Introduction

Te Manatū Whakahiato Ora (the Ministry of Social Development, MSD) has been formally addressing internal gender pay gaps (GPG) since 2017 and tracking gender-ethnic pay gaps (GEPG) since 2018. MSD has been addressing the GEPG since 2021, although it did not become a requirement by Te Kawa Mataaho until after the MSD 2021/22 Gender Ethnic Pay Gap Action Plan was published.

MSD has a higher representation of Māori, Pacific, Asian and MELAA (Middle Eastern, Latin American and African) employees than the working age population of Aotearoa (see Figure 1). MSD’s diversity is spread across many roles around the country. We see some occupational clustering in core roles with a large proportion of women – specifically non-European women – working in core roles such as Customer Service Representatives, Case Managers and Service Delivery Managers. Allowing for a margin of +/-3 percent, there are no pay gaps in core roles where people are undertaking work of a comparable value (like-for-like).

Figure 1. The five major ethnicities of Aotearoa broken down by MSD ^[1], Public Service and Aotearoa’s working age population ^[2]

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^{[1] As at 1 July 2022}

^{[2] Te Kawa Mataaho (30 June 2022), Workforce Data – Ethnicity in the Public Service, including Aotearoa’s working age population.
Workforce Data — Ethnicity in the Public Service - Te Kawa Mataaho Public Service Commission}

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