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You’ll find the criteria here, and tips and resources you can use for implementing the 5 sections of the GenderTick below.
The gender pay gap in 2020 in Aotearoa is 9.3% (although some calculate it as more than this if including bonuses). For Maori and Pasifika women it is much more.
The Ministry for Women have a great tool, which helps figure out your gender pay gap, and takes into account the differences in women: https://women.govt.nz/gpg
Strategic Pay also offer a free and easy-to-use tool to analyse your gender pay gap.
It’s also important to gather data to find out your gender pay gap for Māori (and other ethnicities). The Human Rights Commission is currently working in this area, you can find more information here.
It’s important to have a 40-40-20% (40% women, 40% men, 20% non-binary, women, or men) split both at SLT and at board level.
This is not something that can be changed overnight, but putting in a contingency plan with time-bound targets is important.
Fathers taking parental leave has huge implications on gender equality. In New Zealand, less than 2% of parental leave is taken by fathers, and increasing this figure not only has positive impacts on childcare, it also positively affects other unpaid work, relationships, child development, career opportunities, household income, and domestic abuse.
It’s important that parental leave is paid regularly throughout the leave period rather than in lump sums so it’s not taxed at a higher rate.
Employees are not going to seek support if they don’t know how, so make sure your sexual harassment policies and procedures are easily accessible and regularly talked about.
Both gender harassment and trans harassment have huge impacts on employee wellbeing and productivity, so measuring them will help you put in place initiatives to reduce this happening. Organisations often do this as part of their quarterly/6 monthly engagement survey.
Gender mainstreaming has been used in Europe for years, and is now starting to be used in Aotearoa. The Ministry for Women have created an excellent tool called ‘Bringing Gender In’ to help organisations implement gender mainstreaming.
Supporting employees transitioning or who have transitioned genders is something that some organisations have been doing in an ad hoc way for a long time, but this needs to be put into a policy.
And, just as important, provide basic hygiene for all employees is also vital. Providing sanitary products should be part of what every organisation does, it is also good for business, and it plays a part in reducing period poverty throughout Aotearoa. Dignity are a great organisation who can help you with this.
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