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PAST AWARD WINNERS

EQUAL PAY LEADERS OF NEW ZEALAND

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

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.”


YWCA Equal Pay Awards 2016 Winners

ANZ - Supreme Winner

ANZ believes a vibrant, diverse and inclusive workforce makes it a stronger organisation. The different backgrounds and life experiences of its people its people not only build strong connections to customers, but provide a wider range of perspectives to draw on for better business decisions. As demonstrated last year when ANZ took out the supreme title, ANZ has created a truly inclusive working environment with an emphasis on gender balance and diverse leadership and teams. This approach is underpinned by a supportive leadership team and strong systems, processes and policies that work to deliver on equality and keep the focus alive within the organisation. Encouraging more women into management has overwhelming support, from recruitment phase (with gender balanced grad programmes and compulsory female representation on short lists, as examples) through to workplace flexibility, stringent KRAs in Senior Leaders’ accountabilities and talent programme targets. All roles are flexible and closing the superannuation gap has seen ANZ make KiwiSaver contributions to those on parental leave for up to 24 months, while parents will now receive 18 weeks salary top-up to full pay during parental leave (two weeks up from last year). ANZ actively markets its proud track record of gender inclusiveness through a robust thought leadership programme and is a signatory of the United Nations Women’s Empowerment Principles.

Simpson Grierson– Gold Winner

The equal pay story goes on for Simpson Grierson, returning from their Silver win at the 2014 YWCA Equal Pay Awards to prove they are in the business of continuous improvement for gender equality.  Not happy to rest on their laurels, the firm has entrenched its commitment to gender equality at the Board and partnership level by setting itself targets to increase the number of female partners to 20% by 2020.  They have recently achieved that target, three years ahead of schedule.  They have also increased their focus on talent management and increased the pay of women across the firm such that there is now no gender pay gap for women.  They have achieved this through more regular reporting, lateral hire pay analysis, cutting engagement survey data by gender to gain deeper insights than numbers alone can.   An innovative talent management framework allows Simpson Grierson to evaluate both performance, which not only highlights star performers for rewards and remuneration, but also potential.   This has helped the firm to support its emerging female leaders by accelerating their development and raising their profiles internally and externally.  Simpson Grierson is regularly asked to talk about their diversity practices at conferences and via speaking engagements and has won 13 separate awards for their work in diversity over the past two years.

Youthtown Inc – Silver Winner

A rising star in the equal pay space, this not for profit shows outstanding leadership in the charity sector as Youthtown recognises that fairness, diversity and inclusion have many positive impacts. With CEO buy-in, the team has done a remarkable job of implementing best practice initiatives with limited organisational resources. Youthtown has used comprehensive audits and analysis to help position their equal pay journey and shape Diversity & Inclusion policies. Today, they operate with workplace flexibility, have remote working policies, flexible workplace practices, recognition and remuneration policies, good parental leave policies, strong back-to-work programmes, talent management pathways and excellent mentoring and training to support career progression.  Next on the plan is unconscious bias training.  The work here is exhaustive, making this an outstanding entry as this charity walks the talk to truly meet their vision and values as a respected community stakeholder.

Guardians of New Zealand Superannuation – Bronze Winner

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

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

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

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

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

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

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.


YWCA Equal Pay Awards 2015 Award Winners

ANZ - Supreme Winner

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, setting the bar high as a progressive, New Zealand employer.

IAG – Gold Winner

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. In addition, IAG supports many community-based programmes including AMI’s “Walking School Bus” programme, Re-New Mothers Trust and Global Women. 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, particularly through the voice of CEO, Jacki Johnson: “There needs to be strong leadership from the top, setting an expectation that everyone needs to behave inclusively.”

Bell Gully – Joint Silver Winner

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.

ERO – Joint Silver Winner

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

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.