Gender differences in pay, super and career progression

A case study of one of the first Public Service agencies to undertake a pay and employment equity review shows gender differences in salaries and participation for some staff linked to their background experience.

The Education Review Office (ERO) has 244 staff distributed over nine branches and its female dominance at 71% of employees reflects the education sector generally. It has 159 review officers among its staff.

The key findings of the pay and employment equity review and the outcomes sought as a result are:

- There was a difference in salaries between male and female review officers that appeared to correlate with having a background in early childhood education. The outcome sought is an elimination of the pay disparity between those with an early childhood background and those with a school background.
- The rates of participation by men in ERO in subsidised superannuation schemes are higher than the rates of participation by women. All staff are to be given information they need to make a decision about joining the scheme.
- Review officers from an early childhood background were less likely than other review officers to have an opportunity to review in sectors other than early childhood. This could impact on pay and progression. The outcome sought is that all reviewers have the opportunity to develop their skills as evaluators who can coordinate in two or more sectors.
- Men are proportionally more likely than women to have access to the opportunities that might lead to career progression. All staff should have access to appropriate professional development opportunities.

Further information and resources about pay and employment equity is at www.dol.govt.nz/services/PayAndEmploymentEquity/resources/case-studies.asp