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• 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
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• 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.
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• 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
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• 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
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• Gender Pay Action Plan 2018-2020 (2018)

  The Ministry developed a 2018-2020 Gender Pay Action Plan. This was updated in 2020 and 2021.  
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• 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. This pamphlet highlights the action plan for eliminating the public sector gender pay gap 2018-2020.
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• 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.
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• 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 survey data on hours worked and…
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• 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.
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• Closing the Gender Pay Gap - Actions for Employers (2017)

  In New Zealand, on average, a woman earns 9.4 percent less than a man. As an employer, you can play a leading role in closing the gap. Not only your organisation, but the wider economy, will reap the benefits. This booklet is a starting point for…
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• Gender pay gap company profiles (2017)

  In 2017, we commissioned a series of profiles of company CEOs to discuss the gender pay gap. These essays reflect the authors' perspectives and are not Ministry policy documents. 
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• Empirical Evidence of the Gender Pay in New Zealand (2017)

  The research report Empirical evidence of the gender pay gap in New Zealand  (led by Professor Gail Pacheco from AUT) tells us about the factors behind the gender pay gap and helps us focus our efforts. It is the first comprehensive update of the factors…
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• Play fair: Ensuring that men and women are paid and treated fairly in the workplace (2012)

  These guides will assist organisations to assess whether their male and female employees equitably share opportunities to develop and fully participate at work.
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• Closing The Gap: Plenty of Potential Economic Upside (2011)

  A report by Goldman Sachs on the use of women's and men's talents across the economy.
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• New Zealand women’s employment outcomes (2010)

  This report aims to identify the characteristics, pay and working issues for prime-aged (25–54) female employees who work less than full-time in low-paid jobs – in particular, in low-paid jobs in retail, cleaning and residential care.
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• Analysis of Graduate Income Data 2002-2007 by Broad Field of Study (2010)

  The Ministry of Women’s Affairs has completed a limited analysis of male and female graduate incomes using the Student Loans and Allowances Integrated dataset of students who left university between 2001 and 2006.
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• Research on Wages and Costs of Education and Training (2006)

  As part of its mandate to improve the economic independence of New Zealand women, the Ministry is interested in ensuring that information on wages and the costs of education and training in a range of occupations is available, so that young people are a
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