Closing the Gap: Practical Steps to Reduce Workplace Gender Bias

New Zealand proudly holds a unique place in the history of gender equality: it was the first self‑governing country in the world to grant women the right to vote in parliamentary elections in 1893, and it has since seen multiple women rise to positions of national leadership.

While New Zealand has had three female prime ministers [Jenny Shipley, Helen Clark, and Jacinda Ardern], and has achieved gender parity in Parliament at times, persistent challenges remain in achieving true equality across public life and the workplace.

Legislative steps have also been taken to address inequality. The Equal Pay Act 1972 was introduced to eliminate both direct and indirect discrimination in wages, mandating equal pay for men and women performing the same role.

On the surface, New Zealand appears to offer equal opportunities for men and women in the workplace. However, despite this strong foundation, unconscious gender bias continues to create barriers at every stage of employment, from hiring decisions to career progression and pay at senior levels.

The New Zealand Ministry for Women has tracked the gender pay gap since 1998, measuring the difference between median hourly earnings for men and women across both full- and part-time work.

Recent data shows significant progress, with New Zealand’s gender pay gap falling to 5.2% in the June 2025 quarter, down from 8.2% in 2024—the lowest level since records began.

While this improvement is encouraging, it does not tell the full story. Pay gaps remain considerably higher for Māori, Pacific, ethnic and disabled women, reflecting ongoing disparities in employment, seniority and pay equity.

Looking more broadly, the gender pay gap has steadily declined over time, from around 16.3% in 1998 to today’s much lower level, but progress has been uneven and varies significantly across industries and roles.

For example, while the public service has seen improvements, with its gender pay gap dropping to around 6.1% in 2024, some sectors still experience much larger gaps, particularly in higher-paying industries and leadership positions.

While many organisations believe they make objective decisions based solely on merit, research suggests otherwise. Whether acknowledged or not, gender bias continues to shape workplace outcomes across the country.

Here are some ways to tackle bias in the workplace.

Name-blind applications

One practical way to reduce bias in hiring is to remove identifying details from applications. Known as name-blind recruitment, this approach involves omitting names from CVs so that hiring decisions are based purely on skills and experience, rather than assumptions linked to gender.

Equal pay

Equal work should result in equal pay, yet disparities remain. Businesses can take a proactive stance by implementing clear policies that ensure men and women are paid equally for performing the same roles.

Assign roles based on ability

Long-standing stereotypes often position women in support or administrative roles and men in leadership positions. These assumptions can limit opportunities and reinforce inequality. Employers should focus on assigning responsibilities based on individual capability and performance, not gender.

Talk about it

Creating open dialogue around unconscious bias is essential. Encouraging discussions among leadership teams and providing training can help employees recognise and address their own biases. Over time, this awareness can lead to more equitable decision-making in hiring and promotions.

Familiarise yourself with anti-discrimination laws

Employers should have a strong understanding of workplace laws that protect against discrimination, including those covering equal pay, harassment, victimisation, and gender-based discrimination. This knowledge ensures policies are not only implemented, but upheld effectively.