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2024 Kia Toipoto and Papa Pounamu Plan (2023)
The Ministry is committed to priorities that support all kaimahi staff to achieve their full potential by fostering a work environment that is free from bias.
Resource
Manatū Wāhine Ministry for Women Annual Report for The Year ended 30 June 2023
Read the Manatū Wāhine Ministry for Women's Annual Report for the year ended 30 June 2023. If you would like a hard copy of this report, email info@women.govt.nz.
Resource
Kia Toipoto (Public Service Action Plan 2022-2024) - Ministry for Women (2022)
The Ministry for Women is committed to ensuring all employees are able to achieve their full potential, by fostering a work environment that is free from all gender-based inequalities in line with Kia Toipoto: the Public Service Gender Pay Gap 2021
Resource
Manatū Wāhine Ministry for Women Annual Report for The Year ended 30 June 2022
Read the Manatū Wāhine Ministry for Women's Annual Report for the year ended 30 June 2022. If you would like a hard copy of this report, email info@women.govt.nz.
Resource
The economic rationales for narrowing the Gender Pay Gap (2006)
This paper discusses the extent to which the gender pay gap represents inequities, and the approach that governments should take to improve the relative pay of women, are much debated within economics and public policy.
Resource
Manatū Wāhine Ministry for Women Annual Report for The Year ended 30 June 2021
Read Manatū Wāhine Ministry for Women's Annual Report for the year ended 30th June 2021. If you would like a hard copy of this report, please email info@women.govt.nz
Resource
Manatū Wāhine Ministry for Women Annual Report for The Year Ended 30 June 2015
Read Manatū Wāhine Ministry for Women's Annual Report for the year ended 30 June 2015. If you would like a hard copy of this report please email info@women.govt.nz.
Resource
Manatū Wāhine Ministry for Women Annual Report for The Year Ended 30 June 2014
Read Manatū Wāhine Ministry for Women's Annual Report for the year ending 30 June 2014.
Resource
Gender Pay Action Plan 2021 (2021)
The Ministry for Women is committed to ensuring all employees are able to achieve their full potential, by fostering a work environment that is free from all gender-based inequalities in line with the Public Service Gender Pay Principles and the Public
Resource
Gender Pay Action Plan 2020-2021 (2020)
The Ministry for Women is committed to ensuring all employees are able to achieve their full potential, by fostering a work environment that is free from all gender-based inequalities in line with the Public Service Gender Pay Principles and the Public
Resource
Manatū Wāhine Ministry for Women Annual Report for The Year Ended 30 June 2020
Read Manatū Wāhine Ministry for Women's Annual Report for the year ended 30th June 2020.
Resource
Manatū Wāhine Ministry for Women Annual Report for The Year ended 30 June 2019
Read Manatū Wāhine Ministry for Women's Annual Report for the year ended 30 June 2019.
Resource
Gender Pay Action Plan 2018-2020 (2018)
The Ministry developed a 2018-2020 Gender Pay Action Plan. This was updated in 2020 and 2021.
Resource
Eliminating the Public Service Gender Pay Gap 2018-2020
The Government has committed to eliminating the gender pay gap within the public service, with substantial progress within this parliamentary term.
Resource
Manatū Wāhine Ministry for Women Annual Report for The Year ended 30 June 2018
Read Manatū Wāhine Ministry for Women's Annual Report for the year ended 30th June 2018.
Resource
A just and practical pay equity framework (2018)
This factsheet provides a simple and accessible overview of the process to address systemic sex-based pay discrimination across female-dominated industries.
Resource
Parenthood and Labour Market Outcomes (2018)
This research paper, Parenthood and labour market outcomes, is an initial exploration of what we can learn about the drivers of the gender pay gap in New Zealand from combining administrative wage data, birth records, and…
Resource
Gender Pay Principles (2018)
The Gender Pay Principles will guide all government work on gender pay. They were developed by a bi-partite working group of state sector unions and agencies to ensure working environments in the state sector are free from gender-based inequalities.
Resource
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