are on the path?

Do you have other policies in place that promote equal pay? Such as a good maternity leave package or same rates for new male/female hires? These will show you are on the path. The judges have a multi-faceted understanding of how organisations work and will be able to evaluate your entry on what you have accomplished so far, not how far you may have to go.

 

What if we don’t have any pay statistics that can show we are an equal pay organisation?

That’s fine – so long as you can provide documents (e.g. board meeting minutes, organisational strategy, payroll data, etc) that clearly show your organisation has made the commitment to starting the equal pay journey.

What are the Terms and Conditions?

Terms & Conditions

 

LATEST NEWS

2016

National

Latest pay statistics for women are a call to action ( Pay Equity Challenge 2016)

Click here

Government urged to take pay equity action ( newshub, 2016)

Click here

The unfair biases that female lawyers face (stuff, 2016)

Click here

Gender stocktake of state sector boards and committees 2016 (Ministry of Women, 2016)

Click here

Gender divide still dominates sectors and salaries

(trade me, 2016)

Click here

Former Ministry for Women chief executive to continue quest for gender equality ( Stuff, 2016)

Click here

A woman’s lot still not a happy one
( New Zealand Herald)

Click here

 Govt told to get a move on with pay equity (Newstalk ZB, 2016)

Click here

Joint Working Group on Pay Equity Principles – Recommendations (State Services Commission, 2016)

 Click here

Sort pay equity problems out through ‘good faith’ bargaining, government told (National Business Review, 2016)

Click here

Government receives Pay Equity principles (Scoop,2016)

Click here

Pay equity working group reports back (Scoop, 2016)

Click here

Government urged to adopt new equal pay guidelines (National Radio NZ, 2016)

Click here

Equal-pay disputes move away from courts (National Radio NZ, 2016)

Click here

How can you reduce the gender pay gap (New Zealand Management. 2016)
Click here

Interactive: What CEOs of top NZ companies earn (New Zealand Herald, 2016)
Click here

Gender inequality could hit NZ Rugby in the pocket  ( New Zealand Herald, 2016)
Click here

Wage gap widening for young workers (New Zealand Herald, 2016)
Click here

Why women negotiate less than men (Insurance Business New Zealand, 2016 )
Click here

Deborah Chambers: Simple policy changes could help close pay gap ( New Zealand Herald, 2016)
Click here

Bryan Gould: Fair pay fight part of wider war for respect. (New Zealand Herald, 2016)
Click here

A Business Case for Fixing Gender Inequality in The Workplace (Huffington Post, 2016)
Click here

Government must prioritise equal pay for women (Scoop, 2016)
Click here

Women’s pay gap worst for a decade (Otago Daily Times, 2016)
Click here

Govt needs to ‘get with the programme’ on NZ’s gender pay gap (IT Brief 2016)
Click here

NZ slipping down rankings for representation of female business leaders (Stuff, 2016)
Click here

What is being done to fix the gender pay gap? (RadioNZ 2016)
Click here

Public service’s gender pay gap revealed (RadioNZ , 2016)
Click here

YWCA Auckland -Media release Equal Pay 2016
Media Release Equal Pay

International

University of Waterloo spending $1M on pay equity for female faculty (CTV News, 2016)

Click here

Tech giants discover equal pay for women (San Dego Union Tribune, 2016)

click here

Venus Williams calls for equal working conditions at Wimbledon ( Forbes, 2016)

Click here

What Happens to the Wage Gap When Women Hit 32 (Fortune, 2016)

Click here

Best Practices for Better Pay Equity
(LinkedIn, 2016)

Click here

17-Year-Old Was Fired After Asking for Equal Pay at Her Summer Job (Seventeen, 2016)

Click here

These are the 28 Companies That Just Pledged to Pay Men and Women Equally (Teen Vogue, 2016)

Click here

Valuing the return of women to work from maternity leave by Tao Lin (Stuff 2015)
Click here

Girls Just Want Equal Funds w/ Cyndi Lauper (YouTube, 2016)
Click here

 

2015

 

National

Equal pay on the way for women? (RadioNZ 2015)
Click here

New research reveals high awareness of gender pay gap (HRINZ 2015)
Click here

MEDIA RELEASE: NZ College of Midwives – Pay Discrimination in the High Court (August 2015)
Click here

Valuing the return of women to work from maternity leave by Tao Lin (Stuff 2015)
Click here

Companies can ‘totally fix’ gender pay gap – Google exec Written by Jena Mc Gregor (New Zealand Herald, 2015)
Click here

Top tips empower women in your organisation.
Produced by Equal Employment Opportunities Trust (sourced 2015)
Click here

Where next for equal pay by Christie Hall ( Stuff NZ, 2015)
Click here

Lack of women at the top needs to change (New Zealand Herald, 2015)

Click here

How women should ask for pay rises. (Employment Today, 2015)
Click here

Valuing the return of women to work from maternity leave by Tao Lin (Stuff 2015)
Click here

Companies can ‘totally fix’ gender pay gap – Google exec Written by Jena Mc Gregor (New Zealand Herald, 2015)
Click here

Top tips empower women in your organisation.
Produced by Equal Employment Opportunities Trust (sourced 2015)
Click here

Where next for equal pay by Christie Hall ( Stuff NZ, 2015)
Click here

Lack of women at the top needs to change (New Zealand Herald, 2015)

Click here

How women should ask for pay rises. (Employment Today, 2015)
Click here

International

 

 

AWARDS MEDIA

Awards Media Coverage 2016

 

Kelly Martin: ‘Enlightened’ creative industries not so when it comes to gender bias (New Zealand Herald, 2016)

Click here

Equal Pay Awards open ( Employment today, 2016)

Click here

Interactive: What CEOs of top NZ companies earn (New Zealand Herald, 2016)

Click here

Equal pay awards return (Waikato Times, 2016)

Click here

YWCA Auckland Equal Pay Awards back for third year (Stuff, 2016)

 Click here

Past Awards Media Coverage

 

Equal Pay Awards to target small business (NZBusiness, 2015)

Click here

Female graduates should challenge potential employers on equal pay stance (Stuff, 2015)

Click here

ANZ Recognised For Pay Equity Work (TV3 Newsworthy, 2015)

Click here

The gender pay gap needs to start closing (New Zealand Herald, 2015)

Click here

ANZ leads the way for equal pay (Voxy, 2015)

Click here

Pay equity: Live chat with Ernst & Young’s Susan Doughty (Marlborough Express, 2015)

Click here

Pay equity: Live chat with Ernst & Young’s Susan Doughty ( Sunday Star Times, 2015)

Click here

NZ’s top equal pay employer revealed (HRM Online, 2015)

Click here

ANZ Leads the Way for Equal Pay (Scoop, 2015)

Click here

News on Mike Hoskings Breakfast (Newstalk ZB, 2015)

Click here

Companies celebrated for tackling gender equality (Radio New Zealand, 2015)

Click here

Pay equity efforts rewarded at YWCA Equal Pay awards (Stuff, 2015)

Click here

Positive pressure on the pay gap ( New Zealand Herald, 2015)

Click here

New research reveals high awareness of gender pay gap (Voxy, 2015)

Click here

Women see NZ-wide pay gap (New Zealand Herald, 2015)

Click here

Bridging the gender pay gap (Sunday Star Times, 2015)

Click here

Pay inequality in spotlight ( The Press, 2015)

Click here

Gender pay gap still there: so what are we doing about it? (Stuff, 2015)

Click here 

Sisters are doing it for themselves (Waikato Times, 2015)

Click here

All things being equal (Employment Today, 2015)

Click Here

Business Back Equal Pay (Employment Today, 2015)

Click here

Gender and race discrimination hurting New Zealand financially: Lawyer Mai Chen by John Anthony (Stuff, 2015)

Click here

Human Rights Commission calls for special measures to promote women, minorities. (Stuff, 2015)

Click Here

CEO Pay Survey: ‘Heartbreaking’ lack of female executives by  Hamish Fletcher (New Zealand Herald, 2015)

Click here

Westpac rewarded for equal pay efforts by Caitlin Smith (TV3 News, 2014)

Click here

Westpac Win Gold For Equal Pay (Scoop, 2014)

Click here

A Winning Formula by Christina Wedgewood (Employment Today, New Zealand, 2014)

Click here

Awards for equal pay companies by Donna McIntyre (New Zealand Herald, 2014)

Click here

One of NZ’s largest firms picks up first-ever YWCA Equal Pay Award by Sophie Schroder (New Zealand Lawyer Magazine, 2014)

Click here

Downer puts special focus on pay equity ( HR New Zealand, 2014)

Click here and continues here.

New Zealand’s top equal pay employers by Janie Smith (hrmonline, 2014)

Click here

Gender bias blamed on stereotypes by APNZ (Bay of Plenty Times, 2014)

Click here

The gender gap: How NZ is faring
Written by  Sophie Ryan (New Zealand Herald, 2014)
Click here

Bridging the gender pay gap: Pay‐up time at public service by Patrice Dougan, Matthew Backhouse (New Zealand Herald, 2014)

Click here

Award to help close pay gap by APNZ  (Northern Advocate, 2014)

Click here

 Grads earn less if they are female,
study finds. by Nicholas Jones (Weekend Herald, 2014)

Click here

Women face ‘double-bind’ in pay talks — psychologist
by Matthew Backhouse  (New Zealand Herald, 2014)

Click here

New awards celebrate equal pay  by Ruth Le Pla (New Zealand Business, 2014)

Click here

Pay-up time at public service by Matthew Backhouse and Patrice Dougan ( New Zealand Herald, 2014)

Click here

Things going better with Coke by Maria Slade (Manawatu Standard, 2014)

Click here

Henri Eliot: Are NZ boards spending enough time on strategy? by Henri Eliot  (New Zealand Herald, 2014)

Click here

Gender pay gap down to ‘subconscious bias’ by Matthew Backhouse (Gisborne Herald, 2014)

Click here

It’s true: women earn less by Nicholas Jones (Otago Daily Times, 2014)

Click here

Equal work but pay still lagging by Matthew Backhouse (Otago Daily Times, 2014)

Click here

 

 

YOU HAVE QUESTIONS.

WE HAVE ANSWERS.

FOR ANY TECHNICAL QUERIES RELATED TO YOUR ENTRY
OR ANY OTHER INFORMATION PLEASE

CONTACT US

 

27 Gillies Avenue,
Newmarket, AucklandCall us: (09) 522  8219

Email: equalpay@akywca.org.nz

 

All media enquiries

email: Dorita Hollins

or 027 261 1394

 

JOIN THE DEBATE
#equalpaynzYWCA

YWCA AUCKLAND

YWCA Auckland is part of the world’s largest women’s organisation, a global network of 25 million women leading social and economic change in over 125 countries worldwide.

YWCA Auckland’s vision of giving women the opportunity to realise a better future is lived out through its successful programmes, Future Leaders, Money Savvy and Safe for Life. These programmes explore issues such as financial literacy and economic independence, as well as equipping participants with leadership skills, confidence, and resilience.

WHAT WE STAND FOR

The YWCA Auckland advocates equal pay for equal work. Today, the gender pay gap sits at 14% based on average hourly earnings (New Zealand Income Survey: June 2015 quarter).

As Susan Doughty, YWCA Board Chair, says, “This is not purely a female issue – males and society as a whole needs to take this issue seriously. Fair and equitable pay rates means more females are able to enter and contribute to the workforce creating a valuable labour pool, a higher overall income is achieved benefiting the family, the economy and society as a whole.”

Equal pay organisations benefit too, attracting  talent by being an employer of choice, enjoying an enhanced corporate reputation and unleashing the economic potential of their female workforce.

WHAT WE ARE DOING

In 2014, the inaugural YWCA Equal Pay Awards were launched, recognising best practice among business leaders who are on the journey toward equal pay.

At the heart of The Awards programme is a thought leadership programme, where examples of best practice can be presented as part of the solution, with tried and tested paths for others to follow.

This year, we are excited to launch the third annual  YWCA Equal Pay Awards 2016, alongside our sponsors EY, Coca-Cola Amatil NZ and SKYCITY Entertainment Group.

Corporates and SMEs are invited to share their equal pay stories, promoting the benefits and inspiring a much needed groundswell of change.

Those wishing to enter must demonstrate their initiatives, processes, cultural intent and commitment to addressing equal pay within their organisation.

 

 

Our Supporters

Jackie Blue

Equal Employment Opportunities Commissioner

Here's a quote from Jackie Blue

"New Zealand has dined out far too long on the fact that we were the first country where women were given the vote, that we have had two female Prime Ministers and once, for just 17 months, we had women in the top positions in the country – Prime Minster, Speaker, Governor General and Chief Justice.

Past winning corporations of the YWCA Equal Pay Awards are leading lights and a number of public sector organisations are continuing to shine, but we need to be far more ambitious when it comes to wage equality.

We should be aiming to be the first country in the world where there is a zero gender pay gap, where women are worth 100%."

Louise Upston

Minister for Women

Here's a quote from Louise Upston

"As Minister for Women, I welcome the third annual YWCA Equal Pay Awards.
I support initiatives that invite businesses to share best practice in workplace diversity.  I would encourage businesses to take up these practices so that equal pay becomes embedded in more organisations.  There are already outstanding examples within the New Zealand business community, who have been, and will continue to be leaders in equal pay.  With the strengthening of the economy, I would urge businesses to look at how they are utilising and rewarding women’s skills and experience.
I congratulate those who are already on the equal pay journey and encourage them to step forward and be recognised at this year’s YWCA Equal Pay Awards”

Mai Chen

Managing Partner, Chen Palmer and Chair, Superdiversity Centre for Law, Policy and Business

Here's a quote from Mai Chen

Mai Chen is one of New Zealand’s leading law and human rights experts and as an Asian woman understands the diversity issue from personal experience.

As Chair of the Superdiversity Centre for Law, Policy and Business, she is working on a ‘superdiversity stocktake’ to assist Government, business, organisations and New Zealanders transition to the country’s rapidly changing demographic profile.

She is also committed to improving gender equality in the workforce, making her a strong supporter of the YWCA Equal Pay Awards 2015.

Mai promotes the long-term, sustainable benefits to those prepared to tackle the issue. “I support gender equality because its good for business as well as being the right thing to do.”

“The advice I always give people when career counselling is to only go where they are truly valued; otherwise they will not be respected, or encouraged to reach their full potential.

“As the economy strengthens, the labour market is again tightening. The best staff, the real star performers, are always in short supply.

“The aim for any business which wants to stay at the top of its game and beat its competition is to recruit the best staff and keep them.

“Properly valuing staff contributions to your business is key to incentivising them to go hard and to commit. The main way to demotivate your staff is to treat them unfairly.”

CELEBRATING BEST PRACTICE

We’re Back!

Welcome to the third annual YWCA Equal Pay Awards 2016.

Following the success of our last two campaigns, we are proud to announce this year’s sponsorship partners EY, SKYCITY Entertainment Group and Coca-Cola Amatil, each with their own outstanding Diversity and equal pay track records.

Once again, The Awards invites business champions in equal pay to step forward and be counted. At the heart of the campaign is a thought leadership programme, allowing those blazing the trail for equal pay in New Zealand to be rewarded through recognition, while influencing widespread change among those not yet on the equal pay journey.

Are you on the journey?

Equal pay is not achieved overnight. The Awards acknowledge those at every stage of the journey.
Whether you are an emerging Bronze contender, or blazing the trail as a Gold hopeful. Whether you have five or 500 staff, you could qualify.
Make this your chance to step forward, be recognised and celebrate your success.
Take our quick quiz below to see if your organisation is ready to enter:

  1. Do you have policies and procedures in place that reflect your commitment to equal pay?
  2. Do you ensure that females on parental leave receive the same consideration as all other employees?
  3. Have you looked at how you assess pay rates for new hires doing the same job – male/female?
  4. Are you applying the same criteria when assessing performance of females/males doing the same job?
  5. Do you take into consideration the impact on pay progression when an employee asks for flexibility?
  6. Has your organisation undertaken a Pay and Equity Review Process?

If you can answer yes to two or more of these questions, then you are eligible to enter. You will need to attach additional information demonstrating your commitment to equal pay and your achievements to-date.

How to enter – click here

This year we have made some simplification to the entry process and introduced a small business category for businesses with 50 employees or less.  Please ensure you indicate the size of your oganisation in question two to ensure your entry is judged in the correct category.

To enter the awards, simply complete the following online questionnaire which requires you to describe the stories, policies, practices and cultural intent in support of your organisations journey to equal pay. The questionnaire asks five questions with regard to the following elements of equal pay:

  1. Equal pay review
  2. Pay progression, principles, practices and policies
  3. Gender-inclusive job evaluation standard
  4. Initiatives
  5. Thought leadership

These questions are designed to celebrate all things that support equal pay within your organisation – it doesn’t matter if some actions are still in the pipeline, we want to hear about it. If practices or policies are informal or ‘the way we do things around here’ – that’s great too! The YWCA Equal Pay Awards is your chance to step forward, be recognised and celebrate your success whether you are starting out or blazing the trail.

We ask you to support your application by attaching supplementary information demonstrating your responses to each are you have made progress within your organisation (e.g. your equal pay policy, the outcomes of an equal pay audit, unconscious bias training materials or demonstrate a gender neutral job evaluation system).

Please remember that the only way for us to judge you on what you are doing is if you tell us about it and provide evidence.

For assistance please contact: admin@akywca.org.nz

Please be aware that you can save your entry and return at any time however, only completed entries received by 5pm Friday 30th September will be judged.  Winners will be announced at the awards ceremony on Thursday 3rd November.

Terms & Conditions

 

SMALL BUSINESS

A SME organisation is a company that employs between 2-50 staff (FTE), as defined by the Auckland Chamber of Commerce. Organisations at this level are typically smaller businesses implementing initiatives, processes, practices and cultural intent to address equal pay. This includes both formal policies and strategies and informal practices or ‘the way we do things around here’. .

BRONZE – EMERGING

Organisations at this level are typically in planning stages of implementing initiatives, processes, practices, cultural intent and commitment to address equal pay

SILVER – DISTINGUISHED

Organisations at this level are typically in the process or implementation stages of applying initiatives, processes, practices, cultural intent and commitment to address equal pay.

These organisations have used a range of diagnostic tools, processes and systems implemented to draw insights regarding equal pay within the organisation. Implemented initiatives, processes and practices have been reviewed / evaluated and may be communicated within the organisation or externally.

GOLD – CHAMPION

Organisations at this level are typically creating and evolving strategies to establish a direct link between implemented initiatives, processes, practices and cultural intent with the organisation’s people strategy to address equal pay.

These organisations have used a range of diagnostic tools, processes and systems implemented to draw insights and create action plans to address equal pay within the organisation. Implemented initiatives, processes and practices have been reviewed, assessed and revised and strategies have been communicated throughout the organisation.

Gold award recipients will demonstrate best practice and will be acknowledged as a leader in equal pay and be prepared to share learnings for others to follow. Organisations at this level are held up and recognised as leaders in the field of addressing equal pay.

 

Each judging criteria involves the satisfaction of, or the demonstration of, progress towards achieving the specified requirements. YWCA Auckland will categorise entries based on your answers.

Still have questions?

Please email us on equalpay@akywca.org.nz or call us on 09 522 8219 and we can help with your entry.
ALL OTHER ENQUIRIES PLEASE SCROLL DOWN TO CONTACT.

THE JUDGES

Meet the Judges

Susan Doughty

Talent & Reward-Partner , EY

Click here for bio

Susan is a Partner in EY’s People Advisory Services practice. She is responsible for leading the Reward function delivering executive reward and broad based remuneration services across the NZ market. Susan was previously a Director of dsd Consulting Ltd, Remuneration Specialists which was acquired by EY in 2014.
Susan has over 25 years’ experience in senior Human Resources and Reward specialist roles and is recognised as an industry expert in the design of contemporary reward strategies and solutions.

Susan takes an active role in building remuneration as a specialisation in New Zealand, and previously held the position of Executive Manager of the New Zealand Remuneration Network for seven years.

Susan is the President of the Auckland YWCA and is actively involved in diversity initiatives across NZ; including assisting organisations with pay equity reviews. She assisted the YWCA Auckland to develop the inaugural Equal Pay Awards in 2014 and is a sought after speaker and commentator on the issues of equal pay. Susan and EY as sponsors of the Equal Pay Awards, are proud to be associated with this important issue and campaign.

Monica Briggs

Click here for bio

Monica trained initially in hospitality management in the UK. She did further post graduate training with a large multiple retailer in the UK and held various supervisory and management roles, before heading to Australia for a year. Upon her return to the UK she successfully gained a full assistantship at Huddersfield University and gained a Post Graduate Diploma in Research followed by an MPhil within a management discipline.

Following this she was recruited into a London Local Authority as a Health Promotion Officer. She moved from here to the Heath Authority where she managed various teams and portfolios. A secondment followed into the national health promotion agency for the UK. She was then recruited into a position in New Zealand purchasing public health services for the South Island. She was seconded to manage various national projects while working at the RHA / HFA and MoH.

She also completed an MSc during this time majoring in Health Promotion through the University of East London. Monica then moved to Auckland to head up the Auckland Regional Public Health Service, a complex regional provider with some 300 staff delivering a vast range of health promotion and health protection services across the region. She left to spend more time with her pre-school child and went onto contract and worked at the Heart Foundation managing their Education Setting portfolio.From here she moved to take up the role as CEO of the YWCA Auckland. She has also held governance roles within the NFP sector for the New Zealand AIDS Foundation (Deputy Chair) and the Public Health Association of New Zealand (President).

Grainne Troute

General Manager, Corporate Services, SKYCITY Entertainment Group

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Gráinne is currently General Manager Corporate Services for SKYCITY Entertainment Group and her portfolio includes Human Resources, Corporate Communications, Corporate Social Responsibility (CSR) and Government Relations including the SKYCITY Community Trusts.  Gráinne joined SKYCITY in May 2008. Previously, she was Managing Director of HR consultancy Right Management, and prior to that, Managing Director of McDonald’s Restaurants (New Zealand) Ltd.  She joined McDonald’s in the early 1990’s establishing the Human Resources function, progressing through to Executive Vice-President, and then to Managing Director. Prior to this, she led the HR function for Coopers and Lybrand Auckland (now PwC).  In addition to her extensive HR expertise, Gráinne has had wide experience in board and charitable trust governance roles in New Zealand including having been Chair of Ronald McDonald House Charities NZ for five years.  She is currently also Non Executive Director on the Board of Tourism Holdings (thl).

 

Dr Keith Macky

Foundation Associate Professor of Business and Enterprise, Music and Audio Institute of New Zealand (MAINZ)

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Dr Keith Macky currently serves as the foundation Associate Professor of Business and Enterprise at the Music and Audio Institute of New Zealand (MAINZ), a division of Tai Poutini Polytechnic.  Previous to this, Keith was an Associate Professor of Human Resource Management at the Auckland University of Technology (AUT) in the School of Business, where he also served as Associate Dean Undergraduate and Associate Dean of Teaching and Learning.  Prior to AUT he taught a wide variety of courses at the University of Auckland and Massey University, including HRM, Organizational Behavior, Work Psychology, the Sociology of Work, and Organization Development.

Keith has also held senior consulting positions in Cap Gemini Ernst & Young and KPMG, as well as managing his own consulting firm.  He was made an Associate Fellow of the Human Resources Institute of New Zealand (AFHRINZ) in 2010 for contributions “to the advancement of knowledge and professional practice in HRM.”  His research interests are eclectic and include: the future of work in the Fourth Industrial Revolution (Industry 4.0), high-performance work systems, the impact of managerial practices on work intensification and employee well-being, social liability as the flip side to workplace social capital, whether older workers make better organisational citizens, and whether generational differences at work really exist or are a managerial myth.  He has published five books, over 30 peer reviewed academic research papers, and multiple book chapters.

Jason Blackmore

Head of Reward at Coca-Cola Amatil NZ (CCANZ).

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Jason started with CCANZ in 2009 after a career in agency recruitment. After Jason had worked his way up to National Recruitment Manager, he accidentally put his hand up to run Salary Review in 2011. He, shortly after, took over the Remuneration portfolio and has found himself immersed in Reward ever since. In 2012 Jason finally dropped recruitment completely and looked after a portfolio that encompassed Remuneration and Benefits as well as HR Metrics, Workforce Analytics and Group HR Reporting. Last year Jason stepped in the generalist space taking up a role as the National HR Manager – Sales, Strategy and Brand giving him exposure to the complete HR picture looking after 500 Sales and Marketing staff up and down Aotearoa.

In his relatively short time with CCANZ, he’s learned that People are absolutely the key to success in any industry and are often the most complex piece to get right. As an HR professional he is a passionate advocate for Coke’s people as well as their business and has operated in both strategic and hands-on capacities. He believes that HR should be about doing the most good for the most people for the longest time.

Jason is also the current Chairperson of The New Zealand Remuneration Network, a position he has held since March this year. He has sat on the RemNet committee since 2012.

PAST AWARD WINNERS

EQUAL PAY LEADERS OF NEW ZEALAND

Since the inaugural YWCA Equal Pay Awards, we are proud to profile our winners over the past two years.

In the words of Susan Doughty, YWCA Equal Pay Awards judge and Partner in EY’s People Advisory Services practice:

“Remuneration specialists, like myself, are seeing more openness and willingness to address equal pay among New Zealand employers. As judges we have been impressed by the level of transparency and honesty coming through in The Awards entries over the past two years. Businesses have fronted up to the pay gaps they have uncovered, showing us their challenges warts and all. These organisations have been quick to act, sharing their response plan and the innovative strategies implemented to address the issues.

“YWCA Equal Pay Awards winners and indeed all who entered these awards to date, will greatly benefit by being on the equal pay journey, including attracting a better pool of talent, enjoying improved engagement scores among their staff and experiencing higher retention rates. We hope these shining examples will inspire the wider business community to follow suit.”

 

Last Year in Action

Take a look at the video we captured from last year’s Awards. The energy and enthusiasm of our winners speaks volumes for achieving equal pay. Our winners were fizzing!


YWCA Equal Pay Awards 2015 Winners

ANZ - Supreme Winner

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ANZ Bank New Zealand Ltd has cornered every possible aspect of gender inclusiveness to achieve equal pay and ensure it stays. Robust, future proof strategies have ensured sustainable outcomes. These include gender balanced graduate and talent programmes, over-targeted recruitment policies and workplace flexibility through the outstanding ‘All Roles Flex’ programme, applicable to all roles within the organisation. Exceptional parental leave packages work strenuously to limit financial disadvantages during this period, including paid leave in addition to government contributions and most uniquely to ANZ, closing the superannuation gap by making KiwiSaver contributions while on parental leave. Initiatives are in place for employees returning from parental leave, to ensure a smooth transition back to work. Increasing women in management is a key target for the organisation, with an entire platform dedicated to increasing female representation in senior roles, backed by reporting and accountability. ANZ actively markets its proud track record of gender inclusiveness through a robust thought leadership programme.

IAG – Gold Winner

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IAG’s innovative Diversity and Inclusion planning is addressed systemically within the organisation, including a fair approach to equal pay. Gender inclusive policies and practices are in place, covering gender- balanced recruitment and talent programmes, workplace flexibility, remuneration and promotional reviews, training and female leadership targets. Tailored support is provided to mother’s returning to work through a gradual return to work programme, flexible working, team support and an opportunity for engagement with an external coach to help them with the transition back to the workplace.

The “Inclusive Leadership” development programme has been a huge success to help leaders understand the business case for diversity and inclusion, understand their own personal unconscious biases and look at ways to reduce the impact of biases on key business decisions.  The main impact has been an increase in the number of people working flexibly to balance their professional and personal needs. Most importantly, commitment to Diversity and Inclusion comes straight from the top, setting the standard for the entire organisation.

Bell Gully – Joint Silver Winner

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Bell Gully is committed to a diverse and inclusive workplace.  One of the successes in building an inclusive culture is the introduction of its Gender Diversity Policy, and Bell Gully are pleased to see an increase of female partners from 9% to 14%.  In addition, a focus upon diversity within its support team has resulted in a good gender balance in just two years.   Bell Gully acknowledges that they are on a journey towards meeting their diversity and inclusion objectives.  Achievable targets and success to-date comes with a focused suite of initiatives and policies. Females are tracking well for promotion, with parental leave no barrier. There is a holistic approach to gender equality while deep analysis supports ongoing equal pay efforts. Bell Gully provides some excellent modelling and is an industry stand-out.

Education Review Office – Joint Silver Winner

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ERO has demonstrated they are early leaders in the space of gender equality and pay parity, starting their equal pay journey almost a decade ago. They analysed the root cause and developed a response plan that has not only been effective, but ‘would be hard to wriggle out of,’ as the judges have observed. A transparent remuneration structure, gender-neutral job evaluation, workplace flexibility, contributing to employees work life balance, are most notable practices within the ERO. Despite being a predominantly flat structured organisation, it is clear promotional and leadership opportunities are available to female staff, all results of ERO’s careful and long term commitment to gender equality and equal pay.

New Zealand Defence Force – Bronze Winner

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NZDF has put significant weight behind gender equity initiatives and practices within the forces, reporting higher representation in the Regular Forces than the US, Australia, Canada and the UK. There is little evidence of pay inequity in the military roles of the organisation, supported by initiatives such as automated pay progression (based on demonstrable skills and/or experience) avoiding discretionary decisions and unconscious bias, while jobs evaluations are carefully managed with independent input. Talent pipelines are being nurtured to maximise opportunities for women into senior ranking positions. While acquisition and retention remain key priorities for NZDF, it has demonstrated clear cultural intent to continue its stellar work in the gender equity space and shows good signs of continuing to succeed.


YWCA Equal Pay Awards 2014 Award Winners

Westpac New Zealand - Gold Winner

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Having implemented internal HR processes that analyse and investigate the gender pay gap, Westpac have made a commitment to ongoing analysis of both their own organisation and workforce trends. This allows them to explain any anomalies in the overall pay gap, as well as work on strategies to better improve the situation for women. They engage in equal pay best practices, including adopting the Pay and Employment Equity Review Process and the Equitable Job Evaluation Standard, as determined by the Ministry of Business, Innovation and Employment.

The judges were all in absolute agreement that Westpac should receive the Gold Award. The organisation can now be held up as a role model against which other companies striving for equal pay can be compared.

Simpson Grierson – Joint Silver Winner

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Simpson Grierson, is making leaps and bounds towards equal pay and has already put several systems in place to reduce the gender pay gap. Having conducted in-depth analysis of pay equity within their organisation, Simpson Grierson has examined everyone from legal and support staff to those at the executive level. Results of their analysis have shown that there is equitable remuneration across most roles and clear strategic plans are in place for women to have equal access to promotions going forward.

SKYCITY Entertainment Group – Joint Silver Winner

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SKYCITY Entertainment Group are investing extensively in technology that will help them put systems in place that ensure equal pay. They have already completed extensive pay equity analysis to supplement their annual salary review, which generated helpful insights and results. These were then shared internally with their executive team and managers, as well as externally within the HR community for discussion and reviews. This openness is particularly commendable, as it may enable other organisations to move towards equal pay best practice as well.

BNZ - Bronze Winner

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Having conducted extensive research into their gender imbalance since 2010, BNZ has since then demonstrated that equal pay is a key priority for the organisation, and has subsequently set stretch targets, including achieving greater representation of women at executive levels. They have put in place several strategies to achieve these, including applying a ‘gender lens’ to talent processes, running awareness-raising workshops, and reviewing succession planning.

New Zealand Defence Force - Highly Commended

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The panel was very impressed by the NZDF’s willingness and commitment to implementing projects for women’s development, and their innovative approach to pay equity, particularly focusing on getting more women into senior roles. Efforts thus far have included gender-neutral decision making, equal starting rates for men and women and a transparent performance review process.

Downer NZ - Special Mention

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Worth a special mention is Downer, who are working with the Ministry of Women’s Affairs and have adopted processes such as unconscious bias training and people-related initiatives. Since 2011, they have committed to gender based analysis, and have made positive inroads to equal pay.

TOOLS/RESOURCES

Lifting the Lid on Equal Pay

“Lifting the Lid on Equal Pay,” was part of the YWCA Equal Pay Awards 2015, drawing leaders and decision makers from the public and private sector for two fascinating morning sessions.

Our outstanding line-up of speakers included Mai Chen, Chen Palmer; Susan Doughty, EY; Gina Dellabarca, Westpac and Wendy Rayner, Coca-Cola Amatil NZ,  all leaders of the change debate on equal pay, sharing their expertise, case studies, leadership strategies and how-to guides around addressing equal pay. We are delighted to share some footage made available to us from these most informative sessions.

Mai Chen - Managing Partner, Chen Palmer and Chair, Superdiversity Centre for Law, Policy and Business

Equal pay as the cornerstone of Diversity. The value of diversity with equal pay as the foundation – Revered business leader and Diversity champion, Mai Chen asks how Diversity can truly exist without equal pay and how addressing the issue will propel more women into leadership roles in New Zealand.

Susan Doughty - Partner, Talent & Reward, EY

Getting on the equal pay journey, where to start and how to address the ‘elephant in the room’ within your organisation - With over 25 years’ experience in senior Human Resources and Reward specialist roles, Doughty has led organisations through the equal pay journey. Susan is a key leader of the change debate in New Zealand and demystifies the process for businesses of all scales.

Wendy Rayner - GM Marketing (Auckland), Coca-Cola Amatil New Zealand

Beyond equal pay. CCANZ shares the progressive strategies of an equal pay employer – In 2009, CCANZ became equal pay employers with their own outstanding case study. So, where to from here for CCANZ, who is since recognized as one of the country’s most attractive employers. Strict leadership strategies and targets are courageously shared.

FAQ

What is the difference between Equal Pay & Pay Equity

It is important people understand the different components around equal pay and pay equity. Equal pay is about men getting paid more than women for doing exactly the same job. Apples and apples.

Pay equity tackles the issue from a different perspective, challenging the issue around women in female dominated industries getting paid less than work of similar value in male dominated industries. Women tend to be clustered in a relatively narrow range of occupations that have been traditionally considered women’s work and not always valued the same as men’s (like clerical, caring, cleaning). This is particularly the case for New Zealand which has relatively high levels of concentration of women workers in female dominated occupations, with 47% of women in occupations where 80% or more of employees are women. Apples and pears.

 

We are a SME and don’t have the same resources as large corporates. Can we still apply?

Absolutely, we are keen to encourage SMEs to enter and are aware that you don’t have the ready infrastructure and resource or ability to provide the same kind of detail as corporates. That’s why we have changed the entry process this year to an essay-style format, making it more flexible for businesses of all sizes. We have also introduced a dedicated SME Award in 2016, to acknowledge smaller, innovative operators who are tackling the issue.

 

We don’t have a particular policy around equal pay. How can we show that we are on the path?

Do you have other policies in place that promote equal pay? Such as a good maternity leave package or same rates for new male/female hires? These will show you are on the path. The judges have a multi-faceted understanding of how organisations work and will be able to evaluate your entry on what you have accomplished so far, not how far you may have to go.

 

What if we don’t have any pay statistics that can show we are an equal pay organisation?

That’s fine – so long as you can provide documents (e.g. board meeting minutes, organisational strategy, payroll data, etc) that clearly show your organisation has made the commitment to starting the equal pay journey.

What are the Terms and Conditions?

Terms & Conditions

 

LATEST NEWS

2016

National

Latest pay statistics for women are a call to action ( Pay Equity Challenge 2016)

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Government urged to take pay equity action ( newshub, 2016)

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The unfair biases that female lawyers face (stuff, 2016)

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Gender stocktake of state sector boards and committees 2016 (Ministry of Women, 2016)

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Gender divide still dominates sectors and salaries

(trade me, 2016)

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Former Ministry for Women chief executive to continue quest for gender equality ( Stuff, 2016)

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A woman’s lot still not a happy one
( New Zealand Herald)

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 Govt told to get a move on with pay equity (Newstalk ZB, 2016)

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Joint Working Group on Pay Equity Principles – Recommendations (State Services Commission, 2016)

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Sort pay equity problems out through ‘good faith’ bargaining, government told (National Business Review, 2016)

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Government receives Pay Equity principles (Scoop,2016)

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Pay equity working group reports back (Scoop, 2016)

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Government urged to adopt new equal pay guidelines (National Radio NZ, 2016)

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Equal-pay disputes move away from courts (National Radio NZ, 2016)

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How can you reduce the gender pay gap (New Zealand Management. 2016)
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Interactive: What CEOs of top NZ companies earn (New Zealand Herald, 2016)
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Gender inequality could hit NZ Rugby in the pocket  ( New Zealand Herald, 2016)
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Wage gap widening for young workers (New Zealand Herald, 2016)
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Why women negotiate less than men (Insurance Business New Zealand, 2016 )
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Deborah Chambers: Simple policy changes could help close pay gap ( New Zealand Herald, 2016)
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Bryan Gould: Fair pay fight part of wider war for respect. (New Zealand Herald, 2016)
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A Business Case for Fixing Gender Inequality in The Workplace (Huffington Post, 2016)
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Government must prioritise equal pay for women (Scoop, 2016)
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Women’s pay gap worst for a decade (Otago Daily Times, 2016)
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Govt needs to ‘get with the programme’ on NZ’s gender pay gap (IT Brief 2016)
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NZ slipping down rankings for representation of female business leaders (Stuff, 2016)
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What is being done to fix the gender pay gap? (RadioNZ 2016)
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Public service’s gender pay gap revealed (RadioNZ , 2016)
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YWCA Auckland -Media release Equal Pay 2016
Media Release Equal Pay

International

University of Waterloo spending $1M on pay equity for female faculty (CTV News, 2016)

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Tech giants discover equal pay for women (San Dego Union Tribune, 2016)

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Venus Williams calls for equal working conditions at Wimbledon ( Forbes, 2016)

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What Happens to the Wage Gap When Women Hit 32 (Fortune, 2016)

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Best Practices for Better Pay Equity
(LinkedIn, 2016)

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17-Year-Old Was Fired After Asking for Equal Pay at Her Summer Job (Seventeen, 2016)

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These are the 28 Companies That Just Pledged to Pay Men and Women Equally (Teen Vogue, 2016)

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Valuing the return of women to work from maternity leave by Tao Lin (Stuff 2015)
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Girls Just Want Equal Funds w/ Cyndi Lauper (YouTube, 2016)
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2015

 

National

Equal pay on the way for women? (RadioNZ 2015)
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New research reveals high awareness of gender pay gap (HRINZ 2015)
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MEDIA RELEASE: NZ College of Midwives – Pay Discrimination in the High Court (August 2015)
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Valuing the return of women to work from maternity leave by Tao Lin (Stuff 2015)
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Companies can ‘totally fix’ gender pay gap – Google exec Written by Jena Mc Gregor (New Zealand Herald, 2015)
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Top tips empower women in your organisation.
Produced by Equal Employment Opportunities Trust (sourced 2015)
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Where next for equal pay by Christie Hall ( Stuff NZ, 2015)
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Lack of women at the top needs to change (New Zealand Herald, 2015)

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How women should ask for pay rises. (Employment Today, 2015)
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Valuing the return of women to work from maternity leave by Tao Lin (Stuff 2015)
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Companies can ‘totally fix’ gender pay gap – Google exec Written by Jena Mc Gregor (New Zealand Herald, 2015)
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Top tips empower women in your organisation.
Produced by Equal Employment Opportunities Trust (sourced 2015)
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Where next for equal pay by Christie Hall ( Stuff NZ, 2015)
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Lack of women at the top needs to change (New Zealand Herald, 2015)

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How women should ask for pay rises. (Employment Today, 2015)
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International

 

 

AWARDS MEDIA

Awards Media Coverage 2016

 

Kelly Martin: ‘Enlightened’ creative industries not so when it comes to gender bias (New Zealand Herald, 2016)

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Equal Pay Awards open ( Employment today, 2016)

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Interactive: What CEOs of top NZ companies earn (New Zealand Herald, 2016)

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Equal pay awards return (Waikato Times, 2016)

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YWCA Auckland Equal Pay Awards back for third year (Stuff, 2016)

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Past Awards Media Coverage

 

Equal Pay Awards to target small business (NZBusiness, 2015)

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Female graduates should challenge potential employers on equal pay stance (Stuff, 2015)

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ANZ Recognised For Pay Equity Work (TV3 Newsworthy, 2015)

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The gender pay gap needs to start closing (New Zealand Herald, 2015)

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ANZ leads the way for equal pay (Voxy, 2015)

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Pay equity: Live chat with Ernst & Young’s Susan Doughty (Marlborough Express, 2015)

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Pay equity: Live chat with Ernst & Young’s Susan Doughty ( Sunday Star Times, 2015)

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NZ’s top equal pay employer revealed (HRM Online, 2015)

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ANZ Leads the Way for Equal Pay (Scoop, 2015)

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News on Mike Hoskings Breakfast (Newstalk ZB, 2015)

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Companies celebrated for tackling gender equality (Radio New Zealand, 2015)

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Pay equity efforts rewarded at YWCA Equal Pay awards (Stuff, 2015)

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Positive pressure on the pay gap ( New Zealand Herald, 2015)

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New research reveals high awareness of gender pay gap (Voxy, 2015)

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Women see NZ-wide pay gap (New Zealand Herald, 2015)

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Bridging the gender pay gap (Sunday Star Times, 2015)

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Pay inequality in spotlight ( The Press, 2015)

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Gender pay gap still there: so what are we doing about it? (Stuff, 2015)

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Sisters are doing it for themselves (Waikato Times, 2015)

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All things being equal (Employment Today, 2015)

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Business Back Equal Pay (Employment Today, 2015)

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Gender and race discrimination hurting New Zealand financially: Lawyer Mai Chen by John Anthony (Stuff, 2015)

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Human Rights Commission calls for special measures to promote women, minorities. (Stuff, 2015)

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CEO Pay Survey: ‘Heartbreaking’ lack of female executives by  Hamish Fletcher (New Zealand Herald, 2015)

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Westpac rewarded for equal pay efforts by Caitlin Smith (TV3 News, 2014)

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Westpac Win Gold For Equal Pay (Scoop, 2014)

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A Winning Formula by Christina Wedgewood (Employment Today, New Zealand, 2014)

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Awards for equal pay companies by Donna McIntyre (New Zealand Herald, 2014)

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One of NZ’s largest firms picks up first-ever YWCA Equal Pay Award by Sophie Schroder (New Zealand Lawyer Magazine, 2014)

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Downer puts special focus on pay equity ( HR New Zealand, 2014)

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New Zealand’s top equal pay employers by Janie Smith (hrmonline, 2014)

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Gender bias blamed on stereotypes by APNZ (Bay of Plenty Times, 2014)

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The gender gap: How NZ is faring
Written by  Sophie Ryan (New Zealand Herald, 2014)
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Bridging the gender pay gap: Pay‐up time at public service by Patrice Dougan, Matthew Backhouse (New Zealand Herald, 2014)

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Award to help close pay gap by APNZ  (Northern Advocate, 2014)

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 Grads earn less if they are female,
study finds. by Nicholas Jones (Weekend Herald, 2014)

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Women face ‘double-bind’ in pay talks — psychologist
by Matthew Backhouse  (New Zealand Herald, 2014)

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New awards celebrate equal pay  by Ruth Le Pla (New Zealand Business, 2014)

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Pay-up time at public service by Matthew Backhouse and Patrice Dougan ( New Zealand Herald, 2014)

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Things going better with Coke by Maria Slade (Manawatu Standard, 2014)

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Henri Eliot: Are NZ boards spending enough time on strategy? by Henri Eliot  (New Zealand Herald, 2014)

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Gender pay gap down to ‘subconscious bias’ by Matthew Backhouse (Gisborne Herald, 2014)

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It’s true: women earn less by Nicholas Jones (Otago Daily Times, 2014)

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Equal work but pay still lagging by Matthew Backhouse (Otago Daily Times, 2014)

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YOU HAVE QUESTIONS.

WE HAVE ANSWERS.

FOR ANY TECHNICAL QUERIES RELATED TO YOUR ENTRY
OR ANY OTHER INFORMATION PLEASE

CONTACT US

 

27 Gillies Avenue,
Newmarket, AucklandCall us: (09) 522  8219

Email: equalpay@akywca.org.nz

 

All media enquiries

email: Dorita Hollins

or 027 261 1394