Part A â€“ Introduction The review design used at Massey was used in the ITP sector and in the wider public sector. It was an international first in that it focused on all the factors that influence the gender pay gap, including the representation and distribution of men and women in the workforce.
The review process at Massey University The review was conducted between November 2009 and December 2010. It was sponsored by Alan Davis, AVC People and Organisational Development (POD), in partnership with the TEU, represented by Suzanne McNabb. A steering committee clarified the methodology, developed the survey, and selected a review committee. The PaEE review committee, comprising both general and academic staff from the three campuses, met throughout 2010. Significant contributions were made by specialist staff from the University. The review was managed by an independent external contractor, Rae Torrie. The review used a five-step process contained in a Pay and employment equity review workbook for the university sector that addressed the following research questions: What are the gender differences at Massey University? Why are there gender differences? Are the differences explainable and justifiable? What must be done to address gender inequities? How will agreed actions be managed and monitored? Two main sources of data informed the review process: information from the payroll and human resource information system, and data gathered from a staff survey. The committee also considered other relevant internal and external information. In order to compare the work that men and women do, and associated remuneration, it was necessary to be able to establish work that is the same and work that is different but of equal value3. The committee used a classification of occupation tool known as ANZSCO (Australian and New Zealand Standard Classification of Occupations 4) and a pay and employment equity analysis tool (PEEAT) developed by the Department of Labour which provided quantitative information A total of 1784 Massey University staff participated in a Human Ethics Approved, on-line survey conducted by an independent company. Of the 3545 staff invited, 50% responded and were broadly representative of the Universityâ€™s workforce. The initial analysis enabled the committee to develop a preliminary list of issues. The next task was to determine whether the different outcomes for men and women were explainable and
At times within any organisation, job titles are not consistently defined and applied and the same work can have different job
titles, or different work can have the same job titles. Most often within organisations, there is a mixture of some clearly defined work with titles that are consistently applied, and other areas of poorly defined work and/or inconsistent application. 4
ANZSCO is used by Statistics New Zealand as the framework for classifying census data, so provides a useful point of national
comparison should Massey want to do this.