Raraunga Ohumahi - Te Kanorau me te Whakaurunga Workforce data - Diversity and inclusion
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Section 01
Raraunga Ohumahi - Te iwitanga i roto i te Ratonga Tūmatanui Workforce Data - Ethnicity in the Public Service
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Section 02
Raraunga Ohumahi - Te Ira Tangata i roto i Te Ratonga Tūmatanui Workforce Data - Gender representation in the Public Service
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Section 03
Raraunga Ohumahi - Āniwaniwa Workforce Data - Rainbow
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Section 04
Raraunga Ohumahi - Hunga whaikaha Workforce Data - Disability
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Section 05
Raraunga Ohumahi - Kāhua taipakeke Workforce Data - Age profile
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Section 06
Raraunga Ohumahi - Hāhi Workforce Data - Religion
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Section 07
Raraunga Ohumahi - Whakaurunga Workforce Data - Inclusion
The data we collect provides insights that support our work to improve public service diversity and inclusion.
Improving diversity and inclusion
A diverse workforce and inclusive practices help public servants to engage more effectively with the communities they serve.
The Public Service has been focused on improving diversity and inclusion for some time now. Papa Pounamu is the comprehensive programme guiding our diversity and inclusion work. The programme has identified 5 priority areas that will make the most positive difference for all our people across a number of diversity dimensions. Public Service chief executives have agreed to make these commitments mandatory in their workplaces.
Papa Pounamu Diversity and Inclusion progress across the Public Service
Although there is still work to be done, we’re seeing some positive results from this work. The latest data shows that the Public Service is becoming more diverse, for example:
- Māori (16.8%), Pacific (10.7%), Asian (14.5%) representation in the Public Service workforce continues to increase.
- The number of women in leadership continues to rise (55.9%), moving closer to female representation in the Public Service overall (62.2%)
- Gender, Māori, and Pacific pay gaps are continuing to close.
We’ve been reporting on demographic information since 2000. We’ve also got better information on our faith, disability, and Rainbow communities.
In 2021, the inaugural Te Taunaki Public Service Census enabled us to report for the first time on how our people experience inclusion at work.
- Just under three quarters (72%) of our people feel they have access to employee-led networks relevant to them.
- Most of our people feel they can be themselves at work (82%).
We will be running Te Taunaki again in 2024. Having this data helps us to understand our progress, what’s going well and where we need to do more.