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Papa Pounamu sets the diversity and inclusion work programme for the wider Public Service. Its current work programme focuses in 5 priority areas.

Papa Pounamu priority areas
Papa Pounamu priority areas of focus How Inland Revenue contributes to the areas of focus

Hautūtanga Ngākau Tuwhera

Inclusive leadership

We will continue to add resources/learning to our Inclusive Leaders Information Hub to support our leaders to role model ‘what does good look like’ with regard to being an Inclusive Leader at Inland Revenue. Support leaders to understand what inclusive leadership practices they could improve on within their team environment, and through actions like career development conversations and recruitment processes.

Te āheinga ā-ahurea

Cultural competence

We will develop a communications plan to help connect people to a variety of learning options on cultural competency, and support both participation in learning and follow up actions they could take as individuals/teams to ensure inclusive practices. In this context, this covers broad cultural competency across the many diverse groups and individuals at Inland Revenue, it will also link with Te Arapiki – developing our Treaty and Māori capability.

Te Urupare I te Mariu

Addressing bias

Continue to ensure all our people undertake unconscious bias learning. Provide improved resources to support individuals/teams to have discussions and reflect on behaviours. Roll out of a refresher module. Support leaders to understand where bias may occur in day-to-day people practices, and address these through access to what good practice looks like, and includes Whanake, flexible working, career development conversations and opportunities.

Te whakawhanaungatanga

Building relationships

Through a communications plan, we to help connect people to resources/learning showing the importance of building diverse relationships at work. Promoting why it’s important and how having a diverse network of people around us means we are more likely to understand diverse perspectives, value different worldviews, avoid assumptions and address negative biases. This can support inclusive practice and improve decision making.

Ngā tūhononga e kōkiritia ana e ngā kaimahi

Employee-led networks

Continue to support our employee-led networks and network leads to create action plans that support the purpose of the network within Inland Revenue, which in turn contributes to a more inclusive workplace. Help leaders to see the value of attendance at network events. Explore further opportunities for networks to support sector development opportunities for their members. Continue to explore opportunities for networks to join-up and co-host intersectional events.

Last updated: 17 Nov 2022
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