In 2022, AIA NZ’s gender pay gap is 19.1%. This means that the median pay for men is 19.1% higher than the median pay for women.  

No. It means that a greater proportion of men occupy higher paying roles at AIA. It is not based on a comparison of like-for-like roles.

At AIA we’re confident that men and women receive equal money for doing equal work. Across our pay bands, sometimes men are paid more, and sometimes women.

Women outnumber men at AIA NZ in all pay quartiles. However, we have a larger proportion of women in our lower paying roles such as customer service, and a smaller proportion in our highest paying roles.

Also, although 75% of our Board and 66% of our Executive leaders are women, 60% of our senior leaders are men. This is why we have a larger pay gap in the upper quartile.

We acknowledge action needs to be taken to reduce our current gap, and we are focused on making changes to bring about greater equality.

Key areas of focus include: 

• Continue to measure and publish our gender pay gap annually.
• Complete a full pay equity review by the end of 2022.
• Frequent review of our hiring and interviewing practices, for example making improvements to our recruitment ads to encourage all genders to apply for all roles. This also includes continuing current practices that ensure all interview panels are gender diverse.
• Continue to offer our annual women-only leadership programme to encourage and support more women into leadership positions.
• Additional workplace support for women with flexible working, the provision of free period products, menopause support toolkits, and extra parental leave allowances.
• AIA NZ is proud to have the YWCA Gender Tick accreditation for gender equality – the first insurer to gain the tick!