Ethnicity - what progress have we made?

• There has been a very small increase in representation across Inland Revenue since 2021 for Māori, Pacific peoples, Asian and Middle Eastern, Latin American, and African (MELAA).
• Increasing overall representation supports our goals of creating a more diverse Inland Revenue but does not reflect a change in diversity at higher paid or more influential roles.
• There has been a reduction in European representation of -1.8% since 2021.

• There has been a reduction in pay gaps for Māori and Pasifika - 2.2% and 0.7% respectively
• There has been an increase in the pay gaps for Asian and MELAA people.
• MELAA make up a very small number of our people (110 employees) so changes in this population can have a big impact on the pay gaps.
• The increased pay gap for our Asian people is 2.1%.

• Our leadership at all levels is disproportionately European. This becomes more prevalent in leadership roles.
• Currently Senior Management has just 4% representation for Māori, Pasifika and Asian.
• The Māori working population of New Zealand makes up 16.5%, at Inland Revenue this group makes up between 12.2% of the workforce.
• Although our number of Pasifika people are reflective of the New Zealand working population, there is only 4% representation above team lead level of leadership.

Note: Ethnicity representation data can add up to over 100% as our people can declare more than one ethnicity.