CEVEP...
coalition for equal value equal pay

advocating pay and employment equity for New Zealand women

About CEVEP


The Campaign for Equal Value, Equal Pay...

is a voluntary organisation committed to reducing the gender pay gap in New Zealand through policy and initiatives to advance pay equity in general and equal pay for work of equal value in particular.

Our members' expertise and experience spans the breadth and history of this important policy issue. The purpose of this website is to provide background information for the current campaign and for the media.

CEVEP has campaigned for effective pay equity policy and legislation since 1986. Our activities include advocating to government and political parties, writing submissions and appearing before select committees, producing materials on pay equity for the public and the media, and organising tours of overseas experts to New Zealand.

In April 2013, CEVEP was invited to be an 'intervening' party to a pay equity test case taken under the Equal Pay Act 1972 by resthome caregiver Kristine Bartlett and the Service & Food Workers Union (now called E Tu).

 

The Pay Equity Challenge...

Cevep is an active member of the
Pay Equity Challenge Coalition.

For the latest news on the Pay Equity Challenge, see the Coalition's website, blog and RSS feed.

The Pay Equity Challenge Coalition is a broad coalition of community, employer, union, and academic groups who are committed to putting pay equity issues back on the government's, and New Zealand's, agenda.

In 2012 the YWCA also began to campaign for pay equity, with a petition to Parliament and a coffee cart that charged men 10% more than women to reflect the gender difference in median hourly pay.
See more...

2015 gender pay gap

See the latest gender pay gap figures here and here.

 

Equal pay
mea
ns that men and women doing the same job get the same pay rate.

Equal pay for work of equal value
means that men and women get the pay rate for different jobs that require a similar overall level of skills, years of training, responsibility, effort and working conditions.
Equal pay for work of equal value is an policy principle in international conventions ratified by New Zealand.

 

For other pay equity claims, see our 'What's Happening' page...

 

See more in the media...

See Prue Hyman, The case for action now. NZ Herald, 9.2.2016

Scoop Business, Pay Equity decision looms, 2.6.2016

Linda Hill, Equal pay for equal value: The case for care workers. Women's Studies Journal 27(2) Dec. 2013

Dominion Post Editorial. A blueprint for justice for women in the workplace, 9,6,2016.

 

 

Contact CEVEP at cevep@cevepnz.org.nz
or PO Box 12361, Wellington
Aotearoa New Zealand

 

 

www.cevepnz.org.nz 12.5.2017

 

'Thanks but no thanks', says CEVEP to new equal pay bill

On 24 November 2016 Cabinet accepted recommendations from its Joint Working Groupon Principles for Implementing Equal Pay.However, it added a supplementary principle: a requirement to work through a 'hierarchy of potential comparator' from within the same workplace or industry (rather than selecting clearly unbiased male dominated jobs and sectors). (See also CEVEP's General Principles for Pay Equity).

On 20 April 2017 the government released an 'exposure draft' of new Employment (Pay Equity & Equal Pay) bill. It is consulting on this until 11 May.

CEVEP says the new legislation for pay equity takes away some of the hard won victories for women in the recent Terranova case. If that is the price of new legislation, we say no thanks. The current Equal Pay Act 1972 has been shown to work.
See media releases 1 May 2017 and 11 May 2017.

 

CEVEP's response to new bill...

Following Judgments on the Bartlett case, the government announced its intention to 'update' the Equal Pay Act, to incorporate its Joint Working Group's Principles and to make it easier for women to file pay equity claims.

This new bill does just the opposite:

  • It reduces women's right to make claims unless they meet new historical criteria.
  • It introduces snakes-and-ladders processes that will greatly increase transaction costs for claimants, employers and state agencies, and require new legal interpretations.
  • The criteria for selection male comparators overturn both the judgments and the Principles.
  • It does little to increase pay transparency. It discriminates against women by excluding only women's pay equity claims from 6 years' backpay that all wage and commercial money claims are entitled to.
  • On these points and others the bill is inconsistent with its own Purposes of eliminating and preventing gender discrimination in remuneration.
  • Claims already lodged under the 1972 Act should proceed under this Act, as is normal legal practice.

In summary, thanks but no thanks!

See CEVEP's full submission on the Bill here.

CEVEP urges the government:

  • To respect the courts' decision that pay equity requires male comparators from jobs and sectors that are clearly unaffected by gender bias; that is male dominated jobs and sectors. We recommend comparison with at least two comparators in different males jobs in two or more different male cominated sectors or industries.
  • To attach the Joint Working Group's Principles as a Schedule or Statement without amending the text of the Act itself.

See past CEVEP policy statements here.

Latest on Kristine Bartlett vs Terranova pay equity claim...


Caregivers finally offered equal pay settlement

The offer lifts care and support workers' pay to between $19 and $23.50 from 1 July 2017, rising to between $21.50 and $27 in July 2021.

This claim was first with the Employment Court in 2012, leading to judgments clarifying that Equal Pay Act did allow equal pay for work of equal value claims for women's and men's typically different work. The government, which funds most care work from our taxes, then set up and join in negotiations to settle the claim. We can expect to see this settlement covered by the Budget in May. See more about the settlement here.
See the whole story here
.

In February 2017 the NZCTU reported that, in advance of revised legislation, it is working with the State Services Commission to progress the PSA's claim for Child Youth & Family social workers and care and support workers, and NZEI's claim for education, behaviour and communication workers in schools. See more.