Gender Tick affliation
In 2023 Orion was proud to achieve Gender Tick accreditation. Orion GM Purpose and Performance Alice van den Hout says the accreditation is a step in the right direction for the organisation.
“We want to be a role model for gender balance in our industry. Getting our GenderTick shows we’re committed to better equality and being transparent about that commitment, as well as where there’s room for us to improve.”
“We’re working to make the energy industry more attractive to women. This is through everything from improving how we appeal to female candidates, to promoting our flexible working offerings and developing education to work pathways.”
Alice says getting the GenderTick is a great achievement but there’s more work to do.
“We’re thrilled to have the GenderTick, but we know we’re on a journey towards reducing the gender imbalance and we’re certainly not patting ourselves on the back just yet. In an ever-changing world, we’re conscious we need to be better than we are today, and that means this mahi is ongoing for Orion.”
It’ll come as little surprise, our industry is generally male-dominated, but we are stepping up what we do to improve the gender balance not just at Orion, but the wider industry.
Our first step toward reaching an equitable workplace for all genders is to understand any current gaps in how we are paying our people at Orion.
To calculate and understand this we’ve carried out analysis on:
Overall gender pay gap
The overall gender pay gap is the difference between the average pay for men and the average pay for women across Orion regardless of role. The difference between our average (median) pay for all men vs our average (median) pay for all women is 11%*. This includes overtime.
Our target is to reduce this number by 1% a year to below 10% by 2030.
Our action plan
Our overall gender pay gap largely comes about because we have more men in higher paying roles and women in lower paying roles and we want this to change.
- To reduce the overall gender pay gap to less than 10% by 2030, we will be working on the following:
- A recruitment process free from discrimination and bias.
- Identifying improvements to our remuneration approach.
- Re-calculating and examining our gender pay gap 6 monthly.
- Working with our industry to attract more women into STEM roles.
- Actively supporting the development and promotion of women at Orion.
- We are also working on the following and will publish on completion:
- Gender pay equity gap.
- Ethnicity pay gaps (where groups are large enough to report on).
We have already introduced the following initiatives to assist in closing the gap:
- Partnered to deliver a Women in Leadership Development Programme across CCHL and the Orion Group.
- Launched an enhanced parental leave offering for both primary and secondary carers.
- Fully adopted a flexible working policy.
- Offer unconscious bias and inclusivity training for our people.
- Released a refreshed Diversity and Inclusion policy.
- Achieved Gender Tick accreditation
Reporting
We’ll be reporting on developments on gender equity to our people, our board, in our Annual Report and on the NZ national pay gap registry – mindthegap.nz(external link)
*The Statistics New Zealand formula (external link)for calculating overall pay gap has been used to calculate this.
