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Kia Toipoto – Public Service Action Plan for closing gender, Māori, Pacific and ethnic pay gaps

As a Crown entity, Toka Tū Ake EQC is committed to building a diverse and inclusive workplace, including meeting the Public Service Kia Toipoto goals of making substantial progress toward closing gender, Māori, Pacific and ethnic pay gaps over the next three years.   

Kia Toipoto, the Public Service Pay Gaps Action Plan 2021–2024, has three goals:   

  • make substantial progress toward closing gender, Māori, Pacific, and ethnic pay gaps,
  • accelerate progress for wāhine Māori, Pacific women, and women from ethnic communities,
  • create fairer workplaces for all, including disabled people and members of rainbow communities. 

Kia Toipoto builds on the successful Public Service Gender Pay Gap Action Plan 2018–20 and now includes Crown entities. Kia Toipoto comes from the saying "Waiho i te toipoto, kaua i te toiroa l let us be united, not wide apart.” The name speaks to closing gaps and creating unity and fairness for all peoples. 

Implementing Kia Toipoto at Toka Tū Ake EQC  

Toka Tū Ake EQC is committed to the principles of Kia Toipoto and has made significant progress in recent years toward gender equity, including significantly reducing our gender pay-gap, and having strong female representation in 57.5% (23) in our leadership cohort (including 70% (7) of the Executive Leadership team), and implementing and embedding a fully flexible workplace culture.  

Through our diversity and inclusion workplan, we have put actions in place to help achieve and sustain this reduction in our pay gaps and support the progression of our diverse communities, including reviewing our planning, policies, remuneration and recruitment processes.   

We recognise there is more to do and have developed a Kia Toipoto plan which acknowledges our actions to date and makes the following commitments:  

  • publishing of our gender and ethnic pay gaps and our pay gap action plan each year,
  • ensure bias does not influence starting salaries or pay for employees in the same or similar roles,
  • improve gender and ethnic representation in our workforce and our leadership,
  • ensure equitable career pathways and opportunities to progress,
  • protect against bias and discrimination in HR and remuneration policies and practices,
  • continue to build cultural competence across our organisation.  

Our Kia Toipoto action plan will be updated with our progress annually to ensure transparency.