Working towards a clear purpose: merit, fairness, and inclusion at the heart of the Public Service

Diversity of thought, skills, and lived experience strengthens our institutions and helps us serve all New Zealanders more effectively. We are committed to building a Public Service that reflects, values and celebrates our people — today and into the future.

The Public Service has been improving its practice and, in 2017, chief executives formed Papa Pounamu to provide cohesion and cooperation across key issues such as improving workforce participation, closing pay gaps, building respectful and inclusive workplace cultures. As our system matures in its approach to improving workforce diversity, fairness, and inclusion, we are supporting agencies sharpening their focus on where progress is most needed.

At the heart of this work is our enduring commitment to merit-based employment, free of bias and discrimination: where every individual can contribute and succeed. Fairness, respect, and inclusion have long underpinned the ethos of the Public Service.

Why it matters

Public Service organisations should recognise that:

  • Diversity of thought, skills and experience strengthens our workforce and has long been valued across the system.
  • Mature DEI approaches mean we can now focus more sharply on areas where further progress is needed.
  • Fair and respectful employment practices, including the opportunity for all to demonstrate merit, have been part of the Public Service approach.
  • A trusted Public Service reflects our communities — and is stronger because of it.

Our ongoing commitment

The Commission continues to support agencies deliver on Government priorities and meet citizens’ expectations whilst continuing to foster inclusive and high-performing workplaces. We work with agencies to ensure they:

  • Apply the merit principle comprehensively, giving all applicants a fair and reasonable opportunity to demonstrate their skills, knowledge and experience.
  • Attract the widest pool of talent by creating inclusive, welcoming environments.
  • Value diversity of thought and experience and embed it into organisational culture.
  • Support employee-led networks, ensuring that the lived experiences of diverse employees help shape fair and respectful workplaces.

What’s changing

We’ve refreshed our system-wide approach to diversity, equity and inclusion. This is not a wholesale change or a new set of obligations and most of the guidance we have released in the past remains relevant. Rather this refresh reflects the growing maturity of the system as it:

  • Reframes and streamlines existing work to better align with government priorities.
  • Reflects reduced system-wide resourcing, helping agencies maintain focus on their core roles.
  • Ensures agencies have the right tools and guidance to keep progressing their DEI efforts.
  • Supports agencies to meet their remaining challenges.

We will soon update our website with the new DEI focus areas and provide guidance to support agencies to put them into practice.

Diversity, equity and inclusion commitments are supported by legislation

The focus on diversity, equity and inclusion is supported by legislation. The Public Service and chief executives are expected to abide by the law.

The relevant legislation are:

Public Service Act 2020: “good employer provision” 

The Public Service Act 2020 sets out expectations for how employees are treated across the Public Service. Under section 73, agencies must be good employers — meaning they treat all employees fairly and with respect, provide equal employment opportunities, and make appointments based on merit.

These provisions promote fair and transparent recruitment, support inclusive workplaces, and ensure that everyone has the opportunity to succeed based on their skills and experience. They also encourage agencies to consider a wide talent pool when hiring and promoting staff.

Employment Relations Act 2000

The Employment Relations Act 2000 sets the legal foundation for employment relationships in New Zealand, promoting good faith, fairness, and transparency between employers, employees, and unions. It outlines expectations for honest communication, fair treatment, and dispute resolution processes.

More information can be found here:

Fair work practices — Employment New Zealand

Human Rights Act 1993 

The Human Rights Act 1993 helps ensure everyone in New Zealand is treated fairly. It protects against discrimination in areas such as employment, education, and access to services. The Act also addresses racial and sexual harassment, and actions that incite racial disharmony.

More information can be found here:

Human rights in legislation — Human Rights Commission

Making a complaint — Human Rights Commission

Equal Pay Act 1972

The Equal Pay Act 1972 helps ensure women and men are paid the same for doing the same or similar work. It applies across the public and private sectors and aims to eliminate sex-based pay discrimination. Changes to the Act in 2020 made it easier for employees and unions to raise pay equity claims directly with employers.

More information can be found here:

Equal Pay Amendment Act — Ministry of Business, Innovation & Employment