Continuing to make solid progress on reducing gender, ethnic and disability pay gaps In 2022/23, we made progress on our gender pay gap with a collective focus on: • Equal pay We are aiming to eliminate gender pay gaps within the same roles and progress any pay equity claims. In our remuneration review we also considered pay parity issues and sought to address them appropriately in the pay restraint environment. • No bias and discrimination in remuneration systems and people and culture practices We work closely with the PSA to ensure there is no unjustified bias or discrimination found in our systems or practices. • In 2022/23 we measured our gender pay gap and found that the Commission has further reduced the gender pay gap from 2.08 percent in 2021/22 to 2 percent in 2022/23. We measured our ethnic and disability pay gaps and have consolidated our solid progress with negative pay gaps for Māori -4.92 percent in 2022/23 - previously -1.5 percent in 2021/22; Pasifika -13.39 percent in 2022/23 from -2.1 percent in 2021/22; and Disability -4.32 percent in 2022/23 from -4.46 percent in 2021/22. The numbers for Asian and Middle Eastern /Latin American/African (MELAA) and non-binary staff are not large enough to measure without potentially impacting individuals’ privacy. Gender-balanced leadership We ensure the Commission maintains a gender balance in its leadership team. We have exceeded the Public Service Commission’s target of at least 50 percent as women hold 62.5 percent of the roles in the leadership team. Workforce Profile Non-Binary 3% Yes 11% Male 29% Disability Demographic Gender Profile Female 68% No 89% 47