Gender Equity Toolkit.
Working for Gender Equity in Union.
This toolkit provides you with the information and support you need to build collective action towards gender equity in your workplace. It includes tips, tricks, and resources to use in your union mahi. If you'd like to find out more about the TEU Women’s Network, click here.
Any serious shift towards more sustainable societies has to include gender equality
Helen Clark, Former NZ Prime Minister
Equal Pay, Pay Equity, Gender Pay Gap, Pay Parity
Often these terms are used interchangeably, however, in law and practice they mean very different things.
What is Equal Pay?
By law no one should be paid a different amount for doing the same work, with the same level of experience and knowledge. The Equal Pay Act was introduced in 1972 making it illegal to pay men and women differently.
Pay Equity means...
In history some work was deemed 'women's work', and considered less than 'men's work', without considering the actual skills needed to do that work. Commonly found in caring types of work as 'caring' is seen as women's work. Pay Equity is recognising and compensating this undervalued work.
What is the Gender Pay Gap?
The gender pay gap is the difference between full time equivalent wages for between and man and women, with no other reason than gender. It is a multi-discipline issue that is based in societal structures, norms and culture and economic structuralism. For wahine Māori and Pasifika intersectionality leads to a greater gender pay gap than Pakeha wahine.
Pay Parity means...
Pay parity is some one doing the same job but in a different sectors for example private sector administrator getting paid more than some one doing the same administrator job in the public sector. Pay parity can also be for industries or sectors eg early childhood educators being paid the same as primary school educators.