24 February 2025
Dear Anon
By email:
[FYI request #29949 email]
Tēnā koe Anon
Re:
Information request
Our ref:
E25HDC00145
Thank you for your email
of
31 January 2025 requesting:
1. “the total number of Principal Advisors employed at HDC in the
2024/2025 financial year and the following:
2. the salary bands of each PA position
3. how many PAs have ethnic minority backgrounds - and what
backgrounds are these
4. of the PAs that have ethnic minority backgrounds - what steps have
HDC made to ensure there is no ethnic pay gap
5. of the PAs that have ethnic minority backgrounds - what steps have
HDC made to promote and support their development within the
organisation”
Note we have numbered your requests for ease of reference. We have considered
your request under the Official Information Act 1982. Please find
enclosed the
information requested.
Question 1
There are currently seven Principal Advisors employed at HDC.
Question 2
The Principal Advisor role is at band 18 with a base salary range of $114,314 to
$142,892 (midpoint).
Auckland Office: P O Box 1791 Auckland 1140; Wel ington Office: PO Box 245, Wel ington 6140
Freephone: 0800 11 22 33; Email: [Health and Disability Commissioner request email]; Website: www.hdc.org.nz
2
Question 3
Four Principal Advisors identify as Pakeha/NZ European. Three do not identify as
Pakeha/NZ European. HDC is a small organisation, and provision of further
information about ethnicity of the staff members who do not identify as Pakeha/NZ
European will interfere with privacy of individual staff members. Accordingly, that
information is withheld pursuant to section 9(2)(a) of the OIA. In relation to the
information withheld, we are of the view that the reasons outlined above are not
outweighed by other considerations that render it desirable, in the public interest, to
make this information available.
Question 4
At HDC employees are remunerated not based on their ethnicity or gender but as per
the role they have been hired for.
For the purpose of determining remuneration of roles, HDC uses an external
independent firm to seek advice on the market salary information. This agency
evaluates roles according to the job description and recommends pay
bands. People are remunerated within a salary range of the pay bands at
which the role has been evaluated according to their experience and
competencies.
Our ‘Good Employer Employment Opportunities Policy’ supports fair and
equitable opportunities for employment, promotion, and training. We utilise
external evaluation of roles to set pay bands to minimise the possibility of
potential bias.
HDC conducts annual salary reviews to ensure that staff are paid fairly
compared to the market salary range.
HDC has developed an action plan under Kia Toipoto, the Public Service
Commission’s Public Service Pay Gaps Action Plan, and continues to progress
this work to support pay equity.
HDC welcomes people with diverse backgrounds, and proactive checks are
built into our recruitment and salary review processes to ensure that staff on
the same pay band receive equitable pay, and staff on like-for-like roles are
paid equitably.
Question 5
HDC supports professional development and internal promotion. HDC provides a
structured induction programme, mentoring and training opportunities (both internal
and external) to staff as they develop and progress in their roles. We also provide
acting-up and internal secondment opportunities to support development and
retention.
3
HDC also has a professional supervision programme for employees who have a
primary role of dealing with complaints. The sessions provide independent support to
help employees build resilience and trouble-shoot any issues that may arise as part of
their work and for professional development.
You may seek a review of this decision from the Office of the Ombudsman.
Nāku iti noa, nā
Dr Craig Goodwillie
OIA Team Leader
