TEU's Call to Action on International Women's Day

On International Women's Day, March 8, 2026, Te Hautū Kahurangi | Tertiary Education Union (TEU) issued a strong call to leaders across New Zealand's tertiary sector. In a letter sent to vice-chancellors, polytech CEOs, and wānanga heads, TEU urged them to vocally support pay equity and demand the repeal of recent government changes to the Equal Pay Act. National Secretary Amy Ross emphasized that tertiary institutions, as anchors of evidence-based policy, should champion fairness for predominantly female-dominated roles like library and administrative work.

This push comes amid stalled pay equity claims for thousands of professional staff in universities and polytechnics. Ross highlighted how these changes erased progress without due process, stating, 'Our members want to see their employers stand with them and vocally demand that this Government repeal their destructive changes.'

Hannah Jenkin, a subject librarian at Te Herenga Waka—Victoria University of Wellington and TEU co-branch president, shared the personal toll: 'All the work we and the women before us had done for years was gone overnight. Pay equity has the power to change lives.'

History of Pay Equity Claims in New Zealand Universities

In September 2022, TEU, alongside the New Zealand Public Service Association (PSA) and Tertiary Institutes Allied Staff Association Incorporated (TIASA), lodged two multi-employer pay equity claims covering library assistance, advice, services, clerical, and administrative roles across New Zealand's eight universities. These roles, historically undervalued and female-dominated, were compared to male-dominated equivalents under the Employment Relations Act 2000 to achieve equal pay for work of equal value.

The claims progressed positively, with universities accepting them and engaging in bargaining. Staff in covered roles—even non-union members—were automatically included, with options to opt out. Settlements would have delivered pay increases and improved conditions retroactively. However, by September 2025, Universities New Zealand announced the claims were discontinued due to legislative shifts, closing the project without resolution.

TEU views this as a setback for professional staff, many earning modest wages where equity gains could fund essentials like healthcare or vehicle repairs. For context, professor salaries in New Zealand often exceed NZ$200,000, underscoring disparities in support roles.

Government Amendments and Their Controversial Impact

The turning point came in May 2025 when the coalition government passed amendments to the Equal Pay Act under urgency. These raised thresholds for claims, requiring proof of systemic sex-based discrimination and limiting comparisons, effectively halting ongoing cases like TEU's. Critics, including TEU, argue the changes were designed to curb costs but dismantled a system proven effective since 2017.

Prior successes included settlements for nurses and teachers, but the new regime imposes a 10-year review ban on resolved claims and scrutinizes multi-employer bargaining. Finance Minister Nicola Willis called resistance 'hyperbole,' but unions see it as discriminatory. Five unions, including TEU, are challenging the law in High Court, alleging violations of women's rights.

In the tertiary sector, this erased years of negotiation, leaving library and admin staff without uplift. Polytechnics under Te Pūkenga face similar hurdles, amplifying calls for unified sector action.

People's Select Committee Report: A Damning Indictment

Released in early March 2026, the People's Select Committee on Pay Equity—chaired by former TEU member and MP Marilyn Waring, with cross-party ex-politicians—delivered a scathing review. The report deems 2025 changes unjustified, lacking evidence, and deliberately aimed at dismantling pay equity pathways, harming gender equality and New Zealand's reputation.

Key recommendations include repealing amendments, reinstating claims, and fair work valuation. TEU's Amy Ross praised it: 'The recommendations provide a clear way forward to recognise and fairly pay all work.' The committee highlighted tertiary claims' erasure, urging leaders to unite for restoration.

Read the full TEU summary for detailed findings.

Gender Pay Gaps Persist in New Zealand Higher Education

Despite progress—women now 34% of professors at Waikato University (up from 25% in 2019)—gaps endure. Median academic pay gaps ranged 14.1% (Auckland) to 20% (Otago) in 2025. Men dominate top brackets (3-6x more above $210k), with lifetime gaps ~NZ$400,000.

• Odds of women reaching senior ranks (associate/full professor): less than half men's.
• Heads of department: 37% women; deans: 25%.
• Asian women academics: 33.5% gap at largest uni.

National median gap fell to 5.2% in 2025, but universities lag. Research and age explain <50% of disparities; leadership barriers post-motherhood exacerbate issues. Explore professor salaries and trends for career insights.

Stakeholder Perspectives: Unions, Universities, and Government

TEU demands repeal and leader advocacy, framing pay equity as life-changing. Universities negotiated pre-2025 but discontinued post-amendments, citing legal shifts. Universities NZ closed the project, redirecting to general bargaining.

Government defends changes against 'pay equity proliferation' and costs, but report disputes evidence. Five unions' court challenge tests constitutionality. Library staff like Jenkin stress dignity; admins seek parity with tech roles.

Balanced views: While costs concern fiscal hawks, advocates note equity boosts retention in critical support roles sustaining higher ed admin jobs.

Case Studies: Impact on Library and Admin Roles

Library assistants at Victoria University saw claims accepted, promising uplifts for dental care or escaping abuse. Clerical staff compared to male IT roles highlighted undervaluation. Post-changes, progress vanished, stalling settlements.

Otago's 2025 report shows widening gaps; Waikato notes slow narrowing. Ethnic intersections worsen: Pacific women earn 75c/$ Pākehā man nationally.

Real-world: One pre-change settlement enabled family support. Without, turnover rises, straining unis amid enrollment booms.

Broader Implications for Higher Education

Stalled equity erodes morale, retention in female-heavy support, indirectly hitting teaching/research. Gaps signal culture issues, deterring talent. Internationally, NZ lags OECD; equity aligns with UN Sustainable Development Goal 5.

Economically, fair pay boosts spending in uni towns. For students, diverse staff enriches experience—check Rate My Professor for insights.

Conversation analysis details trends.

Pathways to Resolution and Future Outlook

TEU eyes court wins, 2026 election pressure. Unis could voluntarily uplift via bargaining. Report urges repeal, multi-employer fixes.

• Short-term: Leader statements, interim raises.
• Medium-term: Reinstate claims, transparent reporting.
• Long-term: Cultural shifts, leadership quotas.

Optimism: Women profs rising; sustained advocacy could close gaps by 2030.

Photo by The Jopwell Collection on Unsplash

Actionable Insights for Stakeholders

For staff: Join TEU, opt-in claims, track career advice.

For leaders: Publicly support repeal, audit gaps.

For policymakers: Review amendments evidence-based.

Job seekers: Explore higher ed jobs, /university-jobs for equitable roles. Engage via comments; visit Rate My Professor, Higher Ed Jobs, Career Advice.