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 leadership (Tier one - three).
• We will use data from the 2024 Te Taunaki | Public Service Census to assess if 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.
• On the above basis, the following models have been developed to determine the headcount increases needed. This model assumes we maintain our current numbers and grow in targeted areas, i.e a net increase.

By 2027 we aim to improve 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 are based on the 2018 Census and the projected 2027 New Zealand population.
• The Asian target is a stretch given our workforce is Wellington-based. The talent market we will be recruiting from is primarily the Public Service which has current Wellington-based Public Service Asian representation of 13.4%.
• 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.

 *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 Māori and Asian representation, while maintaining or increasing representation of Pacific and MELAA ethnicities.

• The target for Asian leadership will be an ambitious stretch and will need a targeted recruitment strategy.
• The target for Māori leadership matches 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 all employees in Tiers 1-3, e. Public Service Commissioner and Deputy Public Service Commissioners, people leaders and assistant commissioners, but not chief advisors.

*suppressed to protect privacy