“If you are running a charity or not-for-profit with fewer than 20 employees and many volunteers, you are probably trying to do a million things at once … if you haven’t got the capacity or capability, then seek some expert advice, or talk to others who have addressed the gap, and do it as part of an overall strategy aimed at fairness and inclusion.”
Paula Kearns, Chief Executive Officer, Youthtown
A policy links the plan to your goals
A workplace gender equality policy starts the ball rolling and keeps everyone on track. It could be part of a larger diversity and inclusion policy, or a statement from leadership about your organisation’s commitment. Any policy should have a framework for accountability.
There are a number of New Zealand and international sources for examples of plans to lower the gender pay gap and increase diversity and inclusion.
• Diversity Works NZ has policy templates
• the Ministry for Women has interviewed New Zealand company leaders that are addressing their gender pay gaps. They are a good source of policies, plans, and examples.
- the Diversity Awards , Equal Pay Awards , and the White Camelia Awards also have examples of good practice.
What gets measured gets done
An effective plan is based on your organisation’s data. It will have measurable objectives with regular and transparent reporting on targets and clear accountabilities.
The targets or objectives could relate to:
- reducing your gender pay gaps
- women in leadership roles
- recruitment and retention of women from a range of ethnic groups
staff taking unconscious bias training
- men and women taking up flexible working and parental leave.
It takes time
Closing your gender pay gap needs action at all levels of your organisation. In the medium term, integrate your gender equality policy into business as usual, to give it longevity.
Other actions for employers
Analyse your data