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Employment equity is about fairness in the workplace. An employee’s compensation, conditions, workplace experiences and access to jobs at all levels of their industry should not be affected by their gender, age, colour, disability, employment status, ethical belief, nationality, family status, marital status, political opinion, race, religious belief, sex or sexual orientation.

Employment Equity Policy Information

Employment equity policy concerns fairness at work, including how much people are paid.

It means people have the same opportunities to participate in employment regardless of their gender. This extends further to all prohibited grounds for dismissal as entrenched in NZ law. Equity breaches are most often taken to court as a personal grievance under the Employment Relations Act 2000, or a claim under the Human Rights Act 1993.

Pay equity means what you’re paid isn’t influenced by your gender and other non-discriminatory classes. Women receive the same pay as men for doing the same work. In addition to this, equal pay is received for doing different work that is still valued equally. This is assessed in terms of skills, knowledge, responsibility, effort and working conditions. Other factors include performance, market factors, and productivity.

Employment Equity Breaches: A Strategy.

  • Keep a record of problematic incident(s)
  • Talk to your manager or human resources person to resolve the issue internally.
  • If this fails, discuss the issue with our expert employment equity consultants
  • Work with us to establish your rights, how they’ve been violated and the best course of action.

Labour Employment Equity Law

There is an apparent trend of historical gender discrimination. Pre-1972’s Equal Pay Act, separating rates of pay for men and women was completely legal. Equal employment laws and anti-discrimination legislation have improved women’s job equity (access to jobs) and level of pay, however, multiple modern studies still report women’s earnings as less.

In female-dominated occupations, you can look at what would have been paid to a man, in addition to evaluating the existence and undervaluing of the role due to structural, current or historical discrimination.

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Establishing a breach of employment equality regulations

For more equity information, we’re here to help. Contact our team of employment equity consultants.

If you believe an employer is discriminating against you on prohibited grounds, you should try to resolve the problem by talking to them. If this is unsuccessful or inappropriate, there are other avenues to explore. Call your equity advocates today, or contact us online.

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A member of The Employment Law Institute of New Zealand. ELINZ Represents Employment Law Professionals Nationwide.