Trade Me’s purpose is to connect Kiwi to create the life they want. We know embracing diversity, equity and inclusion (DE&I) has a positive impact on our products and services. This helps us foster a greater sense of belonging at Trade Me and within communities across Aotearoa.
Our Focus
A key focus of Trade Me’s DE&I strategy is to reduce our gender pay gap. We pay all our people the Living Wage, we actively calibrate our pay and promotion discussions to prevent gender bias, and we’ve been taking a deliberate approach to achieve good gender representation for leaders and in other key areas.
We look at gender representation and pay
The main source of our gender pay gap is not pay, it is an imbalance in representation. In other words, we have fewer women in higher paid roles and more women in lower paid roles. We have good representation across our leadership levels, with representation meeting or very close to meeting our aspiration for 40:40:20 representation. This year, we’re proud to see our gender pay reduce by over 4%
Trade Me Gender Pay Gap
Gender pay gap is calculated based on the full time equivalent median base pay for all people employed as at 1 July 2024, excluding short-term contracts (<12 months). Representation reflects the headcount of all people employed as at 1 July 2024, excluding short-term contracts (<12 months).
How we’re tackling our gender pay gap
We tackle our gender pay gap through three key mechanisms. Firstly through robust pay practices where we run a rigorous calibration process for our pay and promotion decisions. This ensures these are free from bias and we don’t inadvertently contribute to our gender pay gap.
Secondly we do this through implementing inclusive recruitment practices. From the moment our candidates apply until their onboarding, we have best practices in place to ensure bias does not play a role in our process.
Our third approach is through our women in technology programme.
Women in Technology Programme
Technology makes up 45% of the total workforce at Trade Me. Since 2022, we’ve been applying a data driven, experiment based approach to create systemic change so we can maintain the percentage of women in tech, double the percentage of technical leaders who are women and eliminate our gender pay gap. To date, we’ve been able to increase the percentage of promotions that are women, the percentage of women that apply and are interviewed, and decreased our gender pay gap.
