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  • Supporting Gender Equality

    Supporting gender equality

    At AIA we are committed to helping people live Healthier, Longer, Better Lives. We believe a fundamental part of this is championing the fair and equitable treatment of everyone – our customers, our partners, and our people.

    In March 2022 AIA NZ opted to publish our gender pay gap publicly. We did this to encourage the gender pay conversation, as well as to ensure that as an organisation we hold ourselves accountable for addressing our current pay gap and commit to making improvements.

    What is a pay gap?

    A pay gap is the difference between the median rates of pay for different groups of people in an organisation.

    A gender pay gap shows the difference between pay for men and women. The calculation of the gender pay gap can be seen below:

    Pay for males - Pay for females

    Pay for males

    X 100

    This calculation provides a percentage figure. A pay gap of 10% for example would mean the average man was earning 10% more than the average woman, regardless of type of work they do or hours they work.

    While this figure doesn’t compare like-for-like pay equity, it does give insight into the kinds of jobs men and women are generally undertaking, and the average rates of pay for these.

    According to Stats NZ, New Zealand’s total pay gap is 9.1%, however other studies have shown the figure at 18.5%. Looking closer to home, the pay gap for the financial services industry is 31%.

    What is AIA NZ’s gender pay gap?

    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.  


    Does this mean that men are paid 19.1% more for doing the same or similar work?

    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.


    Why does AIA have a 19.1% pay gap?

    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.

    Gender pay gap within quartile

    What are we doing about it?

    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!
    Contact Us

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    Victoria St West
    Auckland 1142

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    CONTACT US

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    Mon - Fri 8am to 6pm
    AIA House, 74 Taharoto Road, Takapuna, Auckland 0622, New Zealand
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