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Our ethnic-gender pay gaps

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Agency-wide

Figure 3: Agency-wide ethnic-gender pay gaps (EGPGs) over time

Graph showing MSD's ethnic-gender pay gap has reduced over time

Across all MSD employees as at 30 June 2021, the average male salary is:

  • 12.0% higher than the average Māori female salary
  • 18.0% higher than the average Pacific female salary
  • 16.8% higher than the average Asian female salary

These ethnic-gender pay gaps indicate that there are high proportions of Māori, Pacific and Asian female employees in lower paid roles and lower proportions in higher paid roles across MSD[13].

Within same or similar roles

There are few pay bands that have ethnic-female representation that meet the minimum sample size criteria. However, for those that do meet the threshold, they indicate low or no ethnic-gender pay gaps. There is however evidence of an ethnic-gender pay gap for Asian female employees within one of our core ranges (B06) of 3.9% indicating that those Asian females that are represented, are clustered at the lower end of the band[14].

By level of earning

There are low or no ethnic-gender pay gaps for Māori, Pacific or Asian employees at the lower earning level. However, all three ethnic groups are experiencing ethnic-gender pay gaps at the middle and higher earning levels.

  • The middle-earning level indicates ethnic-gender pay gaps for our Māori female employees of 3.6%, Pacific female employees of 5.7% and Asian female employees of 3.0%. This is the earning level that the majority of our Māori, Pacific and Asian female employees fall into; 72.7%, 64.8% and 59.4% respectively.
  • The higher-earning level indicates ethnic-gender pay gaps for our Māori female employees of 4.9%, Pacific female employees of 10.3%, and Asian female employees of 15.0%. Female employees who identify as Māori represent 11.0% of this earning level, Pacific represent 4.4% and Asian 4.3%. This is the earning level that the minority of our Māori, Pacific and Asian female employees fall into; 8.6%, 4.9% and 6.6% respectively[15].

By level of seniority

There are not enough Māori, Pacific, or Asian females represented in the manager and senior manager levels to measure ethnic-gender pay gaps. Within the line manager level:

  • there is evidence of an ethnic-gender pay gap for Māori females of 3.2%. Māori females represent 21.6% of this level
  • there is evidence of an ethnic-gender pay gap for Pacific females of 5.6%. Pacific females make up 12.2% of this level
  • there is evidence of an ethnic-gender pay gap for Asian females of 7.1%. Asian females make up 5.2% of this level[16].

By occupation group

Our analysis by occupation group shows some ethnic-gender pay gaps of more than +/- 3% for Māori, Pacific and Asian female employees.

  • The ICT professionals and technicians’ occupation group indicates an ethnic-gender pay gap for our Asian female employees of 10.4%. Female employees who identify as Asian represent 10.7% of this occupation group. Representation of Māori and Pacific females does not reach our minimum sample size within this occupation group to measure pay gaps. This occupation group makes up 4.8% of MSD’s workforce and is rapidly growing.
  • The Information professionals’ occupation group indicates an ethnic-gender pay gap for our Pacific female employees of 3.3% and an ethnic-gender pay gap for our Asian female employees of 7.6%. Female employees who identify as Pacific represent 5.7% of this occupation group, with Asian females representing 6.0%. Māori females experience a pay gap below the 3% threshold.
  • The Inspectors and regulatory officers’ occupation group indicates ethnic-gender pay gaps for our Pacific female employees of 7.3%, Asian female employees of 6.7% and a negative ethnic-gender pay gap for Māori female employees of -3.0%. A negative ethnic-gender pay gap indicates the pay gap is in favour of the female ethnic group; so within this occupation group, Māori females on average are earning more than men. Female employees who identify as Māori represent 11.6% of this occupation group, Pacific females represent 12.8% and Asian females 9.4%.
  • The Legal, HR and finance professionals’ occupation group indicates ethnic-gender pay gaps for our Māori female employees of 13.1%, Pacific female employees of 13.6% and Asian female employees of 5.9%. Female employees who identify as Māori represent 18.6% of this occupation group, Pacific females represent 11.5% and Asian females 9.0%.
  • The Managers’ occupation group indicates ethnic-gender pay gaps for our Māori female employees of 14.6%, Pacific female employees of 23.8% and Asian female employees of 26.9%. Female employees who identify as Māori represent 17.1% of this occupation group, Pacific females represent 8.0%, and Asian females 4.0%.
  • We see similar trends to our overall gender distribution in terms of representation; >65% of our Māori, Pacific and Asian female employees are represented in the Social, health and education workers and Contact centre workers occupation groups, two of our lowest paid occupation groups.
  • We currently do not have enough Māori, Pacific and Asian female representation within the Policy analyst occupation group to calculate an ethnic-gender pay gap. This occupation group makes up 1.1% of MSD’s total workforce[17].

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[13] Refer Table 20-23 within Gender and Ethnic Pay Gap – Data Analysis: 2021-2022

[14] Refer Tables 21-23 within Gender and Ethnic Pay Gap – Data Analysis: 2021-2022

[15] Refer Tables 24-26 within Gender and Ethnic Pay Gap – Data Analysis: 2021-2022

[16] Refer Tables 27-29 within Gender and Ethnic Pay Gap – Data Analysis: 2021-2022

[17] Refer Tables 30-32 within Gender and Ethnic Pay Gap – Data Analysis: 2021-2022

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