Papa Pounamu

Hautūtanga Ngākau Tuwhera

Inclusive leadership

We will continue to add resources and learning to our Inclusive Leaders Information Hub. We will support leaders to understand what inclusive leadership best practice is and areas they could improve on such as career development conversations and recruitment processes.

Te āheinga ā-ahurea

Cultural competence

We will continue to connect people to a variety of learning options on cultural competency, and support both participation in learning and follow up actions they could take as individuals/teams to ensure inclusive practices. In this context, this covers broad cultural competency across the many diverse groups and individuals at IR, it will also link with Te Arapiki – developing our Treaty and Māori capability. We will continue to review and develop our cultural competency learning.

Te Urupare i te Mariu

Addressing bias

We will continue to ensure all our people undertake unconscious bias learning. Our learning has been updated in mid 2023 with a refresher module to specifically address bias in recruitment. We will review guidance for hiring leaders and recruitment panel members.

We will support leaders to understand where bias may occur day-to-day, and address this through guidance to improve their people and decision-making practices. This includes recruitment, Whanake, flexible working, and career progression and development opportunities.

Te whakawhanaungatanga

Building relationships

Having a diverse network of people around us means we are more likely to understand diverse perspectives, value different worldviews, avoid assumptions and address bias. We will continue to connect people to resources and learning showing the importance of building diverse relationships at work, and continue to embed our new organisational behaviours (Whanaungatanga, Manaakitanga and Mahi tika). We will continue to embed Whanake to build the relationship between leaders and their people.

Ngā tūhononga e kōkiritia ana e ngā kaimahi

Employee-led networks

Our employee-led networks foster many opportunities for our people to grow connections, create a sense of belonging and build their capabilities, as well as contribute to critical organisational decision-making.

We will continue to support our networks and network leads to create action plans that support the purpose of the network within IR, and help leaders to see the value of employee attendance at network events. We will explore further opportunities for networks to support sector development opportunities for their members, and continue to explore opportunities for networks to join up and co-host intersectional events.