Inclusive Practice

Inclusive practice promotes a culture of equality, opportunity, participation and achievement. It encourages the development of a learning mindset, curiosity and improves attitudes, policies and the workplace culture. Inclusive practice is underpinned by respect for others and understanding that promotes stronger team cohesion, belonging and productivity. Inclusive practice depends on having strong relationships and is central to how we build relationships. Building relationships in Public Service agencies is one of the priority areas of focus set by Papa Pounamu to help agencies meet their diversity and inclusion obligations. The tools and resources collated here are useful for Public Service agencies as they deliberately build positive and inclusive relationships. You can find the advice on building positive and inclusive relationships here.

Tools and resources

The following tools and resources are likely to help people to foster inclusive workplaces while building more positive and inclusive relationships. It is up to individuals and teams to determine what tools and resources will be best suited to them. This toolkit will grow over time.

  • Te Arawhiti’s Capability Framework - Individual Capability Component
    Māori cultural competency in the Public Service is essential for supporting the Crown in its relationship with Māori under the Te Tiriti o Waitangi. This framework sets out the key skills that individuals need to engage with Māori and understand Māori perspectives. It will also help to identify existing strengths and areas to enhance through individual development plans.

  • Ministry for Pacific Peoples’ Yavu - Foundations of Pacific Engagement
    Engaging with Pacific Communities in meaningful and relevant ways will help us to progress beyond a consultation approach when developing policies and initiatives that impact Pacific peoples. This framework sets out the cultural protocols and steps for building, nurturing and maintaining relationships when working with Pacific peoples.

  • Te Kawa Mataaho’s Gender Pay Gap and Pay Equity Guidance
    Ensuring women's pay reflects their skills, efforts and responsibilities, and is not negatively affected by their gender, is about fairness and equality, and a priority for the Government, Public Service chief executives and State sector leaders. This is guidance for mitigating bias in human resource practices and processes, including recruitment and retention of diverse talent, equitable pay, and career development and progression.

  • Te Kawa Mataaho’s WeCount Survey Findings - Inclusion and our Rainbow Public Service
    Everyone has a right to be included. The findings of the WeCount 2019 Survey help us to understand the experience of our broader Public Service rainbow community, including what we can do more of and what we need to change to be inclusive of our rainbow public servants in the Public Service.

  • Ministry of Social Development’s Lead Toolkit for Employing Disabled People
    Agencies in the Public Service have a responsibility as employers to attract the best possible candidates for roles, including disabled people. This toolkit will help hiring managers to attract the best possible candidates, retain staff and know how to build relationships to create the conditions for success for all employees, including disabled employees.

  • Department of Prime Minister and Cabinet’s Guide to Inclusive Community Engagement
    Engaging the diverse voices of people in policy making is one way to ensure better and more sustainable policy outcomes for all New Zealanders. This is a guide for agencies, policy teams and policy advisers on inclusive community engagement in policy making and is part of a suite of resources available for developing a deeper and more consistent understanding of what good engagement with the public means.
  • Leadership Development Centre's Resources for Leaders
    How we lead across the Public Service matters. Diversity and Inclusion capability across the system depends on strong, inclusive leadership. A full suite of common and core development resources for leaders to use with their teams can be found here and includes:

    • Curious – practical ideas and tools to help move away from traditional thinking and to trial and adopt new approaches and different ways of thinking with teams and individuals.

    • Engaging others – practical ideas and tools to create an engaged and motivated workforce through their decisions and behaviours to achieve better results for your organisation. Helps leaders focus on supporting others to work together effectively to make a difference.

    • Enhancing organisational performance – practical ideas and tools to support you to harness the benefits of collaboration, drive, innovation and continuous improvement to strengthen your organisation’s performance. This will help you draw on the ideas of others and maximise the benefits of collaboration.

    • Enhancing system performance – a resource to help you actively build and nurture relationships with leaders in other agencies, create opportunities to learn and collaborate with one another and contribute to sector-wide challenges.

    • Enhancing team performance – a resource to help build a high performing and cohesive team of valued contributors, encourage unity and achieve shared goals to make your people feel empowered.

    • Influence without Authority – a resource to increase your fundamental influencing skill as part of the Influence without Authority toolkit.

    • Leader-led development – a resource to help develop direct reports as part of a leader’s role of leading and modelling development. This is the main component of the Leader-led development toolkit.


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