We’re committed to a number of other public sector diversity and inclusion initiatives, including:
- the All-of-Government Accessibility Charter
- the lead toolkit for employing and retaining disabled people within the State Sector
- the He Taurangi Panel Pledge for balanced representation on panels at conferences
- publishing our Gender Pay Gap Action Plan and reporting on progress against it. You can read more about our progress in addressing the gender pay gap and ethnic representation.
Our Gender and ethnic pay gap action plan
We have also:
- continued to take part in the TupuToa Internship Programme, which is growing the future generation of Māori and Pasifika leaders by creating pathways for students into careers in corporate and professional sectors
- reviewed our people processes and experience to identify and address bias
- increased our digital accessibility awareness and capability.
Inland Revenue has gained Rainbow Tick accreditation, which provides independent recognition of our commitment to being an inclusive and supportive workplace.
Inland Revenue’s culture anchors
Customer centric
Together we understand the many influences on each customer, and decide how we will work with them to get the best outcomes for New Zealand.
Intelligence led
We’re confident that we make good decisions based on quality information and analysis. We continually test and learn to know what the best approaches will be.
Agile
We work at pace, pulling together the right people to make good decisions quickly, focussing on the things that matter most.
Inclusive
We have an inclusive culture where people from all walks of life can achieve their full potential. As a truly inclusive organisation, our people and customers will feel valued and respected, and they will see themselves reflected in our people, our processes, our values and behaviours.