The Release of the Scathing People's Select Committee Report
On the heels of International Women's Day, the Tertiary Education Union (TEU) has amplified a powerful critique of recent legislative changes affecting pay equity in New Zealand's higher education sector. The People's Select Committee on Pay Equity, an independent panel of ten former Members of Parliament and Ministers chaired by renowned economist Marilyn Waring, released its comprehensive report detailing the detrimental impacts of the Pay Equity Amendment Act 2025. This citizen-led inquiry, which gathered over 1,500 submissions from workers, unions, and experts, labels the government's rushed reforms as a deliberate dismantling of a proven system designed to address gender-based undervaluation of work.
The report's timing, just before March 8, 2026, coincides with TEU's urgent call to vice-chancellors and leaders across universities, polytechnics, and wānanga to publicly support repealing the amendments and reinstating halted claims. TEU National Secretary Dr. Amy Ross emphasized that these changes have erased years of progress for thousands of predominantly female tertiary workers, underscoring the need for institutional solidarity in restoring fairness.
Understanding Pay Equity in New Zealand's Tertiary Context
Pay equity, distinct from equal pay, addresses systemic undervaluation of work predominantly performed by women, such as administrative support, library services, and clerical roles. Rooted in the Equal Pay Act 1972 and strengthened by the Supporting Pay Equity Act 2020, the framework allowed unions like TEU to negotiate settlements by demonstrating gender-based disparities through comparable male-dominated occupations.
In September 2022, TEU, alongside the New Zealand Public Service Association (PSA) and Tertiary Institutes Allied Staff Association (TIASA), lodged two landmark multi-employer claims covering library assistants, advisers, services staff, and clerical/administrative workers across New Zealand's eight universities. These roles, with gender breakdowns showing 70-90% women in many cases, were identified as undervalued relative to equivalent male-heavy positions like IT support or maintenance.
By early 2025, significant milestones had been achieved, including acceptance of claims at institutions like Te Herenga Waka—Victoria University of Wellington. However, these efforts ground to a halt with the 2025 amendments.
The Controversial Pay Equity Amendment Act 2025
Passed under urgency on May 6, 2025, without public consultation, the Act introduced stringent requirements: claimants must now prove 'systemic sex-based discrimination' via direct comparators in male-dominated roles within the same employer, prohibited multi-employer bargaining, and automatically discontinued all 33 ongoing national claims. This affected tens of thousands of workers, including those in higher education.
Universities New Zealand confirmed in September 2025 that the tertiary claims were discontinued and archived, closing a multi-year process that had involved detailed wage audits, stakeholder negotiations, and economic modeling. The government's rationale—to prevent 'excessive' claims and extend principles universally—has been widely contested as lacking evidence, with critics arguing it regresses decades of gender equity gains.
Key Findings from the People's Select Committee Inquiry
The Committee's cross-party composition lent credibility to its unanimous conclusions: the amendments were unjustified, unsupported by data, and intentionally crafted to block claims. It highlighted the overnight erasure of progress, international reputational damage, and violation of Treaty of Waitangi principles for Māori women workers.
Recommendations include full repeal, automatic reinstatement of discontinued claims, establishment of an independent Pay Equity Unit, and mandatory gender audits for public sector employers. For tertiary education, it explicitly calls for restoring university library and admin claims, recognizing their essential role in academic success.
- Repeal the 2025 Act and revert to pre-amendment framework.
- Reinstate all halted claims without restarting processes.
- Fund expert support for claimants to navigate complexities.
- Require employers to proactively assess internal pay equity.
Dr. Ross described the report as a 'clear way forward' for valuing all work fairly.
Specific Impacts on New Zealand Universities and Staff
Higher education bears acute effects, as support roles underpin research and teaching. At Victoria University of Wellington, a claim accepted by the employer was nullified, devastating workers who had invested years. Subject librarian Hannah Jenkin shared: 'All the work we and the women before us had done for years was gone overnight... Pay equity has the power to change lives—librarian assistants affording the dentist or getting their cars fixed.' One pre-amendment settlement enabled a woman to escape an abusive relationship.
Across unis like University of Auckland, Otago, and Waikato, library staff (e.g., assistants handling acquisitions, circulation) and admin (e.g., student services coordinators) face stalled uplifts estimated at 10-20% plus backpay. Universities NZ's discontinuation notice archived progress, leaving staff in limbo.
This exacerbates retention challenges in female-dominated fields, where turnover already strains operations.
Persistent Gender Pay Gaps in NZ Higher Education
Recent data underscores urgency: University of Auckland reports a 11.9% median hourly gender pay gap; Otago 8.3% in 2025 (down from 9.9%); AUT 6.0%. Nationally, unis lag the 5.2% economy-wide median, with professional staff gaps wider due to role segregation.
Women comprise 55-65% of uni staff but hold fewer senior roles; pay equity targets base undervaluation, not just promotions. Halting claims perpetuates cycles where support work remains underpaid despite rising costs.University of Otago Pay Gap Report 2025
Stakeholder Perspectives: Unions, Universities, and Government
TEU leads advocacy, suing alongside four unions in 2025 High Court challenge (outcome pending). Workers demand dignity; Jenkin urges VCs: 'Their voices putting pressure on Minister Reti would be meaningful.'
Universities NZ remains neutral post-discontinuation, focusing on compliance. Government defends changes as balancing costs (projected billions), but report refutes fiscal justification. Greens and CTU echo repeal calls.Craft a strong academic CV to navigate competitive job markets amid equity debates.
Explore professor salaries in NZ for broader pay insights.
Broader Implications for Higher Education Quality and Retention
Beyond finances, stalled equity erodes morale in critical roles: library staff support research discovery; admin enables student success. High turnover risks knowledge loss, straining unis amid enrollment pressures and international competition.
For Māori and Pacific women, overrepresented in these roles, it compounds inequities, conflicting with Te Tiriti commitments. Economically, settlements boost spending—e.g., DHB cases spurred car purchases, dental care—stimulating local economies around uni towns like Dunedin and Hamilton.
Without resolution, unis may face industrial action, as TEU's industrial strategy 2025-2028 prioritizes equity.
Path Forward: Recommendations and Actionable Steps
The report charts restoration: repeal by end-2026, reinstate claims with fast-tracked settlements. TEU urges unis to lobby government, conduct voluntary audits.
- Institutions: Publicly endorse repeal, invest interim uplifts.
- Workers: Join TEU branches, share stories via TEU campaigns.
- Policymakers: Fund independent unit, legislate proactive equity.
Individuals can rate experiences at Rate My Professor or seek higher ed jobs emphasizing equity commitments.
Photo by Amos Haring on Unsplash
Future Outlook for Tertiary Pay Equity in Aotearoa
With 2026 election looming, pay equity emerges as flashpoint. Momentum builds: IWD rallies, union lawsuits, report's moral weight. Successful reinstatement could model global best practice, narrowing gaps to under 5% in unis.
Optimism tempers caution—government resistance persists, but cross-party committee signals potential bipartisanship. For NZ higher ed, equitable pay fortifies resilience, attracting talent amid global shifts.Advice on lecturer careers.
Stay informed via NZ higher ed jobs and resources.
In conclusion, the People's Select Committee report galvanizes action for tertiary pay equity, promising dignity and fairness for essential workers powering New Zealand's universities. Explore opportunities at higher-ed-jobs, university-jobs, or post roles via recruitment. Engage via comments below.