The gaps above indicate the difference between the median pay for each group and the comparator group expressed as a percentage e.g. the gender pay gap percentage indicates that in the 2024/25 financial year, women earned 4% less than males at TAU; the ethnicity pay gap indicates Asian staff earned 13.3% less than European employees.
TAU is pleased to report that pay gaps have reduced across all ethnic groups. Our analysis also shows that pay gaps at TAU are not driven by unequal pay for equal work. Instead, they reflect patterns in representation – particularly the over-representation of Māori and Pacific Peoples in lower-paid roles. Age also plays a part, with these groups tending to be younger on average, which influences overall pay levels.
Why pay gap reporting matters
Pay gap reporting helps TAU understand who has access to higher-paying roles and areas of the organisation that attract higher salaries. It’s not about equal pay for equal work – that’s already in place at TAU – but about representation: who is in which roles, and at what levels.
By measuring and reporting these gaps, we’re not just holding ourselves accountable, TAU is helping to shift the dial nationally. TAU believes that when organisations across Aotearoa New Zealand commit to closing pay gaps, the nation will unlock the full potential of its workforce and ensure that all talent is recognised and rewarded.
What we are doing
TAU is implementing a range of initiatives to address our pay gaps as part of our Diversity, Equity and Inclusion strategic plan. Our efforts are centred on three priority areas: fostering an inclusive culture; improving leadership representation; and ensuring equitable people processes and systems. TAU has developed a three-year programme of activities to support meaningful growth in each of these areas. This programme will start in the 2025/26 reporting period.
