Kia Toipoto

Our organisation is committed to meeting the milestones of Kia Toipoto—the Public Service Gender, Māori, Pacific, and Ethnic Pay Gaps Action Plan 2021-24.

The PCO’s gender pay gap is 9.92%; this figure is based on the average salaries of men and women, including our Executive Leadership Team. As a relatively small organisation, our gender pay gap can fluctuate as people come and go from the organisation. The primary driver of the gender pay gap in the PCO has been identified as occupational segregation (ie lower paid occupations that are predominantly one gender). Addressing the PCO’s gender pay gap has been identified as a key priority in our Workforce Plan for the 2022-2023 year.

Under Kia Toipoto, agencies and entities need at least 20 employees in each comparative group to publish statistically robust pay gaps, while also protecting the privacy of employees. We are a small organisation with insufficient Māori, Pacific, and ethnic employees to publish Māori, Pacific, and ethnic pay gaps. We have, instead, used both the data we have and employee engagement in developing our Kia Toipoto Action Plan.

The PCO way: Toipoto kia Toiora | Closing Gaps for Wellbeing 2022-23

Toipoto kia Toiora represents PCO’s approach to Kia Toipoto. This is PCO’s first plan of this type, and it is based on Te Kawa Mataaho’s guidance on how small organisations can focus their efforts to eliminate pay gaps. Toipoto kia Toiora is designed to work in with (and in support of) PCO’s Organisational Initiatives programme and Workforce Plan. In several areas of the Workforce Plan, opportunities have been identified where a review of people-related systems, policies, and processes is required. The "lens" of Toipoto kia Toiora will be applied concurrently in these instances as scheduled activities progress.  

View Toipoto kia Toiora | Closing Gaps for Wellbeing 2022-23 (PDF 248KB) »