GenderTick and Responsible remuneration

Since 2023, Southern Cross Healthcare has been accredited each year with the GenderTick demonstrating its commitment to progressing gender equality, gender safety and gender inclusion.

As part of the GenderTick, Southern Cross calculates and analyses its gender pay gap annually before and after the annual remuneration review. We follow the same methodology as the OECD, Stats NZ and the Ministry of Women to calculate gender pay gaps which compares the median hourly earnings of women and men in full and part time work.

A comprehensive pay equity analysis is completed by Southern Cross Healthcare on an annual basis to ascertain potential areas that needed addressing from a pay equity perspective. We are pleased to confirm that the gender pay equity gap for the overall organisation was 1.0% for 2024 and -0.7 % for 2025.

Southern Cross has a formal remuneration structure with starting rates to eliminate bias. According to the Remuneration Policy, roles are assessed based on job size, including expertise, interpersonal skills, people leader responsibilities, work complexity and accountability. Once job size is determined, it is placed into a salary band based on market data. Each salary band has a range of 85 – 115% and a mid- point of 100 % of the market median. The remuneration policy and framework also ensures employees are paid to a level where they can live well. None are paid below the living wage.

As part of the GenderTick, our organisation benefits from independent assurance on gender policy and practice, and its able to demonstrate to our patients and future employees that we are focused on a culture of acceptance, equity and care for one another.