Goal 3: Leadership and accountability

Goal 3: Leadership and accountability
We will actively demonstrate our commitment to an inclusive culture through our leadership, and we will hold ourselves accountable for our progress
Focus area	Activities	Milestones
Inclusive leadership Continue to focus on building inclusive leaders, through adding resources and materials to support decision making and inclusive practices.	Share tools, resources and research to help leaders understanding of what it means to be an inclusive leader. Exploring a one-stop-shop/shared space for all leaders to be able to access development tools and updates.	Q1 and Q3 2024 Resources and materials are added to leaders space six-monthly.
Whanake Continue to embed and evolve Whanake as a key practice of our capability-based approach.	Support leaders understanding of the importance of being holistic and getting to know your people to inform the best way to support their individual needs. Establish the gaps in current leadership capability across business groups Create visibility of leadership development programs – such as coaching skills that support the practical application of whanake Establish additional guidance to support effective whanake kōrero
Developing our future leaders Continue offering external development programmes that support our focus to increase the diversity of our leadership pipeline.	Leveraging opportunities such as the Tū Mau Mana Moana (Pacific Public Sector Leaders Programme,) and Te Aratiatia (MSD Leadership programme for Maori & Pacific aspiring leaders) to increase the diversity of our leadership pipeline. Increase the visibility and requirements of existing programmes, making it easier to apply Review the wrap-around support and approach to enable people to plan and prepare alongside their leaders	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.
Te Pou o te Tangata Our organisations behaviours of Whanaungatanga Manaakitanga and Mahi Tika help us to incorporate Māori values and concepts at the heart of how we behave and work together.	Embedding and bringing to life our Te Pou o te Tangata behaviours of whanaungatanga, manaakitanga and mahi tika. Leadership development that supports Te Pou o te Tangata – how we do things at IR. Reinforce the responsibility of leaders to role model inclusive practices and the behaviours we want to see.	Q1 2024 Leadership development that supports Te Pou o te Tangata launched.
Leadership capability All leaders continue to reinforce the importance of diversity, equity and inclusion initiatives and goals. All leaders are working to build their own capability and understanding and can effectively role model inclusive practices and behaviours.	How to role model Te Pou o te Tangata Consider ways to enable leaders to learn together and build capability in the areas of understanding racial equity and institutional racism, for example, aspects of New Zealand history and Te Tiriti o Waitangi, worldview knowledge, tikanga/kawa, te reo Māori and engagement with Māori. Continue to develop our leader guidance and resources on mentally healthy work to deepen leadership understanding of how to foster an environment and design work so that it enhances mental health and wellbeing	Q1 2024 Mentally healthy work campaign launched Q1 2024 First release of Te Pou o te Tangata learning available to leaders