Our roadmap for creating change

The focus areas below work together to meet our representation goals, and cannot be looked at in isolation. Attracting more Māori to Inland Revenue Te Tari Taake means there's an accountability to ensure the environment is supportive of Māori to be Māori and able to bring their full selves to work, and to supporting their career and development. Many of the actions that were initiated over previous years are now being embedded, are part of business as usual, or are part of a continuous cycle of improvement. These actions are not captured as part of this roadmap, which sets out new actions or actions yet to be completed.

Attraction and recruitment

This focus includes actions that contribute to increasing the overall representation of Māori at Inland Revenue Te Tari Taake. Insights can improve our processes to attract more Māori to want to work here. Leveraging multiple different sources and partners to source Māori candidates with the capability we need can create awareness of our organisation as an employer. Attracting more Māori to a range of roles – not specifically ‘Māori roles’ will support a positive shift in representation.

Attraction and recruitment
Focus area	Detail	Milestones
Targeted recruitment Recruitment sourcing targets Māori talent and hiring leaders and our Talent Acquisition team are having deliberate conversations about the type of capability they need, including cultural capability.	Leverage job boards, talent pools and non-traditional sourcing channels to encourage more Māori talent to apply for a range of roles, not just ‘Māori’ specific roles. Explore partnerships with external agencies to attract more Māori. Explore mechanisms to target recruitment for technical and leadership roles, aligning to our representation goals. Continue to have pathways for graduates and explore other opportunities for Māori that are early in career.	Q2 2025 Targeted recruitment approach/approaches.
Cultural capability in Talent Acquisition Talent Acquisition team are confident having proactive conversations about sourcing with hiring managers and are able to influence leaders to consider broader capability (including Māori) when hiring externally.	Grow the Talent Acquisition team's cultural capability and understanding of Te Ao Māori. Work with hiring managers and panel members to ensure they have an understanding and knowledge of Te Ao Māori to provide a positive experience for Māori candidates.

Career and development

This focus supports the development of our internal people, through active partnership and working together, ensuring that our practices and processes like Whanake and learning assist Māori to achieve career goals. Supporting non-Māori to grow their Māori cultural capability creates a supportive environment for Māori. Improving our talent management processes increases how visible Māori talent is for career advancement. Over time, this focus supports our representation goals to increase Māori in technical and leadership roles.

The actions listed below are specific targeted examples that relate to Māori and/or underrepresented communities in general. Our enduring approach to supporting the development of our people, includes a focus on supporting leaders to develop their skills to lead diverse teams.

Career and development
Focus area	Detail	Milestones
Workforce development system From individual performance and development conversations (Whanake) through to broader talent conversations - Māori are visible and supported to achieve career goals and outcomes in a way that works for them as Māori.	Create talent management tools that create more visibility of Māori talent. Leaders and leadership teams are having purposeful conversations about Māori talent.
Development opportunities Leverage development programmes that support our focus to increase Māori in our leadership pipeline alongside other equitable development opportunities.	Work with Māori to promote and increase the visibility and requirements of existing programmes, making it easier to apply. Review the wrap-around support and approach to enable people to plan and prepare alongside their leaders. Conduct a scan of the external offerings and ensure that we are maximising the opportunities for Māori to develop.
Te Awatea Learning programme to support Inland Revenue Te Tari Taake’s approach to building Māori cultural capability. This focuses on individual capability, which supports us as an organisation to provide better outcomes to our Māori customers and our communities.	Learner pathways will be available for individuals to choose from based on their own needs, aligned to key kaupapa – Worldviews, Relationships and Responsibilities, Tikanga Māori and te reo Māori, in line with our commitment to Whāinga Amorangi.	Q4 2024 Foundational level learning released across the organisation.
Tuakana-Teina	Whānau Māori have a kaupapa as part of their moemoeā.

Leadership and the role of people leaders

This focus brings together actions that specifically relate to how people leaders should support their people, with the wider focus on leadership as a capability. Leaders are crucial to how we recruit and develop Māori and support careers. They role model inclusive practices and behaviours and can influence change across the organisation.

Leadership and the role of people leaders
Focus area	Detail	Milestones
Hiring leaders Hiring leaders have the right guidance and capability to provide a positive candidate experience for Māori and decision-making is free from bias.	Update guidance and tools to support people leaders and panel members to make non-biased decisions. Include culturally appropriate considerations throughout recruitment processes. Hiring leaders/panel members provide a culturally appropriate candidate experience.	Q2 2025 Review and update hiring leaders' guidance to set a tone of inclusion and cultural understanding.
Leadership model Continue to focus on building inclusive leaders, through adding resources and materials to support decision making and inclusive practices.	Share tools, resources and research to help leaders understanding of what it means to be an inclusive leader. Reinforce the responsibility of leaders to role model Te Pou o te Tangata (Whanaungatanga, Manakitanga and Mahi Tika) in how they lead.
Te ao Māori capability of leaders All leaders are working to build their own capability and understanding and can effectively role model inclusive practices and behaviours.	Te Awatea learning will provide learning for people to build their te ao Māori capability, including leaders. This will enable people leaders to support team members to engage and upskill their capability to engage with te ao Māori. Consideration of other learning and development opportunities for leaders in addition to Awatea.

Our wider working environment

This focus brings together actions that create an environment that supports and enables Māori. Working towards becoming a te Tiriti-based organisation and incorporating te ao Māori into our wider working environment supports Māori to want to work here and stay.

Our wider working environment
Focus area	Detail	Milestones
Te Kāhui Tūhono work programme	Build capability to support the Māori Crown relationship – te Whainga Amorangi. Bring te Tiriti-based thinking into enterprise strategy and planning. Inform the design and delivery of Inland Revenue Te Tari Taake services.
Tuitui te hono Māori outcomes Support Māori-specific outcomes that Māori aspire to achieve for themselves.	Continue with communications plan to end of October. Gather feedback from engagement activities in November and consider next steps. Design maturity model to help embed insights from Tuitui te hono. Ensure actions resonate with contributing to Māori outcomes.	Q3 2024 Evaluation of engagement activities. Q3 2025 Design maturity model to progress mahi to Phase 2.
Te Māra Māori data governance and sovereignty Provide a Māori perspective of how Māori data should be treated with respect and integrity within Inland Revenue Te Tari Taake.	Gather insights from literature review. Consider insights and current political climate on next stage of Te Māra. See endorsement to conduct internal and external interviews.	Q2 2024 Literature review completed and insights presented to Māori data governance and sovereignty steering group.
Māori measures Measure contributions towards Māori-specific outcomes in a tikanga Māori based way.	Continue to refine the values within the Māori perspective of the Performance Measurement Framework. Consider themes from the literature review of Te Māra in how we monitor outcomes for Māori. Identify a set of measures to trial that represent coverage across Māori-specific outcomes within the Theory of Change model.	Q2 2024 Draft framework for Māori measure to be completed. Q2 2025 Collaborate with Strategic Portfolio Stewardship and Te Māna Rangahau to pilot the Māori measures framework.
Data and insights Leverage the opportunities to maximise our understanding of the experiences of Māori.	Encourage the participation of our people in the second Te Taunaki Public Service Census survey. Analyse findings relating to our people demographics and their inclusion and wellbeing at work, and their experience of working for the Public Service.
Our workplaces and spaces Enable a space where Māori are free to be unapologetically themselves.	Developing the cultural awareness, understanding and capability to ensure a safe space for tikanga Māori is provided whenever entering into a new build, vacating floors/buildings, and resting or re-awakening taonga.