Public Service chief executives provide strategic, system-level leadership and oversight of the Workforce Diversity Strategy. Working alongside the wider Public Service Leadership Team, they promote and encourage efforts to support having fair and respectful workplaces free from bias and discrimination.
Papa Pounamu was originally established in 2017 by the Public Service Leadership Team at that time. Papa Pounamu is a programme of work that supports workforce diversity actions by aligning initiatives, sharing best practice, and maintaining momentum across the system.
Papa Pounamu functional leads
Gaye Searancke, Chief Executive of Land Information New Zealand, and Peter Mersi, Commissioner and Chief Executive of Inland Revenue were appointed by the Public Service Commissioner as functional co-leads for diversity and inclusion. They co-chair Papa Pounamu working with Public Service Chief Executives to provide system leadership.
Chief Executive collaboration on workforce diversity
Chief Executives work collectively to improve diversity, equity and inclusion across the Public Service workforce. Together, they support agencies to meet their good employer obligations, including fostering fair, safe and inclusive workplaces that are free from bias and discrimination.
Responsibilities of Chief Executives (working collectively)
Work collectively to advance diversity and inclusion
Work together to progress shared priorities that improve workforce diversity, equity and inclusion across the Public Service under the Workforce Diversity strategy. This includes modelling good employer practice and supporting environments where all people can participate, contribute and thrive.
Partner with employee-led networks
Sponsor and work collaboratively with Employee-led Networks (ELNs), ensuring the perspectives of ELNs are reflected in leadership discussions and decision-making. These networks contribute valuable insight into creating inclusive and representative workplaces.
Supporting Employee-led Networks as a leader
Collaborate across the system
Work in partnership with peers, functional leaders and cross-agency networks to align efforts, share good practice and strengthen system-wide outcomes.
Maintain momentum and shared accountability
Work together to support the delivery of initiatives aligned with the Workforce Diversity Strategy, monitoring progress and supporting collective accountability for meeting good employer obligations.
Improve outcomes for all employees
Work collectively to ensure that actions recognise and respond to the diverse experiences of all employees, including women, Māori, Pacific peoples, ethnic communities, disabled people and members of rainbow communities. Apply an intersectional approach that acknowledges the compounded impacts of bias and discrimination.
