The Diversity Agenda stands with our members in supporting fair and equitable workplaces. In line with this commitment, we’ve submitted our strong endorsement of the Employment Relations (Employee Remuneration Disclosure) Amendment Bill. This Bill is a critical step toward pay transparency, closing the gender pay gap, and fostering inclusive workplace cultures.
Our full submission is available below.
Tēnā koutou
Thank you for the opportunity to provide commentary on the Employment Relations (Employee Remuneration Disclosure) Amendment Bill (the Bill). The Diversity Agenda supports the Bill.
Executive Summary
The Diversity Agenda appreciates the opportunity to provide this submission in support of the Employment Relations (Employee Remuneration Disclosure) Amendment Bill. As a collective committed to driving measurable change in diversity, equity, and inclusion (DEI) across the engineering and architecture sectors in Aotearoa New Zealand, we are focused on initiatives that promote fair and equitable workplaces. Central to our efforts is the goal of closing the gender pay gap, which remains a significant barrier to workplace equality.
Who we are
The Diversity Agenda is a joint initiative from Engineering New Zealand Te Āo Rangahau, the Association of Consulting and Engineering New Zealand (ACE), and Te Kāhui Whaihanga New Zealand Institute of Architects.
Our members are small, medium and large engineering and architecture firms who are signatories to The Diversity Agenda, committed to creating equitable and inclusive cultures where everybody thrives, and to increasing participation of women in leadership roles and our 40:40:20 target (40% women, 40% men, and 20% any gender) across all levels of our member organisations.
Our members contribute significantly to Aotearoa, through the design, delivery, and construction of our largest infrastructure projects, our built environment and our communities.
Support for the Bill
We strongly support the Employment Relations (Employee Remuneration Disclosure) Amendment Bill as a critical step toward greater pay transparency and equity. The Bill’s provisions, particularly the proposal to ban pay secrecy clauses and the protection against adverse conduct for remuneration discussions, directly align with our objectives to:
- Address Systemic Pay Inequity and Close the Pay Gap:
Pay secrecy clauses have historically contributed to the concealment of gender pay disparities, limiting the ability of employees to identify and challenge unfair remuneration practices. By invalidating these clauses, the Bill empowers all employees, particularly women and marginalised groups, to advocate for fair pay.
Transparent remuneration practices foster accountability within organisations. They encourage employers to proactively assess and rectify pay inequities, contributing to the creation of fairer workplace cultures where talent and contribution—not gender or background—determine pay. - Close the Gender Pay Gap Through Balanced Representation:
To truly close the gender pay gap, achieving balanced representation at all organisational levels is essential. The Diversity Agenda is committed to a 40:40:20 target—40% women, 40% men, and 20% any gender—across all levels of our member organisations. Pay transparency is a foundational step toward this goal, as it ensures greater visibility of pay disparities and strengthens the case for gender balance in leadership and decision-making roles.
Recommendations
While we strongly endorse the bill, we recommend additional measures to strengthen its impact:
- Regular Pay Gap Reporting:Introducing mandatory pay gap reporting for larger organisations would ensure continued progress toward closing the gender pay gap and encourage proactive management of pay equity issues.
- 40:40:20 Gender Balance Targets:We recommend that the government explore policies supporting balanced representation across all organisational levels, such as the adoption of the 40:40:20 model, which The Diversity Agenda has committed to as a benchmark for gender equity.
- Employer Guidance and Resources:Providing practical tools for employers on implementing pay transparency and promoting diverse leadership pipelines would help ensure long-term, sustainable progress.
Conclusion
The Diversity Agenda fully supports the Employment Relations (Employee Remuneration Disclosure) Amendment Bill as a crucial step toward closing the gender pay gap and ensuring fairer, more inclusive workplaces across Aotearoa New Zealand. Pay transparency is a necessary foundation for achieving true gender equity, and we encourage the Committee to continue promoting policies that align with balanced representation at all levels of leadership.
Submitted on behalf of The Diversity Agenda by:
Josie FitzGerald
Chair of The Diversity Agenda Steering Committee
Josie.fitzgerald@aurecongroup.com
021 937648
