Te Mahere Mahi Rerekētanga Ira Tāngata,
Pay Gaps Action Plan

We're committed to giving effect to Te Mana o te Wai and upholding Te Tiriti o Waitangi.

Partnership and participation, as intended by Te Tiriti o Waitangi, promotes inclusive practice, a culture of equity, opportunity and achievement for Māori, and for all people.

We're developing our detailed Pay Gaps Action Plan to ensure pay equity. Our Action Plan will focus on the 6 Kia Toipoto milestones along with a Taumata Arowai specific milestone of building a sense of belonging. 

You can read about our Pay Gaps Action Plan in the sections below or download it here.  

Our Pay Gaps Action Plan


Kia Toipoto goals

Kia Toipoto, the Public Service Pay Gaps Action Plan 2021–2024, has three goals, which are to:

  • Make substantial progress towards closing gender, Māori, Pacific, and ethnic pay gaps.
  • Accelerate progress for wāhine Māori, Pacific women, and women from ethnic communities.
  • Create fairer workplaces for all, including disabled people and members of rainbow communities.

Kia Toipoto milestones

Kia Toipoto identifies clear milestones through to 2024, which are:

  • Te Pono - Transparency.
  • Ngā Hua Tōkeke mō te Utu - Equitable pay outcomes.
  • Te whai kanohi i ngā taumata katoa - Leadership and representation.
  • Te Whakawhanaketanga i te Aramahi - Effective Career and leadership development.
  • Te whakakore i te katoa o ngā momo whakatoihara, haukume anō hoki - Eliminating all forms of bias and discrimination.
  • Te Taunoa o te Mahi Pīngore - Flexible-work-by-default.

Benefits of closing the gaps

  • Access to wider talent pool, and better kaimahi attraction and retention.
  • Greater kaimahi engagement and satisfaction.
  • Creates an inclusive workplace culture, where kaimahi have a sense of belonging and self-worth.
  • Diverse leadership, and better quality decision-making.
  • Increased overall organisational performance.
  • Ability to be more innovative.
  • Increased sector resilience.
  • Improved competitiveness.
  • Improved organisational brand.
  • Increased knowledge sharing and development opportunities.

Why this mahi (work)?

  • Fair and equitable pay is a fundamental human right.
  • The gender and ethnic pay gap indicates workplace inequity. It shows us there is an imbalance within our policies, processes and systems and decision making that either favours or disadvantages employees without justification.
  • Developing and implementing a strategy and action plan to close the pay gaps for both gender and ethnicity, and preventing their occurrence, is a way that we can address this inequity in our workplace and support all our kaimahi to succeed.
  • This will help eliminate gender and ethnic bias and discrimination within our policies, processes, culture and decisions.
  • With focused attention to address the existing issues we will establish ways of working that foster diversity, inclusion and belonging.
  • Our aim is that all kaimahi will be able to reach their full potential. Our kaimahi will experience a working environment that is supportive of them, their individual and collective perspectives, needs and goals.
  • As a new organisation we have an opportunity to start well.

Our approach

We are committed to giving effect to Te Mana o te Wai and upholding Te Tiriti o Waitangi. Partnership and participation, as intended by Te Tiriti o Waitangi (article 1 & 3), promotes inclusive practice, a culture of equity, opportunity and achievement for Māori, and for all people. We will work collaboratively, reflecting our tikanga and whakataukī .

In addition to the Kia Toipoto milestones above, we will prioritise our identified need to build a sense of belonging and community, founded on our whakapapa.

In the development and action of our Pay Gap Action Plan (Plan), we will engage with our people to develop our strategies and ensure our systems, policies and processes reflect the uniqueness of our kaimahi .

To develop our Plan we reviewed our workforce data with a gender, ethnicity, disability and rainbow lens to identify opportunities to address pay gaps, inequities, bias and discrimination.

Our Pay Gap Journey

About us

Ko wai mātou | Who are we?

Taumata Arowai serves as a reflection point between wai and tāngata, people and water and their connection. We operate with core tikanga which are woven into the way we work and connect with each other.

  • Kāwanatanga – We will model positive partnerships and behaviours in our relationships.
  • Kaitiakitanga – We will protect the health of water as it applies to our functions, powers and duties.
  • Manaakitanga – We will act to support a mana-enhancing way to achieve longterm intergenerational sustainability.

We are committed to being a fair employer, open to conversations, and dedicated to eliminating pay gaps. To do this we are guided by our three whakataukī:

  • Karangahia ngā ope – Be the voice of welcome.
  • Whāngaia te iwi – Sustain the tangata.
  • Ka hoki kōmuri ngā whakaaro kia anga whakamua te titiro – Turn our minds to the past to determine our way forward.

Ko wai tō tātou iwi | Who are our people?

We can see from our kaimahi data:

  • We have achieved 50% minimum representation of women in leadership.
  • Our data indicates that we are well below the public service gender pay gap average of 7.7%.
  • Our workforce is predominantly female.
  • The most represented ethnicity is NZ Euro/Pakeha.
  • Our most ethnically diverse cohorts are our advisor and point of entry level roles.
  • We have a relatively even cover of ethnic diversity across each of our business rōpū.
  • We are considering how to incorporate data collection for our contractor kaimahi.

Understanding our pay gaps

We all come with our lived experiences, perspectives and biases and bring these to our mahi . Our world view is shaped by our lived experiences and influenced by society.

Taumata Arowai was formally established in 2021, yet we already have an organisation with indications of gender and ethnic pay gaps. Early intervention is key to preventing the ‘normalising’ of these issues which can lead to long term discrimination.

As a small organisation, each new appointment strongly affects our Pay Gap. We plan to focus on our pay gap drivers and plan to address and measure outcomes of these.  Due to our small size, we do not meet the threshold for statistically robust data as advised by Statistics NZ and Te Kawa Mataaho Public Service Commission, and therefore are unable to publish our data on Māori, Pacific and ethnic pay gaps. We are still able to use our data to help shape our story about where we are and how we can get to our goal. We plan to focus on understanding our different pay gap drivers and plan to address these through our action plan, and monitor and measure for equitable outcomes.

Our pay gaps

As at 31 December 2022, the Gender Pay Gap at Taumata Arowai was -2% compared with 7.7% in the Public Sector.

We are well under the Public Sector Gender Pay Gap, and have seen good progress through the implementation of interventions such as real-time pay gap analysis for hiring managers, and starting salary guidance.

We need to emphasise and strengthen our approach to gender balanced selection and recruitment, particularly as our organisation continues to grow.

Our gender pay gap drivers

Female representation is higher for roles across our lowest pay bands, these are typically considered point of entry roles. We are seeing a higher proportion of female  employees paid below the median pay for these pay bands than their male counterparts.

We have a greater representation of female kaimahi across our higher pay bands. There are three distinct subsections within this group, and we are seeing female kaimahi paid at a higher rate across our senior advisor roles. While male kaimahi are paid at a higher rate for both our lower and upper subsections of our higher pay bands.

Overall, we have greater representation of female kaimahi across our organisation and within our recruitment rounds, due to a high volume of applications from female candidates.

Māori, Pacific and ethnic pay gaps

Though we do not meet the threshold for statistically robust data, we are continuing to monitor and use our data to understand our Māori and ethnic pay gap issues and work to address these in our Plan.