![]() Given the range of causes, the solution is complex. When women return to the paid workforce from career breaks, they often experience difficulty getting their careers back on track. When women work part-time, they are more likely to miss out on more challenging work and professional development opportunities – both of which increase a person’s chances of advancement. Fewer higher-level positions are available on a part-time basis. They accumulate less work experience than men and this can count against them when seeking more responsible or senior positions. When women take career breaks or work part-time it can affect their careers. ![]() Women and men have different patterns of participation in the paid workforce, principally because women spend a greater proportion of their time on unpaid and caring work than men. While discrimination is against the law, bias can affect decisions people make in ways that they’re not aware of. It influences small day-to-day behaviours (like who is called on to offer an opinion or undertake challenging tasks, and whose contributions are positively acknowledged in meetings), as well as decisions on hiring, promotions and setting salaries. The disadvantage is that we do not take all the relevant information into account when making a judgement or decision, which can lead to poor-quality decisions.īias makes it difficult for women to adapt and succeed in workplaces, because, by its nature, it is extremely difficult to detect, by those who benefit and by those who are disadvantaged. The advantages of fast thinking are speed and efficiency. Recent research from Australia found that women are willing to negotiate for pay but men are more likely to get a pay increase when they negotiate.īias occurs when we automatically, and often unconsciously, use shortcuts and stereotypes that distort, generalise, ignore or emphasise information, and is sometimes described as “fast thinking”. These attitudes affect not only the choices men and women make around paid and unpaid work, but also the behaviours of others toward men and women who make choices that are not consistent with these traditional beliefs.ĭifferences in behaviours and choices can include men and women’s willingness to negotiate pay and conditions, and whether employers may treat women differently from men when they do negotiate. There are still deeply held societal attitudes and beliefs about the types of work that are appropriate for men and women, the relative importance of occupations where men or women dominate, and the allocation of unpaid work, like caring for children and housework. Behaviour, attitudes, and biasesĪttitudes, biases and behaviours are interrelated. These are the harder to measure factors, like conscious and unconscious bias – impacting negatively on women’s recruitment and pay advancement – and differences in men’s and women’s choices and behaviours. The majority (80 percent) of the gender pay gap is now driven by what the research calls “unexplained” factors. We now know these factors only explain around 20 percent of the current gender pay gap. In the past, a substantial proportion of the gender pay gap was due to factors such as differences in education, the occupations and industries that men and women work in, or the fact that women are more likely to work part-time. The causes of the gender pay gap are complex. You can find tools to help you measure the gender pay gaps within your organisation, and eliminated gender bias in recruitment and remuneration on the Te Kawa Mataaho Public Service Commission website. These tools were jointly developed by the Ministry for Women, Te Kawa Mataaho, and Stats NZ. Here are the action plans for the public sector agencies. In July 2018, the State Services and Women's Ministers jointly announced an action plan to eliminate the gender pay gap in the public service. The focus of this research was the role of parenthood penalties on the gender pay gap. ![]() In May 2018, the Ministry for Women released further research, Parenthood and labour market outcomes, which explored the drivers of the gender pay gap from combining administrative wage data, birth records, and survey data on hours worked and earnings. In March 2017, the Ministry for Women released the research, Empirical evidence of the gender pay gap in New Zealand, which looked at the causes of the gender pay gap in New Zealand. The table at the bottom of this page shows the levels since 1998. The gender pay gap has reduced since 1998 (16.3 percent), but has stalled in the last decade. On 17 August 2022, StatsNZ announced that the gender pay gap was 9.2 percent. It compares the median hourly earnings of women and men in full and part-time work. ![]() The gender pay gap is a high-level indicator of the difference between women and men’s earnings.
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