Appendix C - Kia Toipoto targets for workforce and leadership representation

• In this version of our DEI plan, we have focused on setting targets for ethnic representation in our workforce and leadership. The proposed target ranges below are a goal but are not a ceiling.
• In terms of gender representation, our focus is maintaining an appropriate gender balance in each pay band. We note that we have already achieved at least 50 percent representation of women in all job families and in our Tier 1 – 3 leadership.
• We will use data from the 2025 Te Taunaki| Public Service Census to assess whether there are if there are any inequities for our Rainbow and Disabled employees and plan how to address these. We can extend our focus over time and set targets in subsequent DEI plans.
• Forecast data for 2027 shows a minimal variance between the total population and that of working age, therefore total population has been used for modelling. 

By 2027 we aim to have improved diverse representation across the Commission’s workforce to match the New Zealand (projected) 2027 population more closely, placing emphasis on improving Māori and Asian representation, while maintaining or increasing representation of Pacific and Middle Eastern, Latin American and African ethnicities.

• Our target ranges were based on the 2018 Census and the projected 2027 New Zealand population. While the 2023 Census provides updated population demographics, this does not necessitate changing our targets which had built in sufficient projected growth.
• The Māori and Asian targets are a stretch given our workforce is Wellington-based. The talent market we will be recruiting from is primarily the Public Service which has current Public Service Māori representation of 13.1 percent in Wellington (16.7 percent overall) and Asian representation of 14.7 percent in Wellington (15.9 percent overall).
• We will also be cognisant of the required growth in Pacific employees outside the Fale by 2027, as recruitment into the Fale has increased Pacific representation numbers over the past few years and is a time-limited Commission programme with funding through until December 2025.

*Suppressed to protect privacy

By 2027 we aim to improve diverse representation across the Commission’s leadership group to match the New Zealand (projected) 2027 population more closely, placing emphasis on Asian representation, while maintaining representation of Māori and Pacific ethnicities. While Asian, Pacific and MELAA ethnicities are suppressed for privacy, we can share that we are not currently meeting our targets. The target for Asian leadership will be an ambitious stretch and may require a more dedicated action plan to help us achieve our target.

• The target for Māori leadership is representative of the New Zealand population per Census result 2018 and projection for 2027. Our target reflects that a significant part of our work programme is focused on Māori Crown Relationships.
• Leadership is defined as employees in Tiers 1-3, i.e. Public Service Commissioner and Deputy Public Service Commissioners and Tier 3 people leaders. This differs from last year when Assistant Commissioners were included. The impact of this change to the composition of Tiers 1-3 is the primary reason for the increased proportion of leaders with Māori ethnicity (from 21 percent in 2023 to 25 percent in 2024).

*Suppressed to protect privacy