Our pay gap data
At ANZ New Zealand, we’re working hard to build a workplace that is equitable, diverse and inclusive. This is the fifth year we’ve reported our overall gender pay gap. While it’s encouraging to see progress, we still need to increase the representation of women in leadership roles, particularly in higher-paying and traditionally male-dominated areas. This is crucial to closing the gender pay gap.
To understand pay differences more clearly, we look at two measures: the gender pay gap and the pay equity gap. We report the average and median pay gap. While averages can be influenced by outlier values, the median takes the middle value in the data set and provides a closer representation of the earnings typical of our male and female employees.
Key actions underway to improve differences in pay
At ANZ New Zealand, we focus on removing structural barriers, supporting career progression, and ensuring fair and equitable pay practices:
- Building the female talent pipeline through targeted talent identification, succession planning and focused development, including our Powerlift sponsorship programme, to increase the representation of women in senior and higher‑paying roles.
- Flexible and inclusive ways of working that support different life stages and caring responsibilities, helping reduce career disruption and support progression.
- Career continuity and transition support, including return‑to‑work programmes following parental leave or extended absence, to help maintain career momentum.
- Health and life‑stage initiatives, such as menopause support, aimed at reducing mid‑career attrition of women.
- Ongoing monitoring and positive action embedded in recruitment, performance and remuneration processes.
- Culture and advocacy supported by our Aotearoa Forward affinity group, which promotes gender equality through kōrero, learning and employee‑led initiatives.
This data represents permanent employees of ANZ Bank New Zealand Limited, excluding the New Zealand CEO. Percentages are based on full-time equivalent average Total Pay (salary and superannuation, where it forms part of a fixed remuneration package, plus variable pay). Values are unaudited, provided voluntarily by ANZ New Zealand, and reflect the position as at 30 September of each year. The average gender pay gap is calculated by dividing the average remuneration for women by the average remuneration for men.
The median gender pay gap is calculated by dividing the mid-point remuneration for women by the mid-point remuneration for men.
Gender data in this report is reported using binary female and male categories. ANZ New Zealand recognises and respects diverse gender identities and is committed to providing a safe, respectful and inclusive workplace for our non-binary and gender-diverse employees.
Contact the ANZ Equity, Diversity and Inclusion team
ANZ – A great place to belong
We believe in the inherent strength of a vibrant, diverse and inclusive workplace. To find out more, take a look at our careers section to see what life is like at ANZ.