Diversity, equity & inclusion

Our DEI commitments

Fulfilling your work life balance through flexible working

Everyone’s lives, needs and circumstances are unique; that’s why flexibility plays a big role in supporting DEI here at Grant Thornton New Zealand. Our hybrid working model and flexible working policy allow our people to work smarter and more sustainably between offices and at client premises. And, we give people the ability to work from home to create balance and provide some deep focus time when it’s needed. 

Nine-day fortnight

We’re also trialling a nine-day fortnight which balances time to rest and recharge with meeting the needs of our clients. Our team members have the ability to take one half day each week to pursue hobbies, catch up on personal admin, or to simply decompress and recharge – without a reduction in pay. 

Gender pay

Fair and equitable pay across all levels or our organisation is important to us. As of March 2025 our gender pay gaps are:

• Median gender pay gap (excluding partners): -3.2%
• Median gender pay gap (including partners): 8.5%

We regularly track pay gaps across roles, and our salary decisions are guided by independent market data. Awareness of how to ensure unbiased salary decisions are made is also part of the learning journey for our leaders. 

Our gender pay gap is calculated using the Ministry for Women’s Gender Pay Gap Toolkit. This approach helps us to comprehensively monitor pay equity across our organisation and understand how factors like gender representation (gender parity) and gender pay equity across job levels and functions impact our overall gender pay gap. 

We are actively working to reduce the gender pay gap inclusive of partners by focusing on increasing gender representation in our most senior roles, regularly reviewing our remuneration practices, and continuing to ensure our processes are inclusive and equitable.

Currently, 33% of our Partner/C-suite roles are held by women. 

Employee-led networks

All identities held by our people have their own unique needs. To build deeper inclusion for everyone across our firm, Grant Thornton New Zealand has established employee-led committees to shape and drive meaningful change across our organisation.

Our internal networks ensure gender equity and the diversity of our people are woven into the fabric of our inclusive culture. Together, these committees bring our DEI strategy to life through clear, action-oriented plans that create lasting impact.

Inclusive policies and practices 

To support inclusion in practical and meaningful ways, we have policies and practices that reflect the diverse realities of our people’s lives. Some of these include:

• A leading-edge, gender-neutral parental leave policy that also recognises the financial impact of taking time away from work. Our policy offers enhanced parental leave support through a salary top-up for the primary carer. We top up the government primary career leave payment to the team member’s full ordinary weekly pay, for up to 26 weeks. And team members can choose to receive this total top-up amount over a period of up to 52 weeks, giving them flexibility in how they receive this support.
• Paid paternity leave. 
• Flexible and hybrid working policies that support balance and autonomy.
• A public holiday swap policy that enables our people to observe days of cultural or personal significance.

We continue to evolve our approach by listening to our people and embedding inclusion into the way we work.