Coca-Cola Europacific Partners NZ is one of the first of the 50 organisations in New Zealand to report their gender pay gap as part of the Public Pay Gap Registry.
This March, MindTheGap launched Aotearoa New Zealand’s first Public Pay Gap Registry showing Coca-Coca Europacific Partners NZ’s commitment to pay gap reporting.
Live on MindTheGap.nz, the Registry lists over 160 of New Zealand’s largest employers, and states whether or not they are reporting their pay gaps. Coca-Coca Europacific Partners NZ is shown as a ‘YES’ on the registry and report their gender pay gaps on the company website.
It’s been nearly 50 years since the Equal Pay Act 1972, and pay gaps continue to persist. Stats NZ reports the average gender pay gap in New Zealand is 9.1% - last year, Coca-Cola Europacific Partners NZ gender pay gap was only 2%.
Chris Litchfield, Managing Director of Coca-Cola Europacific Partners NZ says the company is committed to delivering equal opportunities for its people and pay gap reporting is a way to demonstrate that commitment.
“We are proud to be included in New Zealand’s first Pay Gap Registry and are committed to building an inclusive and diverse business that operate on clear principles of fairness and equity for all our people.
“Our people are the heart of our business, which is why we have a long-standing focus on our Inclusion and Diversity Strategy. Nevertheless, there’s always room to do better.”
Pay gap reporting has been shown overseas and in the public sector to be effective in reducing pay gaps.
MindTheGap spokesperson Dellwyn Stuart says the Public Pay Gap Registry is an equality index for the country.
“The registry is a mark of diversity, fairness, and trust with investors, employees and customers. We congratulate Coca-Cola Europacific Partners NZ for committing to reporting their pay gaps and being part of the solution.”
General Manager of People and Culture at Coca-Cola Europacific Partners NZ, Clare Parkes, says the company has strategies in place to ensure equal opportunities for all but there is work in motion to make further, sustained progress.
“We have worked hard to ensure we deliver equal opportunities for our people, and our gender gap reflects this, being well below the national gender pay gap average. There are things we’re doing well, like our Inclusion and Diversity Strategy, ensuring benefits equitably distributed to all our employees, promoting flexible working and flexible leave.
“Nevertheless, we are committed to taking the actions that will help us to reduce our gender pay further, with a goal to achieve overall gender pay parity for Coca-Cola Europacific Partners NZ.
“We have set goals to drive towards 50% senior leader female representation by 2025 across the business and are building a job architecture framework to ensure more accurate benchmarking of job roles, responsibilities, and reward frameworks, to ensure fair and transparent role accountabilities as well as fair and equitable remuneration.”
The Registry is live now on MindTheGap.nz.