This focus includes actions that enable us to increase the overall representation of Māori at Inland Revenue. Using the insights we have to attract Māori to want to work at Inland Revenue, and leveraging multiple different sources and partners to source Māori candidates with the capability we need.
Focus area | Detail | Milestones |
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People Experience Pulse and Employee Value Proposition (EVP) Undertake deeper analysis of our People Experience Pulse to determine if there are any differences in sentiment and commentary from our Māori employees and leverage this insight to support our attraction strategy. |
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Q1 2024 Full deep dive of Māori responses for prior 12 months. Leverage insights for future focus where applicable. Q4 2023 On going encouragement of completion amongst whanau Māori leads. |
Targeted Recruitment Recruitment sourcing targets Māori talent and that hiring leaders and our Talent Acquisition team are having deliberate conversations about the type of capability they need, including cultural capability. |
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Q2 2024 Initial exploration with partner complete and informs next steps for alternative recruitment approaches. |
Talent Acquisition capability Talent team are able to have proactive conversations about sourcing with hiring managers, and is able to influence leaders to consider underrepresented groups (including Māori) when hiring externally. |
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Q4 2023 Capability discussions are underway and team development areas identified. Q1 2024 Final review of Talent Acquisition guidance and information updated by talent team. |
Internships and Graduates We maximise opportunities for Māori to experience working at Te Tari Taake Inland Revenue and actively create pathways to on-going employment for Māori talent. |
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Q1 2024 Plan with Te Kāhui Tūhono for leveraging current graduate programmes. Q4 2024 Additional internship/graduate opportunities scoped. |
This focus supports the development of our internal people, through active partnership and working together, ensuring that our practices and processes support Māori to achieve career goals.
Focus area | Detail | Milestones |
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Kōrero based approach to interviewing Explore and implement a less formal, more kōrero based approach to interviewing. Moving away from traditional models like STAR. |
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Q4 2023 Initial scene setting and discovery. Q2 2024 Co-design of approach/approaches. |
Kimi Kaimahi – Recruitment guidance and tools Create space throughout the recruitment processes for different cultures to express themselves, and guidance for hiring leaders to focus on the right candidate experience. |
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Q1 2024 Implement initial changes identified by working groups. |
Workforce Development system Leverage Whanake conversations to support the development of our Māori. Talent conversations across all levels of leadership support development, in a way that supports our organisation’s strategic objectives and the career goals of Māori. |
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Q1 2024 End to end review completed and actions endorsed where needed. Q3 2024 Workforce development system plan is underway, and actions are progressing. |
Refreshed People Capabilities Share and embed the refreshed people capabilities, in line with Whāinga Amorangi incorporating te ao Māori and Te Pou o te Tangata. |
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Q4 2023 Refreshed People Capabilities are ‘launched’. |
External Development programme Leverage external development programmes that support our focus to increase Māori in our leadership pipeline. |
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Q4 2023 Initial review and linkage to Whanake guidance is shared and is visible to everyone. Q4 2024 In-depth actions relating to support and longer-term suitable delivery solution is completed. |
This focus brings together actions that specifically relate to how people leaders should support their people, with the wider focus on leadership as a capability.
Focus area | Detail | Milestones |
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Hiring leaders Hiring leaders have the right guidance and capability to provide a positive candidate experience for Māori and decision-making is free from bias. |
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Q1 2024 Implement initial changes identified by working groups. |
Te Pou o te Tangata – Leadership Induction and leadership development Reinforce the role of the leaders to embed the organisational shifts we’ve achieved through Business Transformation, and supporting our role in the Māori Crown relationship. |
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Q1 2024 First release of learning available to leaders. |
Whanake and career conversations Whanake provides the mechanism by which we surface the career aspirations of our people, and support development. Leaders need to be adapting their approach, depending on the individuals in their teams. |
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Q1 2024 End to end review completed and actions endorsed where needed. Q3 2024 Workforce development system plan is underway, and actions are progressing. |
Inclusive leadership Continue to focus on building inclusive leaders, through adding resources and materials to support decision making and inclusive practices. |
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Q1 and Q3 2024 Resources and materials are added to the People Leaders Space six-monthly. |
Te ao Māori capability of leaders All leaders are working to build their own capability and understanding and can effectively role model inclusive practices and behaviours. |
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Q4 2023 RFP for Te Arapiki closed, and provider determined. |
This focus brings together actions that create an environment that supports and enables Māori to be unapologetic about who they are. Creating a workplace that supports not only Māori, but the wider organisation to better incorporate te ao Māori into everything that we do.
Focus area | Detail | Milestones |
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Te Pou o te Tangata Our organisations behaviours of whanaungatanga manaakitanga and mahi tika help us to incorporate Māori values and concepts into the heart of how we behave and work together. |
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Q4 2023 Organisation induction is used as the new induction approach across the organisation. Q1 2024 Initial release of leadership learning. |
Te Arapiki Learning to support Inland Revenue’s approach to building individual Māori cultural capability. Learning focuses on individual cultural capability, which supports Inland Revenue as an organisation to provide better outcomes to our Māori customers and our communities. |
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Q4 2023 RFP process completed and service provider decided. |
Te Kāhui Tūhono work programme/roadmap Build capability to support the Crown in the Māori Crown relationship. |
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Q1 2024 Executive level endorsement of work plan. |
Māori Outcomes Support Māori-specific outcomes that Māori aspire to achieve for themselves. |
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Q1 and Q3 2024 Resources and materials are added to the People Leaders Space six-monthly. |
Te ao Māori capability of leaders All leaders are working to build their own capability and understanding and can effectively role model inclusive practices and behaviours. |
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Q4 2023 RFP for Te Arapiki closed, and provider determined. |