Diversity and inclusion
We’re working to build a better future for our team, customers, communities, New Zealand and beyond.
Bring your whole self to work
Be unique. Be authentic. However you prefer to say it, we really mean it. Our culture embraces people’s diverse perspectives and creates a positive environment where everyone belongs.
At Meridian we support and value all of the different experiences and views that our people bring. Diversity and Inclusion is not about how you look, it's about how you think. Anyone can be successful at Meridian.
The differences we all bring to work help us to create a high performing environment. The way we individually think and the unique experiences we've had, help us to look at things from various perspectives and be innovative.
Together, we're better
We look at diversity from the view that we're all diverse. Having a wide range of diverse people of different ages, gender, ethnicities, abilities and experiences, gives us a competitive edge in the market.
Being an inclusive culture means that we listen to and respect input from everyone who works here. We value and appreciate the uniqueness that makes us individuals. We want Meridian to be a great place to work for everyone!
Our diversity and inclusion goals
Meridian’s diversity and inclusion programme centres on four key pillars. These are each led by a member of the Executive Team who is accountable for ensuring the goals are achieved.
Inclusion & Respect: To be the most inclusive company in New Zealand, to allow our people to bring their whole selves to work.
Gender: Our goal is to achieve gender balance in leadership and senior roles.
Ethnicity: To increase ethnic diversity across the workforce to be more representative of the New Zealand population and build cultural awareness.
Accessibility: Raise our empathy for those who face accessibility challenges and provide a workplace that better supports them.
Flexibility: Enhancing our approach to flexible working, which provides a more inclusive and supportive workforce.
We're incredibly proud to say we have been certified by Rainbow Tick as a workplace where people are free to be their authentic selves, no matter their gender identity or sexual orientation.
We’re proud to be accredited with the Gender Tick. We're committed to achieving pay equity for male and female employees in similarly-sized roles, with similar skills, experience and accountabilities.
We’re honoured to be a member of the Accessibility Tick Programme. We're committed to ensuring Meridian is an accessible place for everyone to work.
Our goal is to achieve gender balance in leadership and senior roles. Nearly half ~46% of employees across the Meridian Group are women. 50% of our Board directors and 40% of our Executive leadership team are women. But like many organisations, women are still under-represented at senior management levels below this.
To achieve more-balanced gender representation at all levels, Meridian’s target is that for new employees hired each year, we’ll aim for 45% of these appointees being men, 45% women, and the remaining 10% being of any gender. We’re also closely monitoring the retention of women who are already in our leadership roles and will respond with appropriate initiatives if an adverse trend arises.
We are continuing to develop programmes to try to improve our gender balance. Meridian uses gender-balanced recruitment panels, and has rolled out training that supports managers to build collaborative teams, create succession plans, and understand the benefits of a diverse team. Our graduate and apprentice programmes are successfully attracting a balance of male and female candidates, reflecting an improvement in the number of women choosing technical careers, and thriving in our Meridian environment.
Some parts of our business are still predominantly male, in particular, in our Generation and Natural Resources business, where 77% of employees are male. However our recently appointed female GM of Generation, is a great role model for other women aspiring to join and lead the technical side of the business. We believe that increasing gender diversity will help bring diversity of thought and better outcomes overall. The relatively remote locations of our generation assets combined with low staff turnover (under 3%) means we see growth in gender diversity as a long game, and we continue to make gradual progress each year.
Gender Pay Equity
We are committed to achieving pay equity for male and female employees in similarly-sized roles, with similar skills, experience and accountabilities. We monitor this very closely and are making steady progress toward minimising the gender pay gaps in similar-sized roles. In most of our pay bands, the gap between the average male salary and female salary is less than 5%.
*A-B are our lowest pay bands and K-L our highest.
As part of the 2022 Mind the Gap initiative across New Zealand, we have also committed to disclosing our overall gender pay gap. Due to a lower proportion of women in senior, higher-paying roles (28%), the overall median salary for men in all roles in the organisation is higher than the overall median salary for women, resulting in a gap of 35%. As we progress toward our goal to achieve a more-balanced gender representation at every level of the business, and in particular increase the proportion of women in senior higher-paying roles, this overall pay gap will reduce.
Meridian welcomes employees from a diverse range of ethnic backgrounds. Our goal is to increase ethnic diversity across the workforce to be more representative of the New Zealand population and build cultural awareness.
In particular, we would like to encourage more Māori and Pasifika peoples to join us.
We encourage our people to let us know which ethnicity they identify with, so that we can track our progress in ethnic diversity. About 70% of our people have done this, so far, and we’d love to capture that information from everyone.
As part of the 2022 Mind the Gap initiative across New Zealand, we have reviewed the pay equity of our Māori and Pasifika employees against employees of other ethnicities.
We are concerned that the proportions of employees who have notified us that they are Māori, and those who are Pasifika, are not reflective of the representation of those ethnicities in the overall NZ population. Furthermore, the types and levels of roles that most of our Māori and Pasifika people within Meridian fill, are our lower-paying roles. This has led to there being large ethnicity pay gaps for our Māori and Pasifika employees, compared to our other employees.
- A 29% gap between the median salary of our Māori employees, and the median salary of all other employees who have notified us of their ethnicity.
- A 35% gap between the median salary of our Pasifika employees, and the median salary of all other employees who have notified us of their ethnicity.
We will continue to focus on obtaining ethnicity information from the remainder of our employees, so that we get a true picture of the ethnic representation across the group. We’ll also commit to finding ways to attract more Māori and Pasifika into the company, and growing our organisation-wide capability to understand and be supportive of Māori and Pacifica needs in our workplace. The aim is to be in a stronger position to hire and/or develop employees of these ethnicities into our more senior, high-paying roles.
Te Kete Tikanga Māori
Te Kete Tikanga Māori is an educational resource for Meridian staff and whānau to learn about Te Ao Māori (the Māori world). It focuses on basic teachings to support their day to day mahi (work).