Pay and Employment Equity Review Report and Action Plan
Executive Summary This Pay and Employment Equity (PaEE) Review Report and Action Plan provides the ViceChancellor, Senior Leadership Team, the Tertiary Education Union (TEU), and all staff with information on the status of gender equity in relation to pay and employment at Massey University and a strategy for steps to progress gender equity. The review, as an integral part of the University’s Road to 2020 strategy for women and leadership and equal employment opportunity, provides baseline gender data against which the effectiveness of future actions can be measured. The report is in four parts: an introduction incorporating background information, key facts about Massey University, the review process and methodology the findings and conclusions, including staff profile by gender, what the university is doing well, the gender equity issues that have been found (with supporting evidence) an action plan and appendices. Supplementary papers are also available on the University’s website.
Background Nationally and internationally, strategies have been undertaken to address gender inequities and reduce the gender pay gap. In 2004, the Pay and Employment Taskforce Report noted a ‘persistent and troubling gender pay gap’ in New Zealand, despite legislative initiatives.1 The Government committed to a 5-year Plan of Action. Phase One included PaEE reviews being undertaken and response plans developed in all organisations in the core public service and in the public health and education sectors. Massey University’s commitment to undertake a PaEE review, the first in the university sector, followed 16 reviews in Institutes of Technology and Polytechnics (ITPs) and one Wānanga undertaken from 2007 to 2009. All the pay and employment equity reviews (approximately 100) were designed as a tripartite2 process to investigate systematically whether men and women have equitable outcomes and experiences in employment assessed against three equity indicators: Women and men have an equitable share of rewards Women and men participate equitably in all areas of the organisation Women and men are treated with respect and fairness.
Department of Labour (2004). Report of the Taskforce on Pay and Employment Equity in the Public Service, and the Public Health and Public Education Sectors, p. 1. 2
A partnership of employees, employers and relevant unions.