Fair Share

Julie and Sarina Ibbotson

The gender pay gap in New Zealand’s wine industry is lower than the national average, but reducing it further requires a commitment to change. KAT PICKFORD talks to two wine companies about why an equitable workplace is so important for business.

BUILDING COMPANIES based on a culture of inclusivity, equality and respect results in a higher level of collaboration and productivity, and a more dynamic and interesting workplace, says Spy Valley Wines managing director Amanda Johnson.

And while New Zealand businesses grapple with an acute labour shortage, providing equitable conditions and equal pay provides a boost to employee retention and engagement, she adds. “People, especially Gen-Ys are looking at work differently — particularly post-Covid. People are more discerning about where they work and who they work for, so it’s important for employers when recruiting to understand that it’s not just about the money, but an overall employment value proposition — the total benefits we can provide in return for their amazing performance.”

Last year Women in Wine New Zealand released a Gender Pay Gap report that showed that in 2021 the median gap for base salary across all roles included in the survey was 7.8%, which is below the national average of 9.1%.

Nicky Grandorge, Women in Wine New Zealand’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”.

Spy Valley Wine has an even gender ratio - not by design, but by hiring the best individuals for the job,

Amanda says. Women occupy roles throughout the vertically integrated business, from senior management to the vineyard, administration, sales and marketing, winemaking, laboratory and bottling line. “We have a very robust recruitment process — talent and capability is important, but also that compatibility with our culture and our core values — it’s important when we bring people into the team that they understand and buy into it.”

Saint Clair Family Estate Marketing Manager Sarina Ibbotson says their strong family-centric values, which include flexible working hours, ensure no one is disproportionately affected by parental responsibilities. “Diversity plays a pivotal role in making sure our teams are happy and functioning to the best of their ability,” she says.

“Women and men are well represented throughout Saint Clair and everyone’s views are always welcomed. Having such a diverse team ensures ideas from all corners of our business are shared and acted upon.”

The numbers speak for themselves — Saint Clair Family Estate’s wine making team comprises equal numbers of men and women and their entire team has a gender split of 65:35, favouring women.

This is far cry from the industry figures in the report, which showed senior winemaking positions remain very much dominated by men. Because figures were so small, the roles of chief winemakers and winemakers were combined, showing only a quarter of winemaking roles were held by women. And while the pay gap has diminished from 37% to 18%, it is still double the national average across all industries.

Amanda was perplexed by the figures, because gender doesn’t come into their recruitment process or pay and rewards scheme. “I am surprised – we have a strategic approach, based on the industry average from national data and use of the LCI (Labour Cost Index), which sets role remuneration and then performance-based scale,” she says. “Gender does not enter the equation, which I think is due to our equal gender split in management and our belief in a transparent process. We do not have bias, I believe.”

Spy Valley Wine Assistant Winemaker Ashley Stace says the company's reputation for being a female-friendly place to work was one of the factors that attracted her.

It was “refreshing” to work in an environment where women’s voices were valued, rather than being the exception, she says. “I’ve often been the only or the youngest woman, and while it’s empowering to be making strides for women in the industry, one of my favourite roles was working on an all-female team — which was one of the things that really attracted me to Spy Valley.”

Amanda and Sarina both hope the Gender Pay Gap report will serve as a catalyst for change in the industry. “I believe people should be rewarded on their capability, not their gender,” Amanda says. “Hopefully the report will enlighten some who have gender bias, whether that be conscious or unconscious.”