Feelings of inclusion for different groups and communities

As people get older, they are more likely to work at higher management levels and be paid more, both of which were related to greater feelings of inclusion. When these factors are removed, there was actually a small but statistically significant decline in inclusion as people age, although this was not consistent across all questions. For example, those in the 65 and over age group were the most likely to feel comfortable being themselves at work.

People under 25 were significantly more likely to feel included than other age groups.

“There was a lot of age-related comments when I first started working here. With a change in management and some other mature workers being employed, this has almost disappeared.”

Feelings of inclusion do not vary significantly based on the time people have spent in New Zealand.

The results from Te Taunaki show that feelings of inclusion within the Public Service varied across ethnicities. While most of these differences were small, many were statistically significant.

Being Māori or Pacific was predictive of lower feelings of inclusion in general, while being European[4] was predictive of slightly higher feelings of inclusion.

As can be seen in Table 1, Europeans were significantly more likely to have a positive view of their team’s and their agency’s efforts to be inclusive, followed by Asians, while Māori and Pacific peoples indicated the least positive experiences.

 Table 1. Some inclusion questions by ethnicity[5]

Looking at how comfortable people felt being themselves at work, there were also variations, particularly for those in smaller ethnic communities. While overall, most people (82%) felt comfortable being themselves, this was significantly lower for smaller ethnic groups (with MELAA[6] 74%, and Other[7] ethnicities 72%), and to a lesser extent for Māori (80%).

“There is a lot already being done around inclusivity. One suggestion is not to forget those that are smaller minorities.”

We also looked at inclusion by ethnicity and gender: by gender, overall feelings of inclusion were slightly more positive for males compared to females, while those of another gender and/or multiple genders reported a less positive experience. This pattern for males and females remained broadly consistent across ethnicities but varied considerably for those of another gender and/or multiple genders. For example, 75% of Pacific and 76% of Māori respondents agreed that the people in their workgroup behave in an accepting manner towards people from diverse backgrounds but this was higher for Pacifica and Māori of another gender at 93% and 77% respectively. Overall, 81% of Asian respondents felt accepted as a valued member of their team but this was 94% for Asians of another and/or multiple genders. Conversely, 81% of European respondents felt comfortable being themselves at work but this was lower at 61% for Europeans of another/and or multiple genders.

“I am on a personal journey of discovery regarding my whakapapa, but this is not embraced at mahi. I don't feel 'Māori enough' for the change in direction that we are being challenged with.”

[4] European includes those who identified as ‘New Zealand European’ as well as ‘Australian’, ‘British and Irish’ and other mainland European ethnicities such as Dutch, Greek, Polish, German, etc.

[5] The second table in APPENDIX A shows which of these results were statistically significant after controlling for other factors.

[6] The MELAA group is made up of Middle Eastern, Latin American and African ethnicities.

[7] The Other group includes ethnicities which don’t fit clearly into the main classification groupings. In Te Taunaki, it mostly constituted those identifying as ‘New Zealanders’.

There wasn’t a strong link between feelings of inclusion and qualification level . For example, although the number of people feeling accepted as a valued member of the team generally increased with qualification level, from 69% for those with no qualification, to 82% for those with a PhD/Doctoral Degree, people with high/secondary school education were the most likely to report feeling comfortable being themselves at work.

Te Taunaki provided us with information about religion of the workforce for the first time. Feelings of inclusion did not vary significantly based on religion except for those with spiritualist and new age beliefs and for those with Māori religions, beliefs and philosophies who tended to report lower levels of inclusion than those of other beliefs. For example, 73% of those with spiritualist and new age beliefs reported feeling comfortable being themselves at work, compared to 82% overall; while 72% felt accepted as a valued member of their team, compared to 79% overall.

For those with Māori religions, beliefs and philosophies, 73% felt that people in their workgroup behaved in an accepting way towards people from diverse backgrounds (81% overall). However, as a group they also reported the highest level for being valued for the range of cultural expertise they bring to the job, at 68% compared to 50% overall.

No other religions reported figures significantly or consistently different from the overall level.

“Recognise other cultural or religious holidays and allowing flexible leave arrangements (e.g., instead of being forced to take two weeks off work for Christmas and New Year’s, allow employees to work during that period and take leave for Diwali etc.)”

Overall feelings of inclusion were slightly more positive for males compared to females. This effect was statistically significant but small and was not consistent across all the inclusion questions.

Te Taunaki found that those of another gender or multiple genders reported lower feelings of inclusion compared with their male or female colleagues. More information on this is reported below under Rainbow, gender and sexual identity.

Rainbow communities make up 9.4% of the Public Service.

‘Rainbow’ is a broad umbrella term that covers a diversity of sexual orientations as well as gender identities and expressions, and sex characteristics. Te Taunaki results indicate that Rainbow communities make up 9.4% of Public Service staff, and that the experience of working in the Public Service can be less positive for some people within these communities.

This is particularly evident for those who are transgender, intersex or have other sexual identities. There is also an effect for those who are of another gender/ multiple genders and bisexual but no significant differences for those who are gay or lesbian. (See Table 2. below for these groups’ responses to two of Te Taunaki’s questions on inclusion.)

“Actively engage with and listen to rainbow staff about their experiences in the workplace and then take actions to implement the feedback. Learn from other Ministrys about how they make inclusive environments for queer staff e.g., gender neutral bathrooms, no dress code and training for staff and managers.”

“I feel like I have to suppress myself to a degree and be careful what I say. This is largely because as a gay man I am concerned people will have an unfair bias against me for no reason.”

Table 2. Some inclusion questions by gender, sexual identity and other ‘rainbow’ communities[8]

[8] See the Tables section [Appendix B] for the complete inclusion question set by demographics and work characteristics, including the size of each grouping.  The second table in APPENDIX A shows which of these results were statistically significant after controlling for other factors.

70% of disabled public servants feel they can be themselves at work, compared to 83% of those without a disability.

Te Taunaki captured more information on disability across the Public Service than we’ve ever had before. Te Taunaki used the Washington Short Set of questions. These are designed to identify individuals who are at greater risk than the general population of experiencing restricted social participation because of difficulties undertaking functional activities. They cover six core functional domains: seeing; hearing; walking; communicating; concentrating and remembering; and self-care.

Those with a functional limitation/disability reported significantly lower feelings of inclusion. This was consistent across the full range of inclusion questions. For example, 70% of disabled employees felt comfortable being themselves at work compared to 83% of non-disabled employees.

“Allow me to have time to attend to health issues that can't be scheduled outside of the workday.”

“I note there is no current inclusion group for disability or if there is, I cannot find it. This would possibly help me in talking with others about managing full time work with a disability.”

Each of the core functional domains was linked to lower feelings of inclusion but there were also differences across these. For example, only 51% of those with a limitation in communicating or self-care felt their agency supported an inclusive workplace, compared to 70% of those with a sight limitation or 69% of those with a hearing limitation.

“Cultural change regarding how we talk about disabilities, specifically invisible ones e.g., ASD, ADHD, OCD, etc. As an employee, I don't feel comfortable using my experience to educate others as I fear being discriminated against when it comes to career progression.”

“More recognised inclusion for disabled people, more facilities such as disabled toilets, access to elevators, particular desk set-up and also in the culture. For example, don't have a team activity, say paintballing that is physically demanding which means a disabled person cannot participate.”

“Make the building ... more disability accessible e.g., disability park, automatic door - not the heavy glass doors which are difficult to open when using a mobility device. Instruct the building owner to put in a proper accessible bathroom. The one here does not have easy access and it's not easily accessible.”

Te Taunaki also asked whether people experience any mental health conditions that have lasted for six months or more. Those who answered yes reported significantly lower levels of inclusion, for example 72% of those with a mental health condition felt comfortable being themselves at work, compared to 85% for those without a condition.

“Accommodate people living successfully with mental health challenges, enabling them to work in different ways, times and places. Acknowledge the need for people to manage their health through strategies that work well for them – time away from noise and people.”

 “Continue the work it has begun around D&I (good work around gender identity, neurodiversity). This needs to percolate down to a practical level so there's understanding in individual teams. Managers (in my experience) are very good although may lack some knowledge in these areas. Wellbeing focus needs to move away from cookie-cutter stress reduction approach to awareness of very specific wellbeing needs of individuals (again this is good in my particular team but may be uneven). Enhance sense that it's okay for people to be themselves, to be different.”