PSA goal – closing the gender pay gap by 2020

gender pay gap in NZ about 13% across the NZ workforce and around 14% in the public service

Pay equity - removing barriers and discrimination around pay for all members Current PSA focus - the gender pay gap PSA Runanga and PSA Pasifika and Deaf & Disabled Networks are identifying, challenging and closing pay gaps affecting their members double whammy discrimination

PSA campaigning for pay equity since Worth 100% campaign is not new– it is in fact 100 years old. Our new branding is the final push towards full pay equity for PSA women in 2020

We are building on the work done by our forebears – our union sisters and brothers who have stood up over the years and said Women are Worth 100% As long ago as 1914

1914 “That female employees of equal competence with male employees shall receive equal treatment as to pay and privileges.” FIRST PSA CONFERENCE

From the past 1919 – our brothers and sisters in the International Labour Organisation called for equal remuneration for work of equal value. They believed women were worth 100% United Nations. They believed we were worth 100% Jean Parker case led to the Public Service Equal Pay Act in She believed she was worth 100%.

So how are we in the PSA going to close that final part of the gender pay gap?

Not by starting from scratch A legacy of union protest and support from the past has given us 3 major wins which we are using in a variety of approaches to close the gender pay gap by State Sector Act 2004 Pay & Employment Equity (PAEE) Unit 1972 Equal Pay Act

Win # 1 – good employer provision State Sector Act – good employer provision: (public sector, state sector and the DHBs) PSA - discussions with the SSC and the employers: how are you going to meet your good employer obligations where you pay your women staff less than men? EEO Commissioner Jackie Blue - report on pay equity in the public sector - challenging findings for our public sector employers. PSA - what is your response?

Win # Pay & Employment Equity (PAEE) Unit The PAEE audit reports and response plans - PSA asking employers e.g. CYF and several CRIs what improvements have you made in closing the gender pay gap? Snapshots in time - look at exactly how fair the pay of our members is in these workplaces both then and now. Some local body employers have also done pay equity audits we can use e.g. Auckland Council

Win # 3 - Equal Pay Act 1972 Win # 3 Equal Pay Act has given our current pay equity campaign a focus and a surge of enthusiasm – success of Kristine Bartlett’s case in using the 1972 Equal Pay Act. If Terranova case upheld – under the Equal Pay Act:  1000s of workers are currently underpaid because their jobs are done mainly by women  Employment Court can rule on a range of pay equity cases

Female dominated work PSA members in CPS sector (care and support workers) do jobs which are similar to Kristine’s. Specialist job evaluation looked at the female dominated community support worker job and found a male dominated job requiring similar skills and qualifications. The comparator = Corrections Officers (earn + $8 more per hour)

Pay equity rate PSA bargaining Corrections Officers pay scale = the pay equity rate = what our care and support workers are worth = 100%

So far…. employers have not disagreed with us. They know that is what our members are worth because: they know the complexity of the work, they understand the value of the work to NZ society they have such difficulty recruiting and retaining staff in those jobs.

Yes but Employers are saying yes – that is what these workers are worth but the government is not funding us enough so that we can pay the wages. This is a strong base for joint lobbying of government

Other occupations may also be underpaid because they are female dominated. Investigate, develop pay equity bargaining claims, may end up in Employment Court

How can you as PSA members be part of the Worth 100% campaign? Wear the badges, put up the posters, start conversations, post comments on FB and educate your work colleagues about pay equity. We are the groundswell that employers and government will eventually have to listen to

Get involved in bargaining by being a delegate, attending meetings and feeding information to your organiser. Talk about the PSA pay equity claim at work

Importance of the election – an opportunity to put pay equity on the election agenda

The PSA pay equity ask: political will and commitment to pay equity and a timeframe for action additional funding dedicated for remedial settlements an objective and independent process for assessing pay equity claims

Panel of candidates – 3 political parties National party declined

Get pay equity on the political agenda Go along to political meetings in your region ask some of the questions on our Pay Equity Lobby Sheet – find the pink sheet Tomorrow - regional planning

1955 First PSA Women’s Conference

Let’s build on the work and commitment from the past to create a better future. Pay equity – 100% by 2020

We are worth 100%