Appendix 1: How Papa Pounamu and Kia Toipoto relate to statutory obligations and to DEI

Papa Pounamu and Kia Toipoto help agencies meet the requirements of the Public Service Act 2020 (especially sections 73 and 75), the Human Rights Act 1993, the Equal Pay Act 1972. They also help agencies to work with Māori, and to achieve equitable outcomes for Māori, as intended by Te Tiriti o Waitangi.

The different elements of Papa Pounamu and Kia Toipoto relate to and reinforce each other, and together set out a comprehensive (DEI) programme.

Transparency and employee and union engagement underpin DEI.

Diversity, equity and inclusion are interconnected, and the different elements of Kia Toipoto and Papa Pounamu often contribute to more than one aspect of DEI. For example, fostering diverse leadership has a clear relationship to diversity. It is also important to equity, since it helps to close pay gaps.

Agencies can choose where in your plans to refer to different elements of Kia Toipoto and Papa Pounamu. Some elements, such as addressing bias or flexible work, might sit apart, rather than under diversity, equity or inclusion, given how widely these apply.

There are many ways to think about the relationships between DEI, Papa Pounamu and Kia Toipoto.

The following groupings are one suggestion.

Representation in workforce, leadership, and occupations, especially for under-represented groups.

These elements of Papa Pounamu and Kia Toipoto are especially relevant to increasing diversity:

• Fostering diverse leadership
• Cultural competence
• Workforce and leadership representation
• Eliminating bias and discrimination from recruitment policies and practices
• Effective career and leadership development 
• Māori are influential at all levels of the workplace
• Māori have career paths that empower them to achieve their career aspirations
• Flexible work by default.

Equity

Pay gaps and average pay for different groups, equitable pay (starting salaries and pay in the same or similar roles).

These elements of Kia Toipoto are especially relevant to closing pay gaps and achieve equitable pay outcomes:

• Equitable pay outcomes
• Eliminating bias and discrimination from remuneration policies and practices
• Agencies work purposefully and with good intentions to achieve equitable pay for Māori.

Inclusion

The extent to which all employees feel respected and valued and able to achieve their potential.

These elements of Papa Pounamu and Kia Toipoto are especially relevant to strengthening inclusion:

• Cultural competence
• Employee-led networks
• Addressing bias 
• Inclusive leadership
• Māori participate in action and monitoring
• Agencies enhance workplace practices and the mana of Māori and others
• Agencies celebrate tikanga, kawa and matāuranga Māori, and taonga such as te reo Māori.