annual reporting. Pay transparency commonly includes a combination of different rules and policies such as banning employers from requesting a prospective employee’s wage or salary history, requiring that job advertisements include the expected compensation for the role and forbidding pay secrecy. Mandatory annual reporting involves workplaces mapping their ethnic pay gap. These reports are crucial for gathering extensive and rich data, which in turn holds workplaces accountable for remedying inequities. Both comprehensive pay transparency and mandatory annual reporting have been implemented overseas at different levels but have primarily focused on the gender pay gap with the potential to be expanded to the ethnic pay gap. This literature review also surveyed other approaches to address pay gaps. These include flexible but secure work, addressing discrimination at all stages of the employment journey, cultural competence training, enforcement of equitable employment standards through government procurement and the creation of government grant programmes to support the development of workplace equity policies. Within Aotearoa New Zealand, there is legislation with the potential to address the Pacific Pay Gap and unfavourable working conditions that Pacific peoples face. To address the pay gap, this literature review identified the Equal Pay Act 1972 as a significant lever for change that can be expanded to be inclusive of ethnicity. The Government has also announced its plans to pass fair pay agreement legislation to shift more bargaining power to employees, which could help to address ethnic pay gaps and disparities. To address unfavourable working conditions, the Employment Relations Act 2000 prohibits discrimination based on race or ethnic and national origins in the workplace. However, there have been very few successful claims under this Act, and none of them have been claims brought by Pacific peoples. This lack of case law and the limited literature on this legislation suggests that the significant resourcing required to pursue a claim and the high evidential burden that needs to be met for a claim to succeed present barriers for Pacific peoples, who regularly report employment-related discrimination in research. The literature suggests that any policy or legal intervention that aims to address the Pacific Pay Gap and unfavourable working conditions for Pacific peoples needs to include Pacific voices and experiences. Unfortunately, there is little research that includes these voices and experiences to date. More research is needed to identify what measures are effective at tackling the racism and discrimination in the workplace that Pacific peoples face. However, one emerging intervention arising from the literature is the creation of spaces of social innovation and social aspiration as a way to bring about long-term solutions to inequities facing Pacific peoples. Overall, this literature review has firmly established that the Pacific Pay Gap and unfavourable working conditions for Pacific peoples contribute to social inequity for Pacific communities. Therefore, it is urgent and necessary to address these issues headon to ensure that all Pacific peoples in Aotearoa New Zealand are able to live their lives with dignity and can benefit from the growing economy they contribute to through both paid and unpaid labour. Pacific Pay Gap Inquiry Literature Review 3