Gender Pay Gap

Here at the FMA we are committed to meeting the milestones of Kia Toipoto - the Public Service Gender, Māori, Pacific, and Ethnic Pay Gaps Action Plan 2024-25.

Our organisation aims to be a diverse, inclusive, and equitable workplace for all. We are committed to reducing our pay gaps and ensuring the FMA is a fair and equal place for all employees. Our commitment to Kia Toipoto and all aspects of Diversity, Equity, and Inclusion (DEI) are a continuous journey without a defined conclusion. This means we will continue working with our kaimahi to understand what matters most to them and how we can improve.

While we have made significant progress over the past year, we recognise that our journey towards creating a fully inclusive and equitable workplace is ongoing. The steps we have taken, ranging from addressing gender pay gaps and enhancing our DEI initiatives, to expanding employee benefits and better supporting our people embarking on parenthood, reflect our dedication to continuous improvement.

As of 1 July 2024, our overall organisation gender pay gap (based on the median hourly rate, including the CE) is 4.45%. Since our first Kia Toipoto action plan published 15 March 2023, our gender pay gap has reduced by 5.55%. We are committed to updating this statistic biannually. Specifically, we will update it following our mid-financial year promotion round, effective January 1, and our annual pay review cycle, effective July 1.

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 have insufficient ethnic data in relation to our employees to publish ethnic pay gaps. We have used the data we have available and employee engagement to develop our first Kia Toipoto Action Plan.

View the FMA Kia Toipoto - the Public Service Gender, Māori, Pacific, and Ethnic Pay Gaps Action Plan 2024-2025, PDF

Related

Kia Toipoto - 2021-24, PDF