Page 55

Part B – Findings and conclusion

80 60 40 20 0

Distribution by Gender (Academic staff) Female Male

Distribution by Gender (General staff)

100

Gender split for each grade

Gender split by job title

100

Female 80

Male

60 40 20 0 A

B

C

D

E

F

G

H

I

Job Grade

Figure 7: Distribution of employees by gender within each academic position and general grade

Exploring the issue The Pay and Employment Equity Taskforce identified three main workplace factors as contributing to the gender pay gap, namely: The jobs that women do: The location of women in the workforce – their occupations (horizontal inequality) and their positions in those occupations (vertical inequality) How jobs are valued: women paid less than men for doing the same job or job of equal value, undervaluing of female-intensive occupations How jobs are organized: The interaction of the structure of paid work and women’s choices and progression (especially in respect to family responsibilities).43 All these factors have been identified as being present at the University to a greater or lesser extent, and constitute the remaining gender equity issues discussed next. The expectation is that the result of addressing the full ‘set’ of ten gender equity issues will be a reduction in the gender pay gap at Massey University.

43

See 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.27.

53

Profile for Tertiary Education Union

Massey PaEE Review Final Report  

http://teu.ac.nz/wp-content/uploads/2009/02/Massey-PaEE-Review-Report-Final-Report.pdf

Massey PaEE Review Final Report  

http://teu.ac.nz/wp-content/uploads/2009/02/Massey-PaEE-Review-Report-Final-Report.pdf

Profile for nzteu
Advertisement