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Bar graph showing ethnicity representation change since 2021. The horizontal axis shows ethnicities. The bar graph represents the changes from 2021 to 2022.
  • 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.

Bar graph showing change in ethnicity pay gaps since 2021. The horizontal axis shows ethnicities, the vertical axis shows percentage change.

  • 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%.

Bar graph showing ethnicity representation by role level. The vertical axis shows broad job role groups at Inland Revenue. The horizontal axis shows the percentage of ethnicities employed in those roles

  • 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.

Last updated: 24 Nov 2022
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