Our Kia Toipoto commitment

Page updated 25 June 2025

To achieve our vision of a safe and secure aviation sector – so people are safe, and feel safe, when they fly, we must make sure we are supporting our own people.

We’re committed to developing and retaining a diverse and inclusive workforce and have an active strategy to support this.

As part of this commitment, we’ve published an Action Plan to help us close gender and ethnic pay gaps in our workforce. The gender and ethnic pay gap is the difference between groups of individuals and their earnings. It’s a high-level indicator of ongoing workplace inequities which have been driven by historic and systemic views, values and behaviours.

Our plan aligns to the Te Kawa Mataaho | Public Service Commission Kia Toipoto - Closing Gender Māori, Pacific and Ethnic Pay Gaps, Public Service Action Plan 2021 to 2024. This plan builds on the achievements of the Public Service Gender Pay Action Plan 2018 to 2020 and our last report 2023 to 2025 sets new targets for the public sector and Crown Entities.

Under Kia Toipoto we are expected to:

• Publish our pay gaps action plans each year
• Ensure bias does not influence starting salaries or pay for employees in the same or similar roles
• Have plans to improve gender and ethnic representation in our workforce and leadership
• Develop equitable career pathways and opportunities to progress
• Protect against bias and discrimination in human resource and remuneration policies and practices
• Build cultural competence
• Support flexible working arrangements in a way that enhances the performance of the individual, teams and the organisation and
• Engage with unions and employees in our work to close our gender and ethnic pay gaps.

CAA Gender and Ethnic Pay Action Plan

Our action plan outlines activities that will help build fairness, inclusion and representation across our workforce. You can find our full action plan and our six focus areas below.

While this is our first formal action plan, we’ve already been actively working on making the Authority a great place to work. We’ll continue to do so by taking a collaborative approach with our people, unions and staff-led networks to achieve the key milestones set.

Reporting

Our progress will be determined by our data, progress actions, and general feedback and discussions about people’s experiences and annual progress reports will be provided to Te Kawa Mataaho.

Closing Gender and Ethnic Pay Gaps Action Plan 2025-28 [PDF 1.5 MB]