Purpose of this guidance
Public Service agencies and Crown entities (agencies and entities) may elect to develop and publish Workforce Diversity action Plans (plans) to support their progress with diversity, equity and inclusion (DEI) goals. This guidance will support agencies and entities to produce plans which are aligned with the refreshed Workforce Diversity Strategy and the Government’s current priorities.
We strongly encourage agencies and entities to produce plans and be accountable for and transparent about their progress, even though reporting is not compulsory.
A refreshed direction for DEI
The Public Service is entering the next phase in its DEI journey. The refreshed Workforce Diversity Strategy builds on the progress that has been made under Kia Toipoto and Papa Pounamu. It signals the importance of embedding gains as business as usual, targeting the remaining challenges and demonstrating impact through data-informed planning and transparent reporting.
The new focus areas in the strategy are:
Value diversity of thought and experience
We value and foster diversity of thought and experience through fair and respectful workplaces
Attract and retain the widest pool of capable talent
We ensure we have an attractive work environment open to those who have the skills and competencies needed to drive highly effective public services
Apply the merit principle comprehensively
We ensure that all applicants for positions or promotions have a reasonable and fair opportunity to demonstrate merit
Using this guidance
This guidance will support agencies and entities to:
- Align previous DEI work with the refreshed Workforce Diversity focus areas
- Identify and address their most significant remaining challenges
- Use workforce data to reflect, engage and co-design next steps with employees
- Share plans internally and externally to build accountability
Although not mandatory, agencies and entities are strongly encouraged to continue with their DEI work, and to share progress and challenges through developing and publishing action plans.
Continuing and preserving these DEI efforts within your organisation helps maintain momentum, sustain positive changes achieved to date and recognises that there is still more to do.
Voluntarily reporting progress also contributes to a collective picture of what is working well, where problems remain and how we can use targeted action to address them. It shows a commitment to transparency that builds employment engagement, supports system-wide learning, strengthens public trust and confidence and demonstrates leadership and integrity.
Support and queries
We are always interested in hearing from you, and happy to answer your questions. Please contact the DEI team at: