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Data from across a range of sources, both quantitative and qualitative, is used to inform our focus areas and to help measure our progress in terms of representation and pay gaps, as well as understand how our people are feeling about their experience of working at Inland Revenue.

Having access to rich data also helps leaders to understand their own business group representation pictures and in term make informed decisions about their people. 

Over the next 12 months, we will continue to utilise data to inform progress and support decisions, but also continue to evolve and grow the data that we use and how we use it.

  • Increasing our data collection and analysis with regards to people with disabilities and Rainbow communities to ensure Inland Revenue creates an inclusive and fair environment in which all our people can thrive.
  • Expanding our analytics focus areas with regards to diversity and inclusion to reduce any negative impacts in all areas of the employee lifecycle.
  • Introducing career mobility analysis to understand how staff move within Inland Revenue and how this contributes or inhibits career and development advancement for females and for Māori, Pacific Peoples and Asian.
  • Introducing more “moments that matter” surveys and analysis including the candidate survey and onboarding surveys to ensure that our processes are fair and inclusive and result in a positive experience from first points of contact with our staff and candidates.
  • Broadening our analysis to include data related to organisational networks, working patterns, and leadership to understand how these impact diversity and inclusion, and pay gap outcomes.
Last updated: 24 Nov 2022
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