Goal 1: Inclusive workplace

Goal 1: Inclusive Workplace
Focus area	Actions	Some specific milestones/deliverables
Progress work to create workplaces that are modern and fit for purpose, accessible and consider the diverse needs of our people.	Our property guidance considers the diverse needs of our people up front and is reflected in supporting documents. All property projects, including renewal of leases, front of house upgrades and building refreshes have a key consideration of options to accommodate the diverse needs of our people. This includes accessibility needs where ever practicable. Integrating Māori protocols whenever entering into a new build, vacating floors/buildings and taonga.	Q4 2022 Upgrade lighting across our property portfolio to more ‘wellbeing friendly’ LED lighting. Q1 2023 New fitout for our Greymouth office. Furniture refreshes in Garnett Ave and Russley Rd.
Support our people networks, to continue to empower their members to lead. Leverage their knowledge and experiences to evolve our people practices and raise awareness of our diverse people and what matter to them.	Our people networks are recognised as a way to develop and grow capability, through clear resources and guidance. We have a communications approach that enables network activities and events to be shared across Inland Revenue. Our people are free to become part of a people network, and they are given the time and support to achieve the networks goals. Amplify the voice of our people networks in people processes and initiatives to help gather and understand diverse perspectives. On-going support for network leads in terms of creating plans and connecting to the wider outcomes for diversity and inclusion and how they contribute to this. Networks support and promote opportunities and programmes for their members. Whānau Māori Networks are recognised as part of a wider whānau with their own autonomy/tino rangatiratanga.	Q1 2023 Guidance for leaders and people to support understanding about how joining a people network can develop capability and how leaders can support their people in networks. Q2 2023 Network plans are finalised.
Provide opportunities to learn – formal learning through programmes such as Te Arapiki, Rainbow learning and unconscious bias, but also informal learning through, for example, language weeks, sharing with others through communications, Yammer posts etc.	We will share formal learning – that helps our people to understand more about our diverse communities at Inland Revenue and continue to monitor mandatory learning. Our revised induction will include learning about our diverse cultures and the importance of an inclusive work environment. Support learning through considering updates to people processes and tools that help to embed a potentially different way of doing things.	Q4 2022 Unconscious bias learning is updated and provided for all new starters. Q2 2023 Transformed induction delivered.
Reinforce our approach to flexible working through ongoing communication and discussion about what's working and what opportunities there are, as well as continuing to remove barriers to flexible working.	On-going communication to reinforce the intention of the policy and approach. Consideration of how our Collective Agreements reflect flexibility for our people. Create workspaces that support different ways of working, connection and collaboration and the evolution of location flexibility.	Q4 2022 Flexible working communication campaign phase 1 completed. Q4 2022 Collective Bargaining commences.
Deliver outcomes and learnings from Te Pou o te Tangata engagement for our people	New induction that includes learning to support the outcomes of how we work at Inland Revenue. A new learning approach that supports diverse ways of learning, helping our people to learn in a way that works best for them. Take a culturally thematic approach to weaving Māori concepts into our behavioural approach.	Q4 2022 Descriptors of how we work at Inland Revenue are finalised. Q2 2023 Transformed Organisational Induction is completed.
Take actions to address opportunities identified through Rainbow Tick Reaccreditation Report.	Provide information, resources and learning that explains what we expect at Inland Revenue. Help leaders to create a safe and welcoming work environment that supports understanding of Rainbow diversity. Promotion and visibility of what it means to be an ally and how allyship can enable the safety and wellbeing of Rainbow community members, particularly in homogenous environments or smaller work communities.	Q1-Q4 2023 Resources are added to Inclusive Leadership each quarter. Promote awareness through communications and work in partnership with Rainbow network.
Continue actions to improve the digital accessibility of content, products and tools that our people use and engage with	Supporting the Diversability Network to strengthen their role; sourcing learning to lift digital accessibility capability at a general and specialist level. Exploring actions that enable the requirements set out in our procurement process and guidance to be carried through the contract lifecycle or enforced on receipt of goods/services. Reviewing approach to audit and remediate accessibility of technology platforms.	Q1 2023 Confirm refreshed action plan for digital accessibility.