At Inland Revenue Te Tari Taake everything starts and ends with people. Our people are the reason we can do our work and make our workplace a great place to be.
Our work is driven by our aspiration ─ improving oranga for current and future generations. We recognise that we make our biggest contribution to oranga though the activities we support and deliver to our customers.
This year, we have continued our strong focus and commitment to responding to the needs of our diverse workforce and building an inclusive workplace for everyone. We do this by providing a workplace where everyone can feel respected, valued, and supported to do their best work every day, regardless of background.
Through embracing diversity our people understand the needs of the many different communities we serve. Diverse teams bring different perspectives, which helps stimulate creativity and innovation. We also support leaders to recognise the value diversity brings and celebrate the contribution people make.
Our behaviours of whanaungatanga, manaakitanga and mahi tika, which are encompassed in Te Pou o te Tangata, are also vital in creating an inclusive workplace, where diversity is valued, and we are open and accountable for what we do.
Our Diversity, Equity and Inclusion Roadmap 2024-25 highlights the progress we are making towards our diversity and inclusion goals of a Diverse Workforce, Inclusive Workplace, and Leadership and
Accountability. It also details our focus for the coming year on three key areas:
- supporting the sustainability of our people-led networks
- enabling our people to develop and grow their capability through learning and development opportunities
- supporting leaders by mitigating bias in their decision making and recognising and harnessing the value of diverse teams.
Our progress to date includes continuing to reduce our gender and ethnic pay gaps, people having increased feelings of inclusion, and improvements across a range of our diversity and inclusion people practices. It is important to recognise that many of the areas of focus over the last year are longer term and we will continue to progress these over the next 12-24 months.
The actions outlined in this roadmap continue to support the goals in Kia Toipoto – Public Service Pay Gaps Action Plan, along with the five priority areas set out in the Papa Pounamu diversity and inclusion work programme for the wider Public Service.
I am proud of the progress we are making towards achieving our diversity, equity and inclusion goals so that everyone across Inland Revenue Te Tari Taake feels respected, valued and is able to reach their potential and do a great job.