IR works to ensure our people represent all the communities we serve, which is why our customer-facing workforce is highly diverse. Diversity is lower in roles that design policies and services.
You can read more about the work we are doing in IR’s Diversity, Equity and Inclusion report, available at ird.govt.nz. An updated plan will be available in November 2024.
The gender pay gap narrowed again this year, with the median gap sitting at 14.6%.
The gender pay gap has shifted since 2016.
- 2016 - 20.6%
- as at 30 June 2024 - 14.6%
Gender pay differences are minimal in like-for-like roles. However, while there is diversity in frontline and lower-paid roles, diversity reduces in higher-paid, more senior or influential roles.
Frontline roles have very high female representation, which reflects the applicant pool for these roles.
Overall, the ethnicity of our people closely reflects the ethnicity breakdown in the New Zealand working age population. The average pay gap is highest for Pacific Peoples, followed by Asian, Middle Eastern, Latin American, and African people (MELAA) and Māori. Europeans have a negative pay gap, indicating they are receiving higher than average pay.
As with gender, representation is the primary reason for our ethnicity pay gaps. A large proportion of Māori, Pacific Peoples, Asian and MELAA people are in lower-paid roles, and a smaller proportion are in higher-paid roles. There are minimal differences in ethnicity pay in like-for-like roles.
| European | Māori | Asian | Pacific Peoples | MELAA | Other ethnicity |
|---|---|---|---|---|---|
| -26.2% | 7.9% | 16.6% | 13.5% | 9.4% | -15.3% |
Ethnic pay gaps are calculated by comparing the average salaries of people identifying with a group and the average salaries of everyone else who has declared an ethnicity. A negative percentage means the group is paid above the overall average salary, and a positive percentage means they are paid less.