Inland Revenue Te Tari Taake has continued to take deliberate action to ensure gender and ethnicity are not a determining factor in what people get paid.
The drivers of our gender and ethnic pay gaps relate to representation. This means that although we have diversity within our frontline roles and lower paid roles, the level of diversity reduces in higher paid, more senior or influential roles.
The current average gender pay gap is 14.6%. This has reduced from 20.6% since 2016. Our analysis shows the following:
- There are minimal like-for-like gender pay differences within roles.
- Where the average salary differs within roles, this can be attributed to factors such as capability, tenure or length of time in roles.
- Our gender balance across male and female in leadership is at levels we are satisfied with, and we aim to maintain this.
When referring to gender pay, the measurements do not include employees that identify outside the gender binary, due to limited numbers and the risk associated with publishing figures that may cause individual employee data to be identified.
| Year | Average | Median |
|---|---|---|
| 2016 | 20.6% | 24.7% |
| 2017 | 19.6% | 24.2% |
| 2018 | 19.4% | 24.5% |
| 2019 | 18.8% | 25.8% |
| 2020 | 17.9% | 26.1% |
| 2021 | 18.3% | 23.8% |
| 2022 | 17.7% | 23.0% |
| 2023 | 15.8% | 21.6% |
| 2024 | 14.6% | 20.9% |
The median gender pay gap has decreased by 3.8% and the average pay gap has decreased by 6% since 2016.
The gender pay gap is driven by representation.
There is a high proportion of women in frontline and lower paid roles at almost 70%, for example, Customer Service Officers. We do not intend to force a change here, but see this as an opportunity for women to enter the organisation and create a pipeline for future talent. For this reason, Inland Revenue Te Tari Taake is likely to always have a gender pay gap of >10%.
Our pay gap is not driven by within-role difference but by uneven representation across roles. Women are less represented than men in roles earning above $150,000.
At senior leadership level (tiers 1-3) female representation is 54%, management level (tiers 4-5) is 46%, and team lead level is 66% (as at 30 June 2024). Female representation has increased for management and team lead roles, but has decreased for senior management roles since 2023.
| Role | Representation | Change since 2023 |
|---|---|---|
| Staff | 68% | No change |
| Team Leader | 66% | +1% |
| Management | 46% | +1% |
| Senior Management | 54% | -9% |
| Salary group | Representation 2023 | Representation 2024 |
|---|---|---|
| Less than 75.000 | 74.0% | 72.0% |
| 75,000-100,000 | 70.8% | 72.0% |
| 100,000-125,000 | 61.3% | 62.0% |
| 125,000-150,000 | 53.6% | 55.0% |
| 150,000-175,000 | 41.5% | 49.0% |
| 175,000-200,000 | 41.2% | 39.0% |
| 200,000+ | 42.3% | 44.0% |
Female representation begins to drop below 50% for roles above $150,000. Generally there has been an improvement year-on-year. Since 2021, the remuneration point where female representation dips below 50% is getting higher.