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Report on the Public Service workforce published

13 December 2016

Report on the Public Service workforce published

State Services Commissioner Peter Hughes has published the 2016 Human Resource Capability (HRC) Survey report, setting out a wide range of information on the Public Service workforce.

This report gives a comprehensive picture of the Public Service. It shows the structure and diversity of the workforce, as well as how Public Servants are remunerated and what sort of roles they are performing.

This year’s report is now available online as a fully interactive information portal with data stretching back to the year 2000. This means users can filter and customise the information based on their interests and clearly see trends over time.

“The HRC report is the go-to source of information on the public service workforce,” Mr Hughes said. “The new interactive portal is a big step forward in making this information more open and accessible”.

The proportion of women in Public Service senior leadership roles continues to increase and is now at 45.2%. However Maori, Pacific and Asian people are still under-represented in management roles.

This year’s report shows a reduction in the overall Public Service gender pay gap, which is down 0.5% to 13.5%.

“I am very pleased to see the Public Service gender pay gap has reduced this year, however it is still too high,” Mr Hughes said.

“Reducing the gender pay gap and increasing the diversity of the Public Service senior leadership are major priorities for me as State Services Commissioner”.

“I am working with all Public Service chief executives to increase the diversity of senior leadership teams and continue to drive pay gaps down,’ Mr Hughes said.

This year’s report includes a breakdown of key metrics by Public Service Department, including, for the first time, gender pay gap. Departmental gender pay gaps vary considerably, ranging from 46.4% through to 3.0% in favour of women.

The major driver of gender pay gaps is women being over-represented in roles which are lower paid, such as contact centres and administration.

Departmental gender pay gaps and other metrics such as average salary are more volatile in smaller agencies. In small agencies a small number of staff movements, especially at senior levels, can have a marked impact on the average.

The 2016 HRC report is available at www.ssc.govt.nz/public-service-workforce-data

Notes for reporters

The HRC report sets out information on Public Service gender pay gaps.

Gender pay gap is a measure of the difference in pay between men and women doing the same job.

This is distinct from ‘pay equity’ which is the principle that women and men should receive the same pay for doing jobs that are different, but of equal value. The HRC report does not measure pay equity.

ENDS


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