27 August 2024
45 Pipitea Street, Thorndon, Wel ington 6011
Phone +64 4 495 7200
Fax +64 4 382 3589
Emai
l [email address]
Websit
e www.dia.govt.nz
Anna Wilson
[FYI request #27870 email]
Tēnā koe Anna
Your Official Information Act request OIA 2425 - 0107
I write regarding your Official Information Act (the Act) request, which was received by the
Department of Internal Affairs (the Department) on 31 July 2024.
You have requested:
Under the Official Information Act 1982, I would like to request information on the
gender pay gap for staff employed by Ministerial Services (DIA).
I am requesting the gender pay gap for each financial year from 2014 - 2024.
I ask that this gender pay gap is provided as total pay gap, and then also provided
broken down by job title or type. Eg. the gender pay gap for Senior Private Secretaries,
the gender pay gap for Ministerial Advisors.
Response to your request
Please find below the response to your request.
The gender pay gap for each financial year from 2014 - 2024.
The gender pay gap for Ministerial Offices from 2014 – 2024 is provided in the table below:
At 30 June
Gender pay gap
2024
6.6%
2023
12.0%
2022
14.2%
2021
13.0%
2020
16.3%
2019
20.2%
2018
21.3%
Page 1 of 3
At 30 June
Gender pay gap
2017
17.5%
2016
21.5%
2015
23.9%
2014
23.0%
Gender pay gap broken down by job title or type. E.g. the gender pay gap for Senior Private
Secretaries, the gender pay gap for Ministerial Advisors.
Guidance for calculating gender pay gaps can be found on the Statistics NZ website:
Organisational gender pay gaps: Measurement and analysis guidelines | Stats NZ in the
document
organisational-gender-pay-gaps-measurement-analysis-guidelines.pdf.
Specifically, the guidance for calculating gender pay gaps is:
“Minimum organisation size for measuring gender pay gaps
Looking at gender pay differences makes sense in any organisation, but the approach
to use depends on an organisation’s size.
To calculate and measure all the gender pay measures (organisation-wide, by-level,
and like-for-like jobs, and gender representation), your organisation should have at
least 100 employees, including a minimum of 20 women and 20 men.”
While there are more than 100 employees in Ministerial Offices, there are no jobs with 100
employees, nor any jobs with a minimum of 20 women and 20 men. In addition, for many
jobs there are only one or two female or male employees in that job which means
calculating the gender pay gap could identify the salaries of individuals.
Due to these small numbers, the Department does not calculate the gender pay gap on a job
basis.
I am, therefore, refusing this part of your request under Section 18(e) of the Act as the
information requested does not exist and under Section 9(2)(a) of the Act to protect the
privacy of individuals.
We intend to publish our response to your request o
n www.dia.govt.nz. This letter, with
your personal details removed, will be published in its entirety. Publishing responses
increases the availability of information to the public and is consistent with the Act’s
purpose of enabling more effective participation in the making and administration of laws
and policies and promoting the accountability of Ministers and officials.
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If you have any feedback or questions about the Department’s response, please let us know
at [email address]. If you have any concerns with the information in this response, you
have a right to request an investigation and review by the Ombudsman under section 28(3)
of the Act. Information on how to do this is available at www.ombudsman.parliament.nz or
freephone 0800 802.
Nāku noa
Simon George
General Manager, Pūmanawa Tangata – Human Resources
Page 3 of 3
