Te Tari Taake Inland Revenue has been working over a number of years to ensure gender and ethnicity are not a determining factor in what people get paid.
The drivers of our gender and ethnic pay gaps relate to representation. This means that although we have diversity within our frontline roles and lower paid roles, the level of diversity reduces in higher paid, more senior or influential roles.
Inland Revenue currently has a Māori pay gap of 8.7%. This pay gap is driven by representation, although we have high representation within our frontline and lower paid roles, the levels of Māori reduce in higher paid, more senior or influential roles.
Average pay for tāne Māori ($100,150) and wāhine Māori ($79,820):
- Data collected over the last 3 years on pay and ethnic identity, indicate Māori pay gaps have steadily declined from 2021 to 2023, for both wāhine and tāne Māori.
- Considering Māori representation has remained relatively steady at around 12%, the decline in pay gap is a positive indication the initiatives put in place for Māori have had an effect.
| Year (ending 30 June) | Māori | Wāhine Māori | Tāne Māori |
|---|---|---|---|
| 2021 | 12.8% | 25.8% | 8.9% |
| 2022 | 10.9% | 25.2% | 4.9% |
| 2023 | 8.7% | 22.5% | 2.8% |
| Gender | Average pay |
|---|---|
| Tāne Māori | $100,150 |
| Wāhine Māori | $79,820 |
| Ethnicity | |
|---|---|
| Pacific Peoples | 13.3% |
| Asian | 12.7% |
| MELAA | 9.1% |
| Māori | 8.7% |
| European | -21.4% |
Our analysis shows that there are no unexplained pay gaps within same or similar roles. We continue to periodically review this data as the population shifts to ensure no pay gaps are created.