We will create a safe and open working environment where all our people feel able to grow and do their best work without fear of embarrassment or retaliation.
This focus includes continuing to create workplaces that are modern and fit for purpose, accessible and inclusive for all people, sharing informal learning through language weeks and our communication channels, and supporting People Network leads to connect to the wider outcomes for diversity and inclusion and how they contribute to this.
Goal 2: Inclusive Workplace
| Focus area |
Activities |
Milestones |
Inclusive environment for disabled people
See ‘Focus on Disability’ section of this roadmap for more information on this focus area.
|
Progress priority work from the Accessibility Tick assessment. This includes:
- Building a neurodiversity portfolio in our Diversability network to break down barriers, promote safe sharing of lived experience and help inform our organisation’s practice, including health and safety.
- Exploring options to support mental health training for leaders to build on existing capability.
- Exploring including building assessments in health and safety reviews.
- Exploring upskilling health and safety representatives to complete accessibility assessments.
- Exploring mechanisms for disabled and neurodiverse people to contribute to workplace health and safety.
- Increasing plain language capability for people who create and update web and intranet content.
- Improving quality and accessibility of IT knowledge content.
- Ongoing education and awareness for buyers to include accessibility when making buying decisions.
|
Q4 2025
Update existing accommodation guide to include accessibility requirements.
|
|
Inclusive environment for our LGBTTQIA+ (rainbow) people
|
- Promotion and visibility of what it means to be an ally and how allyship can enable the safety and wellbeing of Rainbow community members, particularly in homogenous environments or smaller work communities.
|
Q3 2025
Rainbow Tick reaccreditation and actions.
|
| Learning |
- Cultural capability learning – review current offering (Mana Aki) and consider suitable alternatives.
- Mental health – provide opportunities to create awareness and understanding of maintaining good mental health and wellbeing, and support leaders to understand their role in a work context, and where to send people for support.
- Unconscious bias – review current offering and consider the provision of tools and learning resources for both formal and informal learning.
- Design and deliver Te Awatea – te ao Māori capability learning.
|
Q2 2024
Te Awatea initial learning delivered.
|
|
People networks
|
- Design an induction for current and potential future network leads to provide direction, plan and prioritise activities and general leadership across their networks.
|
Q2 2025
Network lead induction launched.
|
