Gender equality and pay transparency are fundamental to who we are.

At AIA, our purpose is to help people live Healthier, Longer, Better Lives. We believe this is only possible when everyone is treated fairly and equitable – across our workforce, our partnerships and our communities.

Transparency is essential to meaningful change. That’s why since March 2022, AIA New Zealand has publicly disclosed our gender pay gap to support open dialogue on gender pay equity and to hold ourselves accountable for making real, measurable 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.

At AIA New Zealand we use two key measurements to help us better understand and explain the underlying reasons for differences in pay – the Gender Pay Gap and the Pay Equity Gap.

Gender Pay Gap

A gender pay gap shows the difference between pay for men and women. We calculate our gender pay gap using the following formula:

Median Pay for males - Median Pay for females

Median 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.

Pay Equity Gap

Pay Equity is about women and men receiving the same pay for doing jobs that are different, but of equal value. Within AIA New Zealand, this metric is based on the compa-ratio of men compared with women (comparing an employee’s earnings against the pay range for their role).

What is the gender pay gap and pay equity gap at AIA New Zealand?

Gender Pay Gap

The gap between the median earnings of women compared with men.

In 2026, our gender pay gap is 18.5% in favour of men.

Pay Equity Gap

The gap between the median earnings of women compared with men in similar roles.

In 2026, our pay equity gap is 1.0% in favour of women.

Why does AIA New Zealand have a 18.5% Gender pay gap?

Like many organisations within our industry, the key driver for the overall gender pay gap at AIA New Zealand is the distribution of our employee population. Specifically, we have a larger proportion of women in our lower paying roles, and a smaller proportion in our highest paying roles. 

While the gender pay gap is higher than we would like, this is below the average gender pay gap for the Financial Services and Insurance industry of 23%.

In addition, the pay equity gap provides us with confidence that at AIA men and women receive equal money for doing equal work.

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:

Ongoing transparency: Continue to measure and publish our gender pay gap annually.
Pay equity reviews: Complete a full gender pay equity review each year, ensuring that women and men across our organisation are paid equally for equal work.
Leadership pipeline: Design and actively manage talent identification and succession planning processes that strengthen, develop and promote our pipeline of women in senior leadership.
Leadership development: Continue to invest in targeted leadership development for women through our annual women-only leadership programme, Hikitia Mai (Lift me up in te reo Māori).
Inclusive recruitment: Ensure senior leader recruitment processes include at least one credible female candidate and have a diverse interview panel, including at least one female leader.
Workplace support: Providing additional support for women through flexible working, free period products, menopause and women’s health support toolkits, and enhanced parental leave benefits.
External accountability: AIA New Zealand is proud to be the first insurer to that gained the Gender Tick accreditation and continues to hold the Advanced Gender Tick for our commitment and progress toward gender equity.

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