University narrows gender pay gap and launches Gender Equity Strategy

Waipapa Taumata Rau, University of Auckland has reduced its gender pay gap, with the latest data showing the overall gap has narrowed to 6.3 percent.

The University’s third annual Gender Pay Gap Report reveals a decline from 10.8 percent when first measured in 2023. Among academic staff, the overall gender pay gap has reduced to 4.9 percent, down from 16.1 percent in 2023. For Professional staff, the findings indicate overall pay parity, with the gap decreasing from 4.3 percent in 2023 to -0.2 percent.

Pro Vice-Chancellor Equity Professor Cathy Stinear says the findings are encouraging but focused action is still necessary.

“While this is a step in the right direction, our journey is not complete. Gaps remain, particularly for women from Pacific, Asian and Middle Eastern, Latin American and African communities, and we are committed to addressing these disparities to continue closing the gaps.”

Alongside the release of the latest report and informed in part by insights gained over three years of reporting, the University has launched its first Gender Equity Strategy and Plan.

The Strategy is led by the HR Leadership Team. It sets out a clear, evidence-based programme of action for the next three years to strengthen employment practices, reduce bias, and address the structural drivers of gender inequity across the organisation.

“Gender equity requires sustained effort over time,” says Stinear.

“This strategy recognises that real and lasting change comes from transparency and accountability embedded into everyday practice, not one‑off initiatives.”

Developed in collaboration with the University’s Gender Action Plan Group, and with reference to Kia Toipoto – Public Service Pay Gaps Action Plan 2021-24, the Strategy focuses on four areas:
• Equitable recruitment
• Equitable remuneration and career progression
• Well-being, culture and capability
• Evaluation, transparency and continuous improvement.

Over the next 18 months, the University will begin implementing a series of actions, including improved and more transparent recruitment and promotion processes, increased recognition of leadership, cultural and unseen labour, stronger support for flexible work, well-being, and career transitions, and strengthened leadership capability.

“We are confident that, through the Gender Equity Strategy and Plan, we will continue to reduce our gender pay gaps and embed genuine, long‑term and sustainable change across the University,” says Stinear.

The 2025 Gender Pay Gap Report and Gender Equity Strategy and Plan 2025-2029 are available on the University’s website:
Read the 2025 Gender Pay Gap Report and Gender Equity Strategy and Plan.