LINZ's gender pay gap action plan for 2020/21.

Download this action plan as a table format PDF. (PDF 397KB)

Equal pay
Flexible work by default
No bias or discrimination in remuneration systems and human resource practices
Gender balanced leadership

Equal pay

We are committed to equity in pay practices for all our people. 

Equal pay will enable all our people to enjoy equitable treatment where factors like gender do not create inequality or disadvantage.

To progress this in 2019/20 we:

  • Established a LINZ-PSA Gender Pay Gap Working Group to look at the core issues relating to the LINZ gender pay gap and to develop an action plan - achieved
  • Undertook an equal pay assessment looking at male and female rates based on people in the same position which was independently reviewed - achieved
  • Provided guidance to leaders on making the assessments included being aware of the impact of bias – achieved

To embed this in 2020/21 we will:

  • Carry out an annual review of the mean pay rates of all individuals in each pay band (regardless of the nature of the role) based on gender and ethnicity to ensure there is no bias
  • Introduce a common capability set for designing and describing roles at LINZ to support objectivity in terms of remuneration, career progression and talent conversations
  • Examine and review any new remuneration system outcomes developed through the working group process and/or through collective bargaining

Flexible work by default

We will embed flexible by default as part of the way we work here at LINZ. 

The provision of flexibility in working arrangements means we can both retain our current talent and attract new talent while showing respect and care for people in ways that enhance their wellbeing.

To progress this in 2019/20 we:

  • Engaged with our people through Urupounamu (2019) through asking questions to determine current satisfaction and how we might improve flexible arrangements offered - achieved
  • Raised awareness of our flexible work policy - achieved
  • Delivered information and resources to leaders and employees on flexible work - achieved
  • Trialled new ways of working through COVID-19 including remote work - achieved
  • Commenced collecting information on working from home participation to sit alongside other data collected relating to flexible by default to enable baseline reporting and the start of trend analysis – on track

To embed this in 2020/21 we will:

  • Develop a clear Flexible Working Arrangements policy in conjunction with the PSA. This includes commitment to the Flexible-by-default policy and providing clear information to our people so that they can make informed decisions on the options available to them.
  • Develop an approach to collect evaluative information from the full range of perspectives of flexible working arrangements 
  • Develop a training and communications plan to support leaders and employees understand how to make good decisions about flexible working arrangements
  • Convene a working group of people leaders (who are doing this well) to shape guidance for leaders on making flexible working arrangements successful and use this to establish common protocols for flexible working arrangements.

No bias or discrimination in remuneration systems and human resources practices

We will shape our remuneration systems and human resources practices in ways that mean the systems and practices themselves don’t create or propagate bias or discrimination. 

Designing our people systems and process premised on enabling our people means that LINZ can build the right capability and create an inclusive culture.

To progress this in 2019/20 we:

  • Reviewed the remuneration rates of people on parental leave over the previous five years (when they missed out on a remuneration review) and made adjustments - achieved
  • Changed the process for the annual remuneration review to ensure that people on parental leave were eligible for a review - achieved
  • Provided advice on starting rates for new employees to manage gender differences – on track, ongoing 

To embed this in 2020/21 we will:

  • Review and align Human Resource policies to the principles of Manaaki Tangata to ensure equity for all our people
  • Engage with the PSA, our people, and stakeholders on human resource policies to ensure a diverse range of perspectives creates policy that is robust, comprehensive, fair and equitable
  • Undertake a programme of education on LINZ policies, bias and discrimination for LINZ leaders and employees
  • Monitor and review remuneration recommendations in HR on initial appointment to LINZ, promotion or progression to create consistency and transparency around relativities
  • Introduce a common capability set for designing and describing roles at LINZ to support objectivity in terms of remuneration, career progression and talent conversations
  • Undertake a review of the LINZ remuneration system (not the rates of pay) to examine and evaluate fairness and create remuneration system transparency
  • Develop a gender pay gap dashboard on the LINZ intranet.

Gender balanced leadership

We will focus on maintaining the current representation of women at tier 2 and tier 3, improving representation at tier 4, and ensuring there is a pool of women ready to step up into leadership. 

Diversity of thinking and approach makes LINZ stronger and more dynamic in what it can do.

To progress this in 2019/20 we:

  • Engaged with the Women in Leadership Network (now LINZ Women’s Network) and the PSA on creating transparency - achieved
  • Deliberately advertised roles in ways and with language that encouraged women to apply – on track, ongoing

To embed this in 2020/21 we will:

  • Develop an approach to talent management at LINZ that identifies leadership potential and encourages the career progression of women leaders 
  • Review approaches to development and talent management for those with flexible working arrangements
  • Review rates of participation and investment in learning and development by gender
  • Investigate the drivers of the gender differences in male-female employment in technical and senior technical roles to inform the development of strategies to increase the representation of women.

Download this action plan as a table format PDF. (PDF 397KB)

Last Updated: 23 November 2020