Māori representation at Te Tari Taake Inland Revenue

Our roadmap to supporting career development outcomes for Māori.

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Introduction by Peter Mersi - Our Commissioner At Te Tari Taake Inland Revenue we have a strong commitment to, and focus on, building an inclusive workplace for all our people.
Developing the Māori representation roadmap Our Māori representation roadmap responds to the insights we have gathered from our people to identify tangible actions that can bring meaningful change to career development for Māori.
Understanding our peoples' experience Through on-going kōrero, and kanohi-ki-te-kanohi (face-to-face) engagements, Māori have shared their experiences and insights.
Public sector priority Our focus on Māori representation supports our public sector priorities, with Kia Toipoto - the Public Service Pay Gaps Action Plan 2021–2024 - reflecting specific outcomes relating to Māori.
Data and insights Te Tari Taake collects data through our People Experience Pulse (PXP), and through our employee management system.
Measuring progress - Māori pay gaps Inland Revenue Te Tari Taake has been working over several years to ensure gender and ethnicity are not a determining factor in what people get paid.
Measuring change - inclusion and people experience The graph below indicates reported feelings of inclusion for Māori at Inland Revenue Te Tari Taake.
What are we trying to achieve? Māori representation goals Inland Revenue Te Tari Taake aims to improve Māori representation across all levels of our workforce to reflect New Zealand’s population.
Representation changes 2022 to 2024 Representation for Māori in Inland Revenue Te Tari Taake has remained relatively steady for the past three years, at around 12%.
Our roadmap for creating change Our roadmap for creating change.