Diagnosing Equity Issues: The Pay and Employment Equity Reviews
The Department of Labour’s Pay and Employment Equity Unit has produced a pay and employment equity review process, and a supporting workbook. This process will assist organisations in undertaking gender equity reviews, as part of the Government’s Pay and Employment Equity Plan of Action. The workbook provides a structured sequence of enquiry for diagnosing gender equity issues in organisations.
This review process can also be tailored by organisations to produce a workplace profile on a range of ‘good employer’/EEO issues.
The review asks organisations to assess their success in providing pay and employment equity against three key indicators:
- Women and men have an equitable share of rewards
- women and men participate equitably in all areas of the organisation, and
- women and men are treated with respect and fairness.
Each of the above indicators has four or five questions targeting key aspects of the indicator, and each key question is supported by a range of possible prompt questions which allow organisations to examine equity dimensions in more detail.
The review involves a six step process that helps organisations to identify the issues to investigate, and undertake a preliminary analysis, then a more rigorous follow-up analysis; provides for a validation process across the organisation; results in the preparation of a review report of issues raised and discussed, and a response plan of issues for the organisation. These can either be responded to within the current work programme, or may require additional information or resources to resolve.
It is important to note that while the Pay and Employment Equity review workbook specifically covers ‘gender equity’ issues, the review process can be tailored by organisations to cover a broader range of diversity/EEO groups, such as Māori, other ethnicities, those with a disability, and other groups.
The review process also includes participation from staff within the organisation, through their involvement on a review committee and wider participation in the review validation process.
The pay and employment equity review process will also contribute to Crown entities' ‘good employer’ annual reporting requirements contained in the Crown Entities Act 2004.
