Transpower New Zealand’s Post

I was very pleased to join Minister for Women, Nicola Grigg, Champions for Change, and Global Women Women to announce the launch of our Gender Pay Gap toolkit yesterday. We now have a common approach for calculating the gender pay gap that private businesses and organisations can pick up and use! This is a big step forward in reducing, and eventually consigning, gender pay gaps to the history books. So many of us are committed to this – and I believe we can make it happen. A big thank you to everyone who helped to inform this approach – and who will continue to play leadership roles as we work to support organisations to calculate, understand and take action to address their gender pay gap. Some businesses and organisations are well down this path – and we acknowledge you for this. Others are just starting out – or thinking about it. Taking that step can seem daunting, uncertain, risky. I ask leaders to lean into this – with the knowledge that we are all in this together. Let’s focus less on the number and more on acknowledging all those organisations who calculate their gender pay gap, understand it, and take steps to address it. Let’s keep our focus here – and encourage a community to come together to make this happen.

The Manatū Wāhine Ministry for Women, New Zealand's new toolkit for tackling the gender pay gap is a great resource to help us collectively make progress. Sport NZ is so pleased to have had the opportunity to contribute to its development!   We know there’s room for improvement on gender equity in our sector. For play, active recreation and sport roles, the median income for men is 14% higher than for women - this gap is larger than the national average of 8.2%.   Check out the toolkit https://lnkd.in/g8k84i_g and gain more insights from our DEI sector workforce report: https://lnkd.in/dz5QbNvQ

Ever wonder about the gender pay gap in your workplace? Addressing and helping to narrow ethnic pay gap and ethnic women pay gap has always been part of our strategic priority to improve economic outcomes for our Ethnic Communities. Check out the newly launched Gender Pay Gap Toolkit from Manatū Wāhine Ministry for Women, New Zealand! This tool helps identify and support organisations in tackling pay disparities, including the ethnic pay gap and the ethnic women’s pay gap.   This initiative promotes fairness and inclusion for all Kiwis, including our diverse Ethnic Communities.   #PayEquity #EthnicCommunities

Today is the European Equal Pay Day - the day, when due to the gender pay gap, women symbolically start working for free compared to their male colleagues. While it's important to draw attention to the gender pay gap, there are many other gender dimensions in the labour market that go beyond pay. Eurofound has been measuring job quality for many years and has developed 7 dimensions for what constitutes quality employment including i) physical environment, ii) work intensity, iii) working time, iv) social environment, v) skills, vi) prospects and vii) earnings. Pay is obviously important to have an immediate quality of life, we should also take time to highlight the other dimensions of quality employment where gender inequality continues! For example taking work intensity, women are more likely to be exposed to emotional demands at the work place such as handling angry clients or resolving emotionally intense situations, compared to male colleagues. On social environment, women, unsurprisingly sadly, report higher instances of adverse social behaviors and threats or harassment at the work place. Even on earnings, it isn't simply a case that men are paid more than women, the increased use of company shares or payments based on company performance typically favour men over women, which is widening the gender pay gap. You can read more about the gendered dimension of work from Eurofound below: https://lnkd.in/e6r_ra8A In short, yes let's work towards closing the gender pay gap, but let's not forget other gendered dimensions of work too! #genderpaygap #equalpayday #EuropeanEqualPayDay #SocialRights #GenderEquality

Today we mark the European #EqualPayDay 👩💼⚖️👨💼   'Fun' fact: each year, the date to raise awareness on the topic shifts based on the latest figures of the persistent gender pay gap.   What does this mean for European women in 2024? As of today, they will be 'working for free' until the end of the year. ❗️   Equal pay should be the standard, yet we have a long way to go. Let's balance the scales. It's long overdue!   Equal work = equal pay   💡 More information on the latest European statistics: https://lnkd.in/dwqUv-QS   #GenderEquality #EUEqualPayDay

𝗘𝗾𝘂𝗮𝗹 𝗣𝗮𝘆 𝗗𝗮𝘆 𝟮𝟬𝟮𝟰 𝗣𝗼𝗹𝗹 𝗥𝗲𝘀𝘂𝗹𝘁𝘀 𝗔𝗿𝗲 𝗜𝗻! Last Wednesday marked Equal Pay Day 2024, highlighting the persistent gender pay gap in the UK. At The Pipeline, we asked YOU: "𝗪𝗵𝗮𝘁 𝗱𝗼 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸 𝗶𝘀 𝘁𝗵𝗲 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝗯𝗮𝗿𝗿𝗶𝗲𝗿 𝘁𝗼 𝗰𝗹𝗼𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗴𝗲𝗻𝗱𝗲𝗿 𝗽𝗮𝘆 𝗴𝗮𝗽 𝗶𝗻 𝘁𝗵𝗲 𝗨𝗞?" The options were: 1️⃣ Lack of transparency in pay 2️⃣ Few women in leadership 3️⃣ Low flexible work support Swipe through to discover what the LinkedIn community thinks are the key challenges to achieving pay parity. Thank you to everyone who participated and shared your insights. Your input is invaluable in our mission to empower organisations to take meaningful steps toward equality. Q: What actions do YOU think organisations can take to address these barriers and close the gap for good? Share your thoughts below! #EqualPayDay #GenderPayGap #GenderEquality

Today is Equal Pay Day, a powerful reminder that the gender pay gap still exists. On average, women earn 16% less than their male counterparts, highlighting the need for change. . The wage gap isn't just a statistic; it reflects systemic issues that impact the financial well-being of women across all industries. It's time to break the barriers and strive for equality in the workplace! . Let's use today to raise awareness, spark conversations, and advocate for policies that promote fair and equal pay for everyone. Every step counts in the journey towards closing the gap and building a more inclusive future. . #EqualPayDay #CloseTheGap #EqualPayForEqualWork #GenderEquality #PayEquity #WorkplaceEquality

Happy International Women’s Day 👱♀️🌺 This year I wanted to write a post to celebrate Reshma Saujani, Founder of Girls Who Code & Moms First. She advocates for closing the gender pay gap and creating workplaces that are equitable for mothers. And listening to her speak… well, I could do that all day 🔥 “ The pay gap isn’t just about negotiating a better salary. It’s about addressing the social constructs that diminish women’s value in the first place… Together, we must do the hard work of questioning our own biases that deem women’s work less valuable. Only then will we build a future where our next generation of girls will prosper. “ There’s still a long way to go but with moves on the Pay Transparency Directive (to be fully transposed into Irish law by 7th June 2026) it’s a time to be thankful for all of the strong women, like Reshma, who proactively speak up to bring about change and equality for women in the workplace 🫶 #iwd2024 #inspireinclusion #womensupportingwomen

Vertas Group is proudly working towards workplace equity. We know transparency is important, and that’s why we’re pleased to share our latest gender pay gap (GPG) report here: https://lnkd.in/egftaWye. Firstly, we want to reiterate that we do not pay people differently based on gender. However, we acknowledge a pay gap can persist due to various factors. We published our GPG report earlier this year, revealing some important insights. While our GPG has remained low for the 6th consecutive year, we’ve seen a slight increase in the median GPG to 2.8% and a similar uptick in the mean GPG to 10.5% for 2024. 📊 💪 It’s important to note that our GPG figures are significantly lower than the UK averages, highlighting our ongoing commitment to equality. We’re using this data to inform positive change, focusing on three key areas: recruitment, community, and development. To find out how we're closing the gap, visit our website here: https://lnkd.in/egftaWye. #GenderEquality #EqualPay #DiversityandInclusion #Transparency

📣 In Case You Missed It! 📣 Did you know that Jersey’s gender pay gap has stayed at a staggering 14%, with older employees in financial and legal sectors facing a massive 74% gap? 😮 Our latest blog dives into why this issue matters now more than ever – for businesses, equality, and Jersey's future. Discover: 🔍 How Jersey compares to other regions on gender pay gap reporting ⚖️ The business benefits of tackling pay inequality 💡 Practical steps to reduce the gap and get ahead of upcoming regulations It’s not just a compliance issue—it’s about fairness and driving real change in our workplaces. 🔗 Read the full blog and learn how your organisation can make a difference: https://lnkd.in/eQJ6TiQk How is your company addressing the gender pay gap? Let’s share ideas and inspire action! 💬👇 #GenderPayGap #PayEquality #JerseyBusiness #DiversityAndInclusion #WorkplaceEquity