Improving diversity and inclusion in the Public Service
Te Kawa Mataaho acts as a steward for diversity and inclusion, engaging with stakeholders to improve workplace composition, culture and capability.
Our Aotearoa New Zealand population is made up of a wide range of diverse communities. We have clear goals about how to become a Public Service that reflects and celebrates this, now and in the future.
Alongside Public Service chief executives, we have been focused on building a diverse and inclusive Public Service for over 5 years and have made some significant gains in that time. Despite this progress, we know disparities continue to exist, and we continue to focus on embedding gains and extending our efforts.
We know there’s more to do and we’re doing it. Our work is supported by the Public Service Act 2020 (the Act), which identifies diversity and inclusion as an integral part of the Public Service.
A diverse workforce and inclusive practices help us to be more fair and responsive and to engage more effectively with the communities we serve.
Public Service organisations should recognise that:
The Act sets expectations for a diverse and inclusive Public Service and requirements for leaders to grow this. It requires our organisations to pursue fairness and diversity and ensure our workplaces are inclusive for everyone. It explicitly states that chief executives and boards must promote diversity and inclusiveness, and strengthens and supports our diversity and inclusion commitments as well as underpins our aim to be an exemplary employer.
Under the Act, chief executives are expected to build an inclusive workplace culture that:
Papa Pounamu was established in 2017 to bring together diversity and inclusion practices and initiatives across the Public Service. Led by Public Service chief executives, this diversity and inclusion work programme covers 5 priority areas that will have the most positive impact.
The Public Service chief executives have agreed to make the Papa Pounamu commitments mandatory in their organisations. This moves us towards a more holistic approach to diversity and inclusivity.
Papa Pounamu sits alongside our separate, but related, equity and inclusion work programmes.
We are committed to collecting and reporting on data relating to diversity and inclusion. We collect this through Workforce Data and the Te Taunaki Public Service Census, and Public Service organisations report on their data through their annual reports.
When collated, the data shows where we are doing well and where we need to take steps to improve. Publishing the information on our website makes sure that it’s transparent and easy to access.
Papa Pounamu sets the diversity and inclusion work programme for the wider Public Service. It covers 5 priority areas that are focused on making the most positive impact across all diversity dimensions.