Resources
Assessment Tools
As part of the Government´s Pay and Employment Equity Plan of Action, the Pay and Employment Equity Unit develops guidelines, methodologies and tools to enable organisations to implement pay and employment equity reviews and to carry out gender-neutral job evaluations.
Review workbook
The review workbook, Working Towards Pay and Employment Equity for Women, is a step-by-step guide for review committees in organisations conducting a pay and employment equity review. It provides guidance on the evidence-based process for identifying and addressing equity issues, the sequence of review activities, the roles of those involved, and relevant resources. The workbook is freely downloadable from this website. The Pay and Employment Equity Unit provides a series of training modules on the use of the tool. To request a copy of the review workbook please contact the Pay and Employment Equity Unit.
Job evaluation and skills identification
Two further assessment tools are under development and will be available in the near future. These are the Equitable Job Evaluation and the Service Sector Skills Identification tool. Gender bias can occur in job evaluation in describing jobs, analysing them and evaluating them. The main reason it occurs is that gendered assumptions and values relating to the nature and value of different types of work mean that the job evaluation is not based on a full recognition of the contribution of the job to the work being undertaken.
The Equitable Job Evaluation Tool has been designed specifically to facilitate better recognition of the nature and contribution of female-dominated occupations to performance of important areas of the State Services. As well as collecting job information about and evaluating female-dominated occupations, the tool is available for general use and also where pay investigations have been identified through the review process and ensuing response plans.
The Service Sector Skills Identification project is developing better methods for identifying skills in service sector work.
Training resources on these tools will be offered by the Pay and Employment Equity Unit in due course.
Related to these two projects is the Gender Inclusive Job Evaluation Standard, commissioned by the Pay and Employment Equity Unit and being developed through Standards New Zealand.
Occupational breakdown
Various reports produced from the State Services Commission´s Human Resource Capability survey data provide tables and charts showing a range of EEO data by occupation, which can be useful in your own assessment processes.
Australian pay equity tool
The Australian Government´s Equal Opportunity for Women in the Workplace Agency has also developed a tool that you may find useful for gender pay analysis. The EOWA Pay Equity Tool allows horizontal and vertical analysis of the pay differences among men and women employees.
Other tools
From this page, you can also explore other useful tools:
- Work-life Balance: Making it work for your business
This guide will take you through the practical steps of making work-life balance a reality within your organisation. It is principally written with large and medium-sized organisations in mind, even small organisations will find value in stepping back from time to time and reflecting on the issues raised in this resource. Those who may find it particularly helpful include:- human resource professionals
- managers
- work-life balance committees
- anyone interested in making work-life balance possible for people in their organisation.
- The Gender, Institutions, and Development Data Base (GID) represents a new tool for researchers and policy makers to determine and analyse obstacles to women´s economic development. It covers a total of 162 countries and comprises an array of 50 indicators on gender discrimination. The database has been compiled from various sources and combines in a systematic and coherent fashion the current empirical evidence that exists on the socio-economic status of women. Its true innovation is the inclusion of institutional variables that range from intra-household behaviour to social norms. Information on cultural and traditional practices that impact on women´s economic development is coded so as to measure the level of discrimination. Such a comprehensive overview of gender-related variables and the data base´s specific focus on social institutions make the GID unique, providing a tool-box for a wide range of analytical queries and allowing case-by-case adaptation to specific research or policy questions.
- My Payscale: What Do YOU Work For?
This is a USA website that provides global online compensation information for employers and individuals. Its database of individual employee compensation profiles provides a snapshot of the job market. PayScale Professional provides employers with compensation information, while My PayScale and PayScale Premium give individuals facts and negotiation know-how to help make informed career decisions. Launched in 2002, with its headquarters in Seattle, Washington, PayScale claims to own the largest database of online employee salary database in the world. Its areas of expertise include compensation and statistics and analysis of job profiles and compensation.
- Pay Equity: a New Approach to a Fundamental Right. [Canadian] Pay Equity Task Force Final Report 2004
In 2000, the Canadian Government appointed an independent Pay Equity Task Force to conduct a comprehensive review of the equal pay provisions of the Canadian Human Rights Act and Equal Wages Guidelines. The resulting report recommended new stand-along, proactive pay equity legislation aimed at enabling Canada to more effectively meet its international obligations and domestic commitments regarding pay equity. The report´s recommendations include: the recommended pay equity model; scope of application; the pay equity plan; employee participation; predominance in job classes; evaluating gender-predominant job classes; estimating and correcting wage gaps; allowable exemptions; maintenance of pay equity; enforcement; timelines and transition; pay equity and collective bargaining; and oversight agencies.
- WAGE – Women are Getting Even
This website focuses on USA workplaces. It provides information on what you should do if you are paid less than a male co-worker, didn´t get hired, are treated differently because of your pregnancy or weren´t promoted. It also provides:- a "Getting Even Calculator" to see if you earn what you should
- women´s stories about discrimination they have experienced
- examples of what other women in similar situations have done to improve their work situation
- the latest news on sex discrimination in the workplace
- help and advice through discrimination hotlines.