Setting the scene - A strategic approach to diversity and inclusion

Inland Revenue is committed to building an inclusive workplace free from inequalities, where all our people are valued, respected, and feel supported to reach their full potential.

Our approach to diversity and inclusion is based around our 3 diversity and inclusion goals:

Inclusive Workplace
Diverse Workforce
Leadership and Accountability

These goals are supported and reinforced through our focused work on gender and ethnicity pay gaps. They are aligned with the direction set by Papa Pounamu, which sets the diversity and inclusion work programme for the wider Public Service, with guidance from Te Kawa Mataaho | Public Service Commission.

The foundations of our diversity and inclusion programme Created in 2018 our Diversity and Inclusion Strategic Roadmap reinforces our commitment through the creation of our 3 diversity and inclusion goals.
Actions built around three diversity and inclusion goals The actions in the 2022/23 Diversity, Equity, and Inclusion Roadmap are built around our three diversity and inclusion goals.
Pay gaps The information and the graphs below help provide a more in depth understanding of what is driving Inland Revenue’s pay gaps.
Gender pay gap Representations of Inland Revenue's gender pay gaps using graphs.
Ethnicity pay gaps Representations of Inland Revenue's ethnicity pay gaps using graphs.