Transparent gender & ethnicity pay gaps
We’re continuously working to improve pay equity and transparency and are open and transparent around the gaps that exist so we can move to closing them sooner.
We're making progress on bringing more diversity – and therefore equity – into parts of our business that have traditionally been overrepresented by one gender, but we openly recognise there's much more to do in this space.
Our areas of focus include a commitment to continuing to grow female and gender diverse representation in our more senior roles and growing the gender balance and ethnic representation throughout the organisation so we're reflective of the communities we work in.
We regularly look closely at salaries for people performing the same role to ensure it's fair, and based on experience and overall contribution to Kiwibank, regardless of gender. This is an ongoing focus with checkpoints during salary reviews and an annual Board report on pay equity.
We’re working towards transparency about our ethnicity pay gap too, but at this point we still don’t have enough data to share an accurate position. We’re encouraging our people to add their information to our HR system so we can achieve this.
Our current pay gaps
- Overall median pay at Kiwibank is much higher for males than females, largely due to the greater number of males in senior roles and the much larger proportion of females in our frontline/team roles.
- When we compare the overall median level of pay of females to the median level of pay for males, in July 2023 we had a gender pay gap of 33.6%. When we first reported in 2022, the pay gap was 34.3%.
- When we compare pay differentials for similar roles on a gender basis, any gaps are much smaller, and show very comparable levels of pay equity across the bank.
More information can be found in our latest sustainability report.
Got questions? Get in touch with our team by emailing us at Inclusion@kiwibank.co.nz