Te Tari Taake Inland Revenue wants to be representative of all the communities we serve, and see diversity at all levels of the organisation. There are 3 key areas of our work programme that support a positive shift in representation over time.
- Career development – supporting our people to build fulfilling careers at Inland Revenue. This will help people develop capability and successfully to move to senior roles and roles of influence.
- Talent attraction – thinking about how we attract diverse candidates to want to apply to work at Inland Revenue, at all levels.
- Talent selection – supporting candidates to do their best, and also supporting leaders to make non-biased decisions and engage with candidates with diverse values and worldviews.
The representation areas where we have a clear opportunity to create positive change are:
- representation in senior positions across all non-European ethnicities - both people and technical leadership
- representation of women in non-people leader roles with pay between $120,000 and $210,000 - these are generally higher level technical roles
- increased representation of Pacific peoples across all levels of people leadership
- increased representation of Pacific peoples across higher level/higher paid technical roles
- increased Asian representation across all levels of leadership
- increased representation of disabled people and members of LGBTTQIA+ (rainbow) communities across all roles.
For Māori representation goals – please refer to our Māori representation roadmap.
Last updated:
03 Jan 2024