Diversity, equity and inclusion:
At Anthony Harper we are committed to having a diverse workforce, where everyone can feel included and has equal access to opportunities.
We are proud of the work we have done and recognise the importance of continuing to commit to and create meaningful change. Our goals, why this is important to us, and our actions are available within our sustainability framework (link). Some of our successes to date are:
- Signatories of the NZLS Gender Equality Charter
- Refreshed parental leave policy and support package for all new parents and their whānau
- Accredited living wage employer
- Continuing to grow our Te Ao Māori competency and understanding the principles of Te Tiriti across the firm
- Unconscious bias training available to everyone across the firm
- Strong relationships with external organisations who provide specialist D&I expertise
Paying our people fairly
As part of our commitment to building an inclusive and equitable workforce, we are committed to paying our people fairly. One of the ways we achieve this is by being an accredited living wage employer. Another is by being transparent about what our Firm’s gender pay gap is and how we measure it.
Our firm’s gender pay gap is a percentage measure of the difference between the median hourly earnings of our female employees and the median hourly earnings of our male employees.
Our employee gender pay gap is: 5.5% as calculated in January 2023.
Our firm comprises of 67% women and 33% men (excluding anyone that has identified as gender fluid or chosen not to disclose their gender).
Equal pay is different to a pay gap. An equal pay review compares the pay of people in the same or similar roles. We undertake an equal pay review annually as part of our salary review process. We are pleased to confirm that no equal pay concerns were identified as part of our January 2023 review.