NIWA and Kia Toipoto – Closing Gender and Ethnic Pay Gaps

In 2022 NIWA commenced participation in the government's Kia Toipoto programme.

As a crown-owned company, in 2022 NIWA commenced participation in the New Zealand government’s Kia Toipoto programme, aimed at closing gender and ethnic pay gaps.

A joint NIWA/Public Service Association Pay Equity Working Group commenced work in mid-2022, completing an organisational gender and ethnic pay gap analysis to clarify the situation as of 30 June 2022, examining possible drivers of NIWA’s pay gaps where they exist, and identifying potential actions to address them where appropriate. The Working Group will go out to the wider NIWA workforce early in 2023 to provide the results of the pay gap analysis, list the potential actions identified and seek feedback and input on these before developing NIWA’s first Pay Gap Action Plan by the end of April 2023.

At 30 June 2022, NIWA had 725 staff (685 FTEs) across 15 locations. Of these 75% were engaged in science roles, and 25% in support services, and 59% were male and 41% female. There were 87% of staff working full-time, and 13% part-time, with 94% in permanent positions and 6% in fixed term positions. In terms of ethnicity, 84.6% of NIWA’s staff identified as being of European ethnicity, 8.7% Asian, 5.8% Māori, 2.6% African/Middle Eastern/Latin American, and 1.4% Pacific Peoples, with 3.3% choosing another ethnicity. NIWA has a relatively cosmopolitan workforce, with 48 different nationalities represented, and 53% of staff born overseas.

The overall results of NIWA’s 2022 gender and ethnic pay gap analysis for the organisation follow (note that there were insufficient numbers of Pacific Peoples at NIWA to analyse the pay gap data for this group).

NIWA Gender Pay Gap 2022:

Base Salary:



Gender Pay Gap





NIWA Non-Maori and Maori Pay Gap 2022:

Base Salary:



Ethnic Pay Gap