“Fair Pay Is Good Business”
Recent updates to New Zealand’s Equal Pay legislation have sent a clear message: relying solely on government intervention to achieve pay equity is no longer enough. The reality is, change must come from the ground up — from employers and leaders ready to take responsibility and lead the way.
This is the moment to ask yourself: Are you willing to stand up and say “Fair Pay” proudly and publicly? Making that declaration isn’t just about meeting compliance — it’s a strategic move that can transform your workplace culture, attract top talent, and build trust with your team.
Leading by Example: What does it look like?
Audit your pay structures proactively — Don’t wait until laws force your hand. Regularly review and adjust to ensure fairness. Address any underlying disparities and be transparent about your findings.
Start conversations about pay — Normalising transparency around pay is key. When organisations openly discuss and commit to narrowing the gender pay gap, they set a standard others follow. The government’s “Mind the Gap” initiative provides valuable tools to get started, and the website also features a registry of organisations reporting their pay gaps, inspiring others to join: https://www.mindthegap.nz/
Advertise your commitment — Promoting “No Gender Pay Gap” as part of your employment brand signals integrity and fairness. Consider joining the Mind the Gap Registry — it’s a clear demonstration of your values in action.
Support and celebrate others doing the same — Lead industry-wide change by championing fairness, sharing your progress, and encouraging collaboration. A culture of shared responsibility accelerates meaningful progress.
While recent legislative changes may have limited some legal pathways to achieving pay equity, they also serve as a catalyst for a different approach: courageous, values-led leadership. Organisations that prioritise fairness and transparency are not only doing the right thing — they’re also positioning themselves for long-term success.
When women and other underrepresented groups feel valued, respected, and fairly paid, they’re more engaged, more committed, and more likely to stay. They grow within your organisation, contribute more fully, and help create a workplace that is dynamic, innovative, and sustainable.
This isn’t merely about compliance — it’s about cultivating a culture of fairness that becomes embedded in your organisation’s identity. It’s your legacy in the making.
So, ask yourself: Will your business be the one that says “Fair Pay Starts Here”?
Let’s be the changemakers. Not just because it’s the right thing to do, but because it’s good business. Whether you’re just beginning or ready to deepen your efforts, the team at EASI NZ is here to support you. Explore more at https://www.mindthegap.nz/just-ask or contact us to discuss how your organisation can embed fair pay into its culture.
Together, we can turn leadership into action — for a fairer, more sustainable future.