73. The female labour force participation rate (for women aged 15 and over) rose from 63.1% during the March 2012 quarter to 64.5 % in the year to March 2015. However, despite an increase in qualifications, women remain over-represented in minimum wage jobs. In 2014, 66.6 % of minimum wage earners over 25 were women. 56 74. New Zealand women have made significant progress in participation in many areas of the labour market. However, the levels of participation are not always matched by levels of representation in corporate governance and in senior management in the public and private sectors. Women represent 33 % of elected officials in local government, the judiciary increased slightly over the reporting period to 29 per cent, and representation in national politics remained static at 32 %. Although women comprise 60 per cent of all public servants, only 24.1% are chief executives of public service departments and 44.2% of senior management are female.57 While the government made a commitment in 2011 to 45 % participation on state sector boards,58 this figure has remained stagnant over the last 10 years and as at December 2014 women made up 41.7% of Ministerial appointees.59 75. At the Forty-Third Pacific Islands Forum, New Zealand endorsed the Gender Equality Declaration which outlined a commitment to “Adopt measures, including temporary special measures (such as legislation to establish reserved seats for women and political party reforms), to accelerate women’s full and equal participation in governance reform at all levels and women’s leadership in all decision making.”60 76. Statistics released by the New Zealand Stock Exchange (“NZX”) show that the number of female directors has increased by only 5 % since 2013 – from 12.4 % to 17% in 2015. While NZX Main Board listed companies are required to provide a breakdown of the gender composition of their Directors and Officers, there is no mandatory requirement to establish and disclose gender/diversity policies. Businesses can play a key role in advancing human rights within their organisations and the wider community through accelerating gender equality in their companies by setting targets or adopting special measures. Gender pay gap 77. The gender pay gap has increased slightly over the reporting period. In 2015 women’s median hourly earnings were $21.23 compared with $24.07 for men, a pay gap of 56 Minimum Wage Reviews 2014, Ministry of Business and Employment. Ibid. 58 Ministry of Women’s Affairs, “2014 -2018 Strategic Intentions” Presented to the House of Representatives pursuant to section 39 of the Public Finance Act 1989 in 2014. 59 Ministry of Womens’ Affairs, Draft CEDAW report 2016. 60 Pacific Islands Forum, “43 rd Pacific Islands Forum Communique”, (1 September 2012), http://www.scoop.co.nz/stories/WO1209/S00002/43rd-pacific-islands-forum-communique.htm 57 20