Gender pay gap report a 'call to action'

"Feedback from Strategic Pay is that we are the first industry to request reporting of this type from them, so we have a real opportunity to continue to lead the way," she says. "Let's commit to a bold approach and aim to be an industry leader on this topic, with visibility, clear goals and meaningful actions to get us there."

Strategic Pay analysed statistics from 2017 to 2021 from 39 companies and 12 roles associated with growing and producing wine, as well as those in cellar doors. In 2021 the overall median average gap for base salary for all roles in the wine industry was 7.8%, compared to a national average of 9.1%. Nicky Grandorge, Women in Wine NZ's National Coordinator, says the group was pleased to be below the national average "but it's still not good enough, and we have to close the gap."

The report shows that in some roles, including assistant vineyard managers and cellar door managers, equal pay has almost been achieved. However, while more than 65% of laboratory managers were women in 2021, there was a pay gap of 7% in favour of men. That's despite several years of equal pay. When it comes to lab assistants, there is an 11% pay gap, despite women making up 80% of these roles in 2021.

The overall number of vineyard managers decreased in 2021, while the proportion of women in the role increased from 2% to 11% between 2017 and 2021. But the pay gap increased in that time from 1% to 5%. When it comes to vineyard workers, there was a small increase of women, from 25% in 2017 to 28% in 2021. "However, the pay gap has grown from 4% in favour of men, to 7% in that time."

When it comes to chief winemakers, senior positions are dominated by men, with 35 men and four women in the 2021 data. As reported numbers were small, the roles of winemakers and winemakers were combined, with an increase from 18% women in 2017 to 26% in 2021. The pay gap has decreased from 37% to 23% in that time, says the report. Julie notes that it's hard to examine those numbers, because having chief winemaker and winemakers together can imbalance the data.

As more women come into the industry and move into senior roles, the gap should "naturally close", Nicky says. "But obviously we would like to see it happen quicker". The gender pay gap differential requires commitement to change, says Chair Kate Radburnd in the report. "We need to take action now, set goals and commit to achieving equal pay for everyone in our industry."

To read the report, www.nzwine.com/members/gender-pay-gap-report