New data indicate 'inconsistency' in DEI implementation
Women in New Zealand still feel disadvantaged when it comes to compensation and career opportunities compared to their male counterparts, according to new findings from Randstad NZ.
It found inconsistencies when it comes to progress in pay equity, where only 50% of the workforce feel their organisation provides equal pay for equal work.
Among those who don't feel their organisation provides equal pay, 25% were women compared to 14% of men, according to the report.
And only 43% of women feel adequately compensated at work, lower than 55% of men who feel the same way.
Another 43% of women further said they had not received any inflation compensation from their employer, much higher than the 33% of men who shared similar sentiments.
The findings demonstrate prevalent disparity when it comes to equal pay in New Zealand, where the gender pay gap is at 8.2% as of June 2024.
In addition, the report found that 20% of women feel their managers are not fair when it comes to career advancement.
One-third (35%) of respondents who identify as part of an underrepresented group also said that they faced career obstacles based on their identity, according to the report.
Sarah Bills, country director at Randstad New Zealand, said the findings indicate "inconsistency" in how diversity, equity, and inclusion strategies are delivered in organisations.
"While some companies have made significant progress, others are still lagging, resulting in a mixed bag of progress," Bills said in a statement. "What we are seeing in many organisations is that while the strategic intent is there, this is not translating into measurable action."
Bills said more work is needed at the hiring level to ensure that hiring managers have the tools and training needed to recruit candidates that better reflect communities amid the risk of structural talent shortages.
"It is imperative that employers consider their longer-term effort to ensure that they can attract talent from a diverse range of society to address those structural shortages," Bills said.
"Evident in our research, there is still more that employers can do to level the playing field and ensure they are offering equity of access to opportunities for all employees."
