Appendix 1: Detail of quantitative data

Table 1 shows the proportion of women, Māori, and Pacific and Asian peoples in senior management roles. The proportion of women in senior management increased from 32.7 percent as at 30 June 2001 to 39.8 percent as at 30 June 2010. Representation of Māori and Pacific peoples dropped slightly in the same period, from 9.7 percent to 8.3 percent, and from 1.9 to 1.5 percent respectively. The representation of Asian peoples fluctuated slightly through the decade, but was at the same level (1.7 percent) in 2010 as it was in 2001.

Table 1 Diversity in senior management, 30 June 2001 to 30 June 2010

Gender

The proportion of women in the Public Service as at 30 June 2010 was 59 percent, compared with 47 percent in the employed labour force.

Figure 1 Staff numbers by gender, 30 June 2001 to 30 June 2010

As can be seen in Figure 1 above, the number of women in the Public Service has increased at a faster rate than the number of men at certain points in the decade.

For the period 30 June 2001 to 30 June 2010 the percentage of women in the following categories were as listed below (refer also to Figure 2):

· Public Service increased from 56.5 percent to 59.7 percent

· women managers increased from 40.8 percent to 47.4 percent

· women in senior management increased from 32.7 percent to 39.8 percent

· women CEs decreased from 22.9 percent to 16.1 percent.

Figure 2 Female representation in the Public Service and management, 30 June 2001 to 30 June 2010

The data suggests that there is a link between the number of females in a department and their representation in senior management. As a general rule, better female representation at all levels of the department is reflected in higher female representation at senior management levels. This is demonstrated in Figure 3, which compares female representation in the Public Service and senior management by department (as at 30 June 2010).

The three departments with the highest representation of women were the Ministry of Women's Affairs (82.9%), the Ministry of Education (80.1%) and MSD (72.8%). The three departments with the lowest representation of women were the Government Communications Security Bureau (30.4%), the Ministry of Defence (33.3%) and the Ministry of Fisheries (33.5%)

Figure 3 Percentage of females by department and percentage of females in senior management, as at 30 June 2010

Gender and pay

As at 30 June 2010, the average salary for men in the Public Service was $69,544 and $59,522 for women. The gender pay gap has reduced from 15.4 percent at 30 June 2009 to 14.4 percent at 30 June 2010. The rate of increase in average salary was 1.9% percent for women and 0.8% for men. The gender pay gap in the Public Service for the years 2001 to 2010 has dropped from 17.4 to 14.4 percent.

Figure 4 Average female salaries as percentage of average male salary, 30 June 2001 to 30 June 2010

Table 2 Percentage gender pay gaps, 30 June 2001 to 30 June 2010

Table 2 gives the percentage gender pay gaps from 30 June 2001 to 30 June 2010. Pay gaps by occupation group are lower than the overall pay gap, and range from 1.0 percent for contact centre workers through to 13.6 percent for managers.

Ethnicity

The ethnic diversity of the Public Service for the period 30 June 2001 to 30 June 2010 is shown in Table 3 below.¹⁰ The representation of Asian peoples in the Public Service increased again in the year to 30 June 2010, although at a slightly slower rate compared to the past five years. If the Asian ethnic group continues to increase at similar rates, it may overtake Pacific peoples as the third largest ethnic group in the Public Service within the next few years.

Ethnicity statistics are representative of Public Service employees who have chosen to declare an ethnicity. Percentages will equal more than 100% as a person can identify with more than one ethnicity.

Table 3 Representation of ethnic groups in the Public Service, 30 June 2001 to 30 June 2010

Ethnicity by department

Māori representation across Public Service departments compared with the representation of Māori in senior management is shown in the individual department summaries as at 30 June 2010.

The Serious Fraud Office has no employees identifying as Māori in their workforce or in senior management.

The following agencies have Māori representation in their workforces but no Māori in senior management:

· Ministry of Economic Development

· Ministry for Culture and Heritage

· New Zealand Customs Service

· Department of the Prime Minister and Cabinet

· Land Information New Zealand

· The Treasury

· Inland Revenue Department

· Ministry of Transport

· State Services Commission

· Ministry of Pacific Island Affairs

· Ministry of Research, Science and Technology

· Ministry of Women's Affairs.

The following departments have a high representation of Māori in their workforce but comparatively low representation of Māori in senior management:

· Department of Corrections - 24.0% Māori and 7.4% Māori in senior management

· Ministry of Social Development - 23.2% Māori and 11.2% Māori in senior management.

The following departments have a higher representation of Māori in senior management than in their total workforce:

· Ministry for the Environment - 3.0 % Māori and 20.0% Māori in senior management.

· Ministry of Education - 12.6% Māori and 16.2% Māori in senior management

· Ministry of Health - 9.9% Māori and 12.9% in senior management

· Ministry of Fisheries - 14.2% Māori and 15.2% in senior management

· Education Review Office - 20.1% and 21.2% in senior management.

· Ministry of Defence - 7.1% and 16.7% in senior management.

The Ministry for Māori Development (Te Puni Kōkiri) has about the same level of Māori representation in their workforce (68.9 percent) as in senior management (66.7 percent).

Ethnicity and pay

Table 4 below shows ethnic pay gaps in the Public Service from 30 June 2001 to 30 June 2010. The pay gap between Māori and non-Māori decreased from 12.6 to 11.4 percent. The pay gap between Pacific peoples and non-Pacific peoples fluctuated slightly with the decade, but has remained the same at 19.2 percent in 2010 as it had been in 2001. The pay gap between Asian peoples and non-Asian peoples grew from 3.3 to 10.9 within the same period.

These pay gaps closely match the Labour Force Survey ethnic pay gaps for Māori and Pacific and Asian peoples.

Table 4 Ethnic pay gaps, 30 June 2001 to 30 June 2010

Hours of work

Statistics New Zealand define 'full-time' employment as usually working more than 30 hours per week. For the purposes of this report part-time has been defined as an employee working <1 Full-Time Equivalent.

More female employees work part-time in the Public Service than do males. The data has changed little in the period 30 June 2001 to 30 June 2010, as depicted in Figures 17 and 18 below.

Figure 5 Public Service female employee numbers by full and part-time, 30 June 2001 to 30 June 2010

Figure 6 Public Service male employees by full- and part-time, 30 June 2001 to 30 June 2010

¹⁰ Ethnicity is recorded and reported based on the Statistics New Zealand 'Statistical Standard for Ethnicity 2005'. People recording more than one ethnic group are counted multiple times. Percentages in Table 3 are of those with a known ethnicity.

¹¹ Since the 2008 survey, a new payroll system was introduced at IRD. As part of this change employees had the option to review their ethnicity which resulted in a reduction in the proportion of employees with an unknown or unrecorded ethnicity and an increase in the number of employees responding as New Zealander.