Our Diversity and Inclusion Strategy complements Māhutonga, Inland Revenue’s strategic approach to meeting our Tiriti o Waitangi obligations. Through our Māhutonga work, we’re helping our executive leaders build their cultural capability in line with Whāinga Amorangi (a Te Arawhiti capability framework) guidance.
The Diversity and Inclusion Strategy and Māhutonga work are mutually reinforcing - by promoting inclusion and better outcomes across all aspects of diversity, we also enable better outcomes for Māori.
What we’re achieving
Over the past few years Inland Revenue has made significant progress on a number of fronts.
- We’re meeting our target for gender balance in leadership roles. We’ve achieved a big shift for senior management roles - 48% are held by women, compared to 22% in June 2016.
- There has also been a large increase in the percentage of women applying for leadership roles at all levels across Inland Revenue.
- We can see a clear shift in feelings of inclusion reported by our people. 80% of our people responded to a survey in 2021 that they felt mostly or really included in their day-to-day experience here. This is a significant increase from 2017 when we surveyed our people about inclusiveness.
Last updated:
02 Nov 2021