The Public Service Commission supports agencies and organisations across the system to deliver on the Workforce Diversity Strategy.
The Public Service continues to be committed to building workplaces where everyone can succeed on merit, diversity of thought and experience is valued, and the widest pool of capable talent is attracted and retained.
As a result of the action taken across the Public Service since 2017, our Public Service workforce and our leadership are increasingly diverse; substantial reductions have been made in both gender and Māori pay gaps; and progress is being made in building safe, respectful and inclusive workplaces.
While we are proud of the gains that have been made in recent years, we recognise our responsibility to continue to improve.
Listening to employee experiences, using data to understand system‑wide patterns, and being transparent about where improvement is needed will support long-term progress and help ensure the Public Service understands and can serve the diverse communities of New Zealand.
The Public Service Workforce Diversity Strategy
We have developed a clear strategy that supports agencies to achieve their workforce diversity goals and create opportunities to share innovation and best practice.
The Public Service Workforce Strategy is aligned with the Government Workforce Policy Statement (GWPS) and our legislative obligations.
Government Workforce Policy Statement
Workforce Diversity – Strong legislative foundations
It is based around three focus areas:
- Value diversity of thought and experience
- Attract and retain the widest pool of talent
- Apply the merit-principle comprehensively
The Strategy builds on the progress that we have made in recent years and provides a framework for addressing our remaining challenges by:
- maintaining system wide leadership
System leadership for workforce diversity in the Public Service - meeting our legislative employment obligations
- taking co-ordinated and comprehensive action to:
- attract, develop and retain the diversity of talent and experience we need
- ensure employees have fair and reasonable opportunities to demonstrate and be recognised for their merits
Guidance: Making merit-based employment decisions
Guidance: Public Service Principles – Merit-based appointments - create fair policies and practices in recruitment, development, progression and pay
Pay gaps and pay equity - support respectful and inclusive workplaces for all
Model standards: Positive and safe workplaces
Employee-led Networks - encourage agencies and entities to report on their own workforce representation and pay, and the actions they will take to achieve the goals of the Workforce Diversity Strategy
Guidance: Workforce diversity action plan
Te Taunaki Public Service Census
Public Sector Disability Four-Point Plan
Our Workforce Diversity Strategy is informed by system-wide data and insights about employee representation, pay and experiences. We monitor the impact of the Strategy on a range of groups, including women, Māori, Pacific and ethnic public servants, disabled public servants and members of rainbow communities. We also monitor intersectional impacts, such as the average salaries of European, Māori, Pacific and Asian men and women. This enables us to identify what is working and where we need to take more action.
Te Taunaki Public Service Census
The Workforce Diversity Strategy also reinforces our work to support the Crown in its relationships with Māori under Te Tiriti o Waitangi | the Treaty of Waitangi. In particular, the Strategy aims to ensure we have strong Māori representation at all levels of the Public Service.
