Our Kia Toipoto commitment
The Commission is committed to build fairness, inclusion and representation.
Our Kia Toipoto commitment
We’re committed to Kia Toipoto, the Public Service Commission’s Public Service Pay Gaps Action Plan. We recognise that gender pay equity formed the foundation of Kia Toipoto but that addressing equity pay gaps through the strategy now has a much broader focus.
The Climate Change Commission strives to be a fair workplace for all, including disabled people, members of rainbow communities, and all ethnic groups. We are also committed to having a high degree of transparency on our work on Kia Toipoto.
What is Kia Toipoto?
Kia Toipoto builds on the success of the Public Service Gender Pay Gap Action Plan 2018 – 2021. Kia Toipoto, however, is even more ambitious. It has three key goals, which are to:
- make substantial progress toward closing gender, Māori, Pacific, and ethnic pay gaps
- accelerate progress for wāhine Māori, Pacific women, and women from ethnic communities
- create fairer workplaces for all, including disabled people and members of rainbow communities.
Kia Toipoto comprises six focus areas:
- Te Pono – Transparency
- Ngā Hua Tōkeke mō te Utu – Equitable pay outcomes
- Te whai kanohi i ngā taumata katoa – Leadership and representation
- Te Whakawhanaketanga i te Aramahi – Effective career and leadership development
- Te whakakore i te katoa o ngā momo whakatoihara, haukume anō hoki – Eliminating all forms of bias and discrimination
- Te Taunoa o te Mahi Pīngore – Flexible-work-by-default.
These focus areas are linked to milestones which the Commission will be reporting on as part of our Kia Toipoto Action Plan. More information about Kia Toipoto can be found on the Te Kawa Mataaho website.
Who are our people?
On 18 August 2022 we had 57 fixed-term and permanent employees. 60% of our workforce identify as women, and 40% of our staff identify with an ethnic group other than NZ European.
As we are a small organisation we have to scale and focus our work in a way that reflects our size. This means that to ensure the integrity of our statistics and to preserve the privacy of our employees, we mostly have to provide commentary on our workforce makeup rather than statistics. Any small change in our staffing can have a significant impact on our data – any new recruit, resignation, or staff movement will see our data fluctuate.
Understanding where we are at
Our size means we do not meet the threshold to produce meaningful gender or ethnic pay gap statistics. This is because the guidance states that to calculate all the pay gap measures, an organisation should have more than 100 employees, including a minimum of 20 people in each identified group.
Changes in our staffing (even small changes) can impact significantly on our pay gap statistics and make our figures volatile. Therefore, we have used other information, such as trends, our workforce profile, people data and recruitment statistics, to help indicate our progress. Looking at our information we can see:
- We have more people who identify as women than those who identify as men in our workforce, particularly at Tier 3 & 4. The Commission’s gender makeup is 60% of staff identifying as female and 37% identifying as male. This is reflective of the gender split over the wider public service workforce, which is 64% female and 35% male.
- Analysis at a like-for-like level comparing the same and similar roles shows no pay gap, or an inverse pay gap (in other words, females being paid more) at all levels within the organisation.
- A review of the overall median male salary and median female salary at the Commission did show that the median male salary is higher due to the lower number of males and higher representation of females in the lower pay bands.
- Our ethnic makeup reflects the diversity shown in New Zealand’s last census, with 67% of our staff identifying as NZ European and 40% as non NZ European. This denotes that an individual may identify with more than one ethnicity.
- A review of the median NZ European salary and median non NZ European salary showed a small pay gap.
Actions we have taken so far
- To ensure there are no pay gaps in like for like roles, this comparison is made annually across same or similar roles during the annual remuneration review.
- At remuneration review, all Commission employees are deemed to be performing (unless under formal performance management) to ensure that all employees are moving through pay bands at a comparable rate.
- There are no pay gaps in starting salaries for employees within the same or similar roles – when new appointments are made analysis is completed on where the person should be placed in the band to ensure this decision is free from bias and based on a fair and equitable decision in the context of the remuneration of other staff.
- The Commission attracts a diverse pool of applicants, and this is reflected in appointments made, and further demonstrated by ethnic and gender statistics showing that the gender split at the Commission reflects that of the wider public service workforce, and the ethnic diversity reflects that of the wider New Zealand society.
- The Commission has established new roles that require mātauranga Māori and for these roles in particular have used jobs sites and/or engaged recruiters that have a multicultural team with a network across the digital kūmara and taro vines to ensure a diverse pool of candidates.
- The Commission also values cultural skills in all roles as we acknowledge there are a unique set of skills required to live the commitment we have here in Aotearoa under Te Tiriti o Waitangi, which is weaved through the work of the Commission. We recognise when these cultural skills and competencies are developed and used to ensure the work of the Commission is undertaken in a safe and competent manner. We are working to increase the capability across the Commission in this area and have recently appointed to the role of Kaiwhakahaere Matua Māori who will assist in leading this work.
Where to from here?
The Commission is currently working on its Kia Toipoto Action Plan, by engaging with people across the Commission to identify and describe the drivers of pay gaps, to inform the actions we will take on the Kia Toipoto milestones. The Climate Change Commission will be publishing our Kia Toipoto Action Plan prior to 28 April 2023.