Progress in promoting diversity, equity and inclusion across the Public Service in 2023

The effective delivery of public services to all New Zealanders is supported by a diverse and inclusive Public Service workforce. Ensuring communities feel their voices are heard from policy advice through to service design, a Public Service workforce that reflects the communities it serves encourages active citizenship and meaningful engagement.

The Public Service Commission (the Commission) provides leadership to Public Service organisations to coordinate and prioritise diversity, equity and inclusion (DEI) efforts, share best practice, as well as monitor and measure progress. This work aims to achieve:

• Greater diversity of thought, to better reflect, understand and contribute to policy, services and outcomes for New Zealand.
• Public servants who are better equipped to engage confidently with stakeholders, iwi leaders, civil society and community leaders and reflect their perspectives in our work and advice.
• More diverse and inclusive public service leadership, for better quality decision-making and stronger organisational performance.
• Public service workplaces which are fair, equitable and inclusive, enabling public servants to thrive and perform at their best.

The Public Service Act 2020 outlines the expectations for Public Service chief executives to (among other things):

• be guided by the principle that the Public Service should reflect the make-up of New Zealand's society and that workplaces should be inclusive of all groups
• operate employment policies, that treat employees fairly and properly in all aspects of their employment, including having pay systems that are free from bias
• uphold the principle of making appointments, based on merit.

Public Service diversity, equity and inclusion work programme

Chief executives promote diversity and foster inclusive and equitable workplaces by leading a DEI work programme in their organisations. The Commission has two DEI workstreams within this work programme to support organisations. These are:

• diversity and inclusion – primarily through the Papa Pounamu work programme
• closing pay gaps – primarily through the Public Service Gender, Māori, Pacific and Ethnic Pay Gaps Action Plan 2021-24 (Kia Toipoto).

The Commission also supports chief executives by setting standards, building capability, and monitoring progress by:

• leading the development of detailed guidance, tools and resources, with diverse groups
• providing advice
• convening DEI practitioners from across the Public Service at regular ‘Community of Practice’ hui to share experiences, advice and resources, and
• monitoring diversity, equity and inclusion, data, planning and strategies.

The Public Service has published gender and ethnic representation and pay data since 2000. The data provides important insights into the pay and composition of the Public Service, showing long-term trends and changes year on year. Bringing this workforce data together in one place is transparent and easier for people to access.

This data is critical to identifying the obstacles to greater diversity, equity and inclusion within the Public Service and the ability of the Public Service to drive change and monitor progress.

This report

This report sets out progress across the Public Service (and, for pay gaps, across some entities in the public sector) against the priorities of each of the above DEI workstreams.

The report has its genesis in the Royal Commission of Inquiry report into the terrorist attack on Christchurch masjidain. The Royal Commission recommended the Public Service Commissioner publish a report annually that “provides a comprehensive view of progress by the public sector on the Papa Pounamu commitments, including the identification of areas where those public sector agencies are performing well, areas where improvements can be made and critical insights across all agencies about where to direct their efforts”. 

For the last two years, the Commission has prepared a report with that focus (2021 and 2022). For this report, the Commission has chosen to take a wider view (that is, beyond the Papa Pounamu priority areas) to report on progress on all elements of the Public Service diversity, equity and inclusion work programme.

This report is structured using the diversity, equity and inclusion goals, that form part of the Public Service Workforce Strategy. These are:

• attracting, retaining and developing a diverse Public Service workforce, to reflect and meet the needs of New Zealanders
• ensuring our workplaces and leaders are inclusive, welcoming and supportive of all groups
• establishing fair and equitable, reward and employment practices and support agencies to close pay gaps.