Te Tari Taake Inland Revenue is committed to building an inclusive workplace free from inequalities, where everyone feels valued, respected, and supported to reach their full potential and do a great job.
This Diversity, Equity and Inclusion Roadmap builds on our actions since 2018, as we seek to further reduce the gender pay gap, understand, and start to address ethnicity pay gaps, and continue to increase diversity across our workplace.
Pay Gaps at Te Tari Taake Inland Revenue
We are continuing to make a positive shift year-on-year with our gender pay gap, which has moved from 20.6% in 2016 to 16.7% (as at November 2022).
Our analysis shows there is minimal difference in gender pay within roles. Instead, representation appears to be creating the pay gaps at the Department – both for gender and ethnicity. There are a larger proportion of women, Māori, Pasifika and Asian people in lower paid roles, and a smaller proportion of people from ethnically diverse backgrounds in higher paid and more senior roles.
Current ethnicity pay gaps are 10.8% for Māori, 14.7% for Pacific people and 11.8% for Asian people. However, ethnicity pay gaps for women are significantly higher with a pay gap of 25% for Māori wāhine and 28% (the largest average pay gap) for Pacific women.
We have seen a continued increase in representation for women in senior leadership roles with 57% female representation - a 9% increase since 2021 and a 31% increase since 2016. But there is more work to do for ethnic representation, with senior management having just 4% representation for Māori, Pacific people, and Asian people in these roles.
These figures highlight the importance of continuing to invest in people practices which support increasing representation across both gender and ethnicity to gain greater diversity across all levels of our organisation and reduce pay gaps.
Taking action
In this new Roadmap we have outlined a range of actions, building on our past work, and based around our three diversity and inclusion goals of an inclusive workplace, a diverse workforce, and leadership and accountability.
Among these actions is wrought to help us to understand experiences and barriers to development and career progression for Māori and Pacific Peoples at Te Tari Taake Inland Revenue and establish a plan to effectively address these.
In 2021 we launched a refreshed flexible working policy which takes a principles-based approach to flexibility. This has helped create a shift in culture in terms of access to flexible working arrangements that are built around individual, team, and organisational needs and we continue to embed this.
Through ‘Te Pou o te Tangata’ we are developing a new set of behaviours, supported by a te ao Māori approach, to help everyone understand what it means to be part of Te Tari Taake Inland Revenue, whatever their background or role within the organisation.
As part of our Whanake performance approach, our leaders recognise that our workforce is diverse, with people having unique backgrounds and individual perspectives. Leaders will be supported in their conversations to help people achieve in ways that work for them, through tailored coaching and development.
We also recognise the importance of understanding and sharing what makes Te Tari Taake Inland Revenue a great place to work, so we can attract the best people from all backgrounds. We will also continue to educate our people and remove bias in our recruitment processes.
Our people-led networks are active in making our organisation more inclusive and have contributed to significant initiatives such as our accreditation with the Rainbow Tick, as well as providing an active voice for groups of diverse staff.
Looking ahead
All of this work not only contributes to a more inclusive and diverse Te Tari Taake Inland Revenue, but also aligns with the direction set by Papa Pounamu and strengthens the diversity and inclusion work programme for the whole of the Public Service.
We have a busy and varied programme of actions to deliver this year, all of which I am confident will help the organisation continue to create a shift in representation to further reduce our gender and ethnic pay gaps and achieve positive outcomes for everyone.
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