GroupM New Zealand’s Gender Pay Gap Analysis
- Press Release
- November 12, 2024
As part of our ongoing commitment to ensure fairness and equality within GroupM and all our agencies we have invested significant time and effort in ensuring we support our workforce with training, initiatives and policies that enable everyone to thrive and continue their career with us whatever their life stage.
Policies around Gender Neutral Parental Leave, our Menopause Policy, Gender Affirmation Policy and our future of work and flexibility policy Thrive – play a huge role.
Transparency and accountability are critically important to continue to drive the change needed in diversity and equality. We’ve been working closely with Gender at Work to gain their GenderTick accreditation and what has evaluated GroupM on gender equality across six key indicators; Equal Pay, Leadership Representation, Flexible Work & Leave, Gender Safe Workplace, Gender Inclusive Culture and Supporting the Menopausal Transition. The final step is reporting the findings of a voluntary Gender Pay Gap Analysis. This has been independently conducted by Strategic Pay.
Importantly, the Gender Pay Gap is not the same as Equal Pay. The pay gap number doesn’t mean men and women in the same role being paid differently. The gender pay gap report is measuring an average – the difference in the median salary figure of men and women across the organisation.
The report revealed that GroupM New Zealand had an overall median gender pay gap of -15.93%, which is in favour of women. This is opposite to the trend in New Zealand, where the national pay gap is 8.6%, in favour of men, as of June 2024.
It’s important to note that any pay gap, regardless of which gender it favors, indicates an imbalance that needs to be addressed.
We value diversity and inclusion and we’re a business that prides itself on creating a workplace environment that is supportive and open to all. From here we will use the findings and recommendations in the report to ensure that we continue to have equitable frameworks, policies and practices in place across the entire employee lifecycle, to reduce the gap.
Our Gender Pay Gap will be reported publicly, and we’ll will register on Mind the Gap. Aotearoa New Zealand’s first Pay Gap Registry. We’re also committing to monitoring and reporting annually.