Goal 1: Diverse workplace

We will break down barriers to inclusion, and celebrate, retain, develop, and attract a truly diverse workforce that is representative of the communities we serve.

This focus includes actions to mitigate bias in recruitment, career development and talent system to enable purposeful focus and equitable outcomes. Supporting the recruitment, development and aspirations of people from underrepresented groups, by working in partnership with them, will support a positive shift in representation at all levels of the organisation. We continue to support leaders to recognise and value the benefits of diversity of thought, ideas, and cultural competency to improve business outcomes.

Goal 1: Diverse workforce
Focus area	Activities	Milestones
Career development equity	Increase awareness of appropriate external development programmes and review how we support people to apply for these.	Q4 2024 Review approach to support people to apply for external programmes.
Talent and development system	Increase visibility of individuals from underrepresented groups through the tools we use for talent management and succession planning. Enable purposeful discussions about individuals from underrepresented groups as part of the overall approach to talent management and succession planning.	Q3 2025 New talent management processes including consideration of underrepresented talent are tested.
Attracting diverse talent	Analyse and understand what diverse communities are saying about what it means to work at Inland Revenue Te Tari Taake and consider what this means for our employee value proposition (EVP). More deliberately reflect diversity in our recruitment campaigns to continue to ensure that we are attracting diverse candidates. Explore more non-traditional sourcing channels to encourage more diverse talent to apply for all roles across the organisation.
Recruitment	Work with representatives of diverse communities and underrepresented groups to continually review and improve inclusive recruitment processes that mitigate bias in decision making.	Q3 2025 New job advertisements include support options for disabled people.
Improve diversity data	Encourage participation in Te Taunaki through a strong communication approach to increase completion. Analyse findings released in late 2025 regarding the diversity of our people alongside other public servants. This will include their experience of inclusion and wellbeing at work and their view on working for the Public Service.	Q1 2025 Te Taunaki survey.