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Section 01
Raraunga Ohumahi 2022 — Kaiārahi Matua Workforce data 2022 — Senior leadership
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Section 02
Raraunga Ohumahi 2022 — Taiutu Workforce data 2022 — Remuneration/pay
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Section 03
Raraunga Ohumahi 2022 — Māori Karauna Workforce data 2022 - Māori Crown
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Section 04
Raraunga Ohumahi 2022 — Ta te rāngai tūmatanui hanga Workforce data 2022 — Public sector composition
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Section 05
Raraunga Ohumahi — Te Kanorau me te Whakaurunga Workforce data 2022 — Diversity and inclusion
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5.1
Raraunga Ohumahi — Te iwitanga i roto i te Ratonga Tūmatanui Workforce Data 2022 — Ethnicity in the Public Service
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5.2
Raraunga Ohumahi — Te Ira Tangata i roto i Te Ratonga Tūmatanui Workforce Data 2022 — Gender representation in the Public Service
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5.3
Raraunga Ohumahi 2022 — Āniwaniwa Workforce Data 2022 — Rainbow
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5.4
Raraunga Ohumahi — Hunga whaikaha Workforce Data 2022 — Disability
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5.5
Raraunga Ohumahi 2022 — Kāhua taipakeke Workforce Data 2022 — Age profile
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5.6
Raraunga Ohumahi 2022 — Hāhi Workforce Data 2022 — Religion
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5.7
Raraunga Ohumahi 2022 — Whakaurunga Workforce Data 2022 — Inclusion
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5.1
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Section 06
Raraunga Ohumahi 2022 — Te mahi i roto i te Rāngai Tūmatanui Workforce data 2022 - Working in the Public Service
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6.1
Raraunga Ohumahi 2022 — Paearu mahi Workforce Data 2022 — Conditions of employment
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6.2
Raraunga Ohumahi 2022 — Te hauora i roto i te mahi Workforce Data 2022 — Wellbeing at work
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6.3
Raraunga Ohumahi 2022 — Te whakataurite oranga me te mahi Workforce Data 2022 — Balancing life and work
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6.4
Raraunga Ohumahi 2022 — Te nekeneke Workforce Data 2022 — Mobility
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6.5
Raraunga Ohumahi 2022 — Wairua Whakarato Workforce Data 2022 — Spirit of Service
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6.6
Raraunga Ohumahi 2022 — Te āheinga Workforce Data 2022 — Capability
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6.1
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Section 07
Data drilldowns and technical guidance 2022
A leading-edge public service needs a diverse group of strong and capable senior leaders — and the data shows we’re making real progress.
Diversity in the top 3 tiers of leadership continues to improve. Female, Māori, and Pacific representation is in these roles have increased substantially over the past five years, although Pacific leaders continue to be under-represented. Asian leaders are also under-represented, and their rate of growth is slower. This is taking time and deliberate effort to increase, as Asian employees are also under-represented at lower levels of management.
Investing in senior leadership development ensures our leaders are equipped with the capabilities required for these senior roles. By gathering more comprehensive data on our leaders, we’re increasingly able to see the impact of our investment sooner. This helps us to develop new initiatives to strengthen our leadership in the right areas, and to deliver better outcomes and services for New Zealanders.