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.

Inclusive Workplace

We will create a safe and open working environment where all our people feel able to grow and do their best work without fear of embarrassment or retaliation.

Diverse Workforce

We will break down barriers to inclusion, and celebrate, retain, develop, and attract a truly diverse workforce that is representative of the communities we serve.

Leadership and Accountability

We will actively demonstrate our commitment to an inclusive culture through our leadership, and we will hold ourselves accountable for our progress.

Our people practices are centred around he tāngata / our people.

Our capability-based approach recognises that skills, knowledge, experience, and attitudes are all important elements of how we work and that everyone brings their own unique backgrounds. Capability is not only built through work experience, but through personal lives and lived experiences.

Whanake, our performance approach, is the framework that supports constructive kōrero between our people and their leaders. Whanake relies on leaders having good conversations and getting to know their people and what their unique needs and aspirations are. These work together to provide support and development that works for them.

Leadership team conversations about talent enable visibility of the capability and aspirations of our people (which have been identified through Whanake conversations), so development opportunities can be identified across teams, business groups, the organisation or cross-agency.

This year, we will continue to embed and evolve these people practices and ensure they are working effectively. Leaders will support their people with the right conversations, and leadership teams will create space to have career and talent conversations about their people.

Te Pou o te Tangata, our organisational behaviours, supports our people practices. These have been co-designed with our people and describe the way we work at Inland Revenue. Learning will be provided to support these ways of working, including for leaders to help them reinforce and role model the behaviours.

These practices, together with learning and tools to help leaders understand and manage their unconscious bias, and data about the make-up of the workforce, for example: ethnicity and gender data help leaders make inclusive decisions when sup-porting their development and recruiting new people.