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• 2024-25 Kia Toipoto and Papa Pounamu Plan (2024)

  The Ministry is committed to priorities that support all kaimahi staff to achieve their full potential by fostering a work environment that is free from bias.
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• Gender pay gap toolkit resources (2024)

  Download these resources to find out more about the gender pay gap toolkit and how to understand, measure, and report on your pay gap to take
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• Statement of Intent 2024-2028 (2024)

  This document sets out Manatū Wāhine Ministry for Women's intentions for the following four years: 2024 to 2028.If you would like a hard copy of this report, email info@women.govt.nz.
  Resource

• 2024 Kia Toipoto and Papa Pounamu Plan (2023)

  The Ministry is committed to priorities that support all kaimahi staff to achieve their full potential by fostering a work environment that is free from bias.
  Resource

• Kia Toipoto (Public Service Action Plan 2022-2024) - Ministry for Women (2022)

  The Ministry for Women is committed to ensuring all employees are able to achieve their full potential, by fostering a work environment that is free from all gender-based inequalities in line with Kia Toipoto: the Public Service Gender Pay Gap 2021
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• The economic rationales for narrowing the Gender Pay Gap (2006)

  This paper discusses the extent to which the gender pay gap represents inequities, and the approach that governments should take to improve the relative pay of women, are much debated within economics and public policy.
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• Statement of Intent 2012-2015 (2012)

  Our Statement of Intent sets out our intentions for the following three years.
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• Statement of Intent 2021-2025 (2021)

  This document sets out Manatū Wāhine Ministry for Women's intentions for the following four years. If you would like a hard copy of this report, email info@women.govt.nz.
  Resource

• Four Year Plan 2016 (2016)

  The Ministry for Women's Four -Year Plan provides a snapshot in time of a department's strategic and medium-term planning.  It covers the Ministry's strategic objectives, its role and funding, and how the Ministry will organise and manage its peopl
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• Gender Pay Action Plan 2021 (2021)

  The Ministry for Women is committed to ensuring all employees are able to achieve their full potential, by fostering a work environment that is free from all gender-based inequalities in line with the Public Service Gender Pay Principles and the Public
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• Gender Pay Action Plan 2020-2021 (2020)

  The Ministry for Women is committed to ensuring all employees are able to achieve their full potential, by fostering a work environment that is free from all gender-based inequalities in line with the Public Service Gender Pay Principles and the Public
  Resource

• Gender Pay Action Plan 2018-2020 (2018)

  The Ministry developed a 2018-2020 Gender Pay Action Plan. This was updated in 2020 and 2021.  
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• Statement of Intent 2018-2022 (2018)

  This document sets out the Ministry's intentions for the following four years. If you would like a hard copy of this report, please email info@women.govt.nz
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• Eliminating the Public Service Gender Pay Gap 2018-2020

  The Government has committed to eliminating the gender pay gap within the public service, with substantial progress within this parliamentary term.
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• A just and practical pay equity framework (2018)

  This factsheet provides a simple and accessible overview of the process to address systemic sex-based pay discrimination across female-dominated industries.
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• Parenthood and Labour Market Outcomes (2018)

  This research paper, Parenthood and labour market outcomes,  is an initial exploration of what we can learn about the drivers of the gender pay gap in New Zealand from combining administrative wage data, birth records, and…
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• Gender Pay Principles (2018)

  The Gender Pay Principles will guide all government work on gender pay. They were developed by a bi-partite working group of state sector unions and agencies to ensure working environments in the state sector are free from gender-based inequalities.
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• Closing the Gender Pay Gap - Actions for Employers (2017)

  In New Zealand, on average, a woman earns 9.4 percent less than a man. As an employer, you can play a leading role in closing the gap. Not only your organisation, but the wider economy, will reap the benefits. This booklet is a starting point for…
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