Key Insight
As of 1 July 2025, our organisation's overall gender pay gap has decreased to 0.59%, down from 10% in March 2023. This reduction reflects our commitment to creating a more equitable workplace, following the implementation of our first Kia Toipoto action plan in March 2023.
Gender Pay Gap
Here at the FMA, we remain committed to meeting the milestones set out in Kia Toipoto - the Public Service Gender, Māori, Pacific, and Ethnic Pay Gaps Action Plan 2024-25.
We are committed to reducing our pay gaps and ensuring our organisation continues to be a place where all employees feel respected and empowered. Our commitment to Kia Toipoto, and to broader Diversity, Equity, and Inclusion (DEI) goals is a long-term continuous journey - one that continues to evolve as we work with our kaimahi to understand and learn from their experiences.
Over the past year, we are proud of the progress we have made. From reducing our gender pay gaps and enhancing employee benefits, to strengthening support for our kaimahi through initiatives like our Living Wage commitment, wellness spaces, a new wellbeing framework, and continued insurance benefits. Additionally, the introduction of Te Pātaka Haurongo, our new HRIS, has enabled us to begin collecting demographic data, laying the foundation for more informed DEI initiatives. These developments are important milestones, and we remain focused upon building a workplace where everyone feels seen, supported, and empowered to thrive.
As of 1 July 2025, our organisation-wide gender pay gap (based on the median hourly rate, including the CE) is 0.59%, a reduction from 10% in March 2023. Since the publication of our first Kia Toipoto action plan in March 2023, we have reduced our gender pay gap by 9.41%. We will continue to report this metric biannually, with updates following our mid-financial year promotion round (effective 1 January) and our annual pay review cycle (effective 1 July).
Under Kia Toipoto, agencies and entities require a minimum of 20 employees in each comparative group to publish statistically robust pay gaps, while also protecting the privacy of employees. Our current ethnicity self-disclosure rate is 24%, and we are working to increase this rate so we can ensure the diversity of our workforce is fully represented in our pay gap analysis.
Download the Kia Toipoto Action Plan August 2025, PDF [2.04MB]
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