- Our Gender Pay Gap at the time of publishing this report is 16.7%.
- This is a decrease of 3.7% since 2016 and 1.4% since 2021.
- The pay gap change is impacted by concurrent increases in female representation in lower paid roles.
- Female representation has been increasing year-on-year across Inland Revenue.
- Most noted shift in representation is in roles above $162K where we have now achieved gender balance.
- There is an opportunity to focus on roles with pay between $112,000 and $162,000 where representation progress has been slower.
- Based on the percentage of females in leadership roles, the opportunity sits within higher paid technical roles and higher level of roles. For example, Technical Specialist Level 2 and 3.
- There has been a continued increase in representation in senior leadership roles with 57% female representation. This is a 9% increase since 2021 and a 31% increase since 2016.
- Small increases in the number of female staff – showing 68% of our people in non-leadership roles being female.
- Mid-management has the lowest female representation at 46%.
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Last updated:
24 Nov 2022