At Te Tari Taake Inland Revenue we have a strong commitment to, and focus on, building an inclusive workplace for all our people. This is a workplace where everyone feels valued, respected, and supported to reach their full potential and do a great job. This is important for us as an organisation, for the way we deliver services for New Zealanders and for the steps we are taking to become a Te Tiriti-based organisation.
Everything we do starts and ends with people. Through our Te Pou o te Tangata behaviours of Whanaungatanga, Manaakitanga and Mahi Tika we are open-minded and respectful, care for those around us and do the right things, so we can continue to make Aotearoa New Zealand an even better place to live and work. These behaviours help us to incorporate Māori values and concepts into the heart of how we behave and work together.
Te Pou o te Tangata helps us create an inclusive workplace, where diversity is valued, and we are open and accountable for what we do.
Making progress
Over the last year, we have made progress towards our 3 diversity and inclusion goals of a Diverse Workforce, an Inclusive Workplace, and Leadership and Accountability. This has included mahi across recruitment and capability, understanding the experiences and barriers to career development for Māori and Pacific people, and the continued focus of property programmes on our people’s wellbeing.
As in previous years, we have seen a positive shift with our gender pay gap. This has reduced from 20.6% in 2016 to 15.8% in 2023. Our analysis shows there continues to be minimal difference in gender pay within roles.
The current average ethnicity pay gaps are 8.7% for Māori, 13.3% for Pacific peoples, 12.7% for Asian, 9.1% for and Middle Eastern, Latin American and African people. Ethnicity pay gaps are still significantly higher for women – with a pay gap of 22.5% for Māori wāhine, 23.5% for Asian women and 25.1% for Pacific women.
Since 2022 there has been an increase in the representation of women in team lead and senior management roles, but a slight decrease in management roles. In senior leadership roles female representation is 63%, in management it is 45%, and at the team lead level it is 65%.
We will continue to invest in our people practices that support increased representation across both gender and ethnicity, so we can reduce pay gaps and have greater diversity across all levels of Te Tari Taake Inland Revenue.
Focus for the year ahead
Through our actions in the 2023/24 Diversity, Equity and Inclusion Roadmap we will continue to build on what we have achieved in past years and focus on actions that create a diverse and inclusive workplace.
Our diversity and inclusion goals will guide our mahi to further reduce gender and ethnicity pay gaps and support our work programme to make positive shifts in representation.
To be representative of the communities we serve across Aotearoa New Zealand we need diversity at all levels of our organisation. To help us achieve this we will focus on career development, attracting diverse candidates to roles and supporting them to do their best.
This year we have developed a Māori Representation Roadmap that seeks to increase Māori representation and support career development outcomes for Māori across all levels of the organisation.
Looking to the future
Our Diversity, Equity and Inclusion Roadmap builds on the mahi we have underway. Our diversity and inclusion goals and actions are supported and reinforced through Kia Toipoto – Public Service Pay Gaps Action Plan guidance and aligns with Papa Pounamu, which sets the diversity and inclusion work programme for the wider Public Service.
I am pleased we are making progress to strengthen diversity and inclusion at Te Tari Taake Inland Revenue, and continuing to close our gender and ethnicity pay gaps, ultimately creating positive and meaningful change for our people.