Māori representation at Te Tari Taake Inland Revenue

Our roadmap to supporting career development outcomes for Māori.

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Introduction by Peter Mersi - Our Commissioner At Te Tari Taake Inland Revenue we have a strong commitment to, and focus on, building an inclusive workplace for all our people.
Introduction Our Māori representation roadmap responds to the insights we have gathered from our people to identify tangible actions that can bring meaningful change to career development for Māori.
Parallel streams A Māori working group was formed in partnership with the Organisational Development team to explore and support the attraction, retention and development of Māori.
Understanding lived experiences Initial engagement with multiple internal Māori communities across Te Tari Taake reinforced the importance of engaging kanohi-ki-te-kanohi in wānanga.
Supporting Māori outcomes Our focus on Māori representation is supported by Inland Revenue’s mahi on Māori outcomes.
Public sector priority Our focus on Māori representation supports our public sector priorities, with Kia Toipoto - the Public Service Pay Gaps Action Plan 2021–2024 - reflecting specific outcomes relating to Māori.
Data and insights Te Tari Taake collects data through our People Experience Pulse (PXP), and through our employee management system.
Measuring progress - Māori pay gaps Te Tari Taake Inland Revenue has been working over a number of years to ensure gender and ethnicity are not a determining factor in what people get paid.
Measuring change - inclusion and people experience The graph below indicates reported feelings of inclusion for Māori at Inland Revenue.
Representation within roles These graph show the positions Māori hold within Inland Revenue.
Representation changes 2021 to 2023 Representation for Māori in Te Tari Taake Inland Revenue has remained relatively steady sitting above or around 12%.
Our roadmap for creating change Our roadmap for creating change.