Pay Equity Report: December 2022

This report provides information on our gender and ethnicity representation, and the pay gaps that exist. This report will be updated annually.

On this page

Summary

As with all small organisations, even small staffing changes can impact our pay gap statistics. The main driver of our gender pay gap is an overrepresentation of women in lower paid roles. The main driver of our ethnicity gap is an underrepresentation of Māori, Pacific, and other ethnic minorities in higher paid roles and in leadership.

We can clearly see opportunities that could create the most positive change are:

  • increasing the representation of Māori, Pacific and other ethnic minorities in our workforce and our leadership
  • improving our recruitment and remuneration processes to eliminate bias and increase transparency
  • improving our systems for data collection and recording.

About this report

The data includes both permanent and fixed-term employees and is as of December 2022. This report is being used to guide the development of our pay equity action plan.  Our plan will be published by the revised Kia Toipoto milestone delivery date, April 2023. 

Kia Toipoto – The Public Service Pay Gaps Action Plan(external link)

Our people

Total employees: 162 

Employment Status

Women Men Not Disclosed
Permanent 95 47 1
Fixed-term 12 7  
Full-time 96 52 1
Part-time 11 2  

Pharmac ethnicity

We have a 93% ethnicity declaration rate; however, system limitations have restricted most staff to declaring only one or two ethnicities. We have used a total response reporting method. This means people can appear more than once in our reporting, so ethnic group totals will add up to more than 100 percent of staff.

Pharmac has more European staff as a proportion than both the Public sector average and the New Zealand population. Most other ethnicities are underrepresented, especially Pacific peoples and Māori..
Ethnicity of Pharmac staff, compared to the New Zealand population and Public Sector average

Pay gaps

We calculate pay gaps as recommended by Te Kawa Mataaho Public Service Commission, the % difference in the average hourly pay for women and men using full-time-equivalent total remuneration. 

Although we performed a thorough review of our pay equity, due to our small size, we are only able to report our gender and non-European/European ethnicity pay gaps.

Our Gender Pay Gap (GPG) is 10% | Our adjusted GPG for similar roles is 3.5%

Our ethnicity pay gap for Non-Europeans/Europeans is 17%

Average salary by gender and ethnicity

Due to small numbers some gender and ethnicity groups have been aggregated, including Māori, Pacific peoples and Non-European men.

The graph demonstrates what you'd expect, non-European women have the lowest average salary and European men have the highest average salary. .
Average Pharmac salaries by gender and ethnicity

Representation in leadership

3% of people leaders did not declare an ethnicity.

Two pie graphs. One demonstrating that 57% of our leaders are women. A second showing that 8% of our people leaders are non-European..