Simply put, pay equity is “the same pay for different work of equal value”. However, the issue is much broader than that, pay inequity is a systemic challenge.
Addressing pay equity involves more than understanding pay levels and using job analysis tools. It requires working across a range of areas, including traditional organisation structures, and addressing long embedded attitudes and customs.
Pay and employment equity cannot be achieved for women or men unless the ways gender is affecting employment are identified and addressed.
Many businesses have objectives to eliminate the gender pay gap altogether within the next few years and it is becoming increasingly important to investigate, understand and report on gender inequity. There is both a business need and an opportunity to focus on the pay and employment equity in your workplace.
We are working alongside organisations such as the Ministry for Women, YWCA and RemNet to look at the best ways we can help organisations address this issue.
Strategic Pay has developed proprietary tools and has the depth of information and expertise to assist organisations to explore and address equity in the workplace. These include: analytical job evaluation methodologies; unbiased, job-related market information and remuneration advice; gender pay equity audit, analysis and investigation techniques and tools. We provide training and assistance to consultants and clients to avoid bias in job evaluation and remuneration processes and policies.
If you would like to discuss how Strategic Pay can support you to address Gender and Pay Equity in your organisation, please get in touch with one of our local consultants.
Upper North Island: CATHY HENDRY>
Lower North Island: LYN BRIESEMAN>
South Island: CATHERINE FITZSIMONS>