Reflections of the last 12 months

Below is a summary of the 2023/24 roadmap activities that have contributed to our progress.

Goal 1: Diverse workforce

• We have reviewed our talent acquisition processes to address barriers to development and career progression for Māori and Pacific peoples. This helps us create a diverse talent pipeline for leadership and senior technical roles. We will continue working in partnership with Māori and Pacific peoples to support a shift in representation.
• Our Active Listening programme informs our understanding of the experience people have working at Inland Revenue Te Tari Taake. This includes regular pulse surveys (our PX Pulse) and surveys across the employee life cycle such as joining or leaving the organisation (Moments that Matter). The latest to be launched was our external candidate experience survey. This will help us understand the experience of applying and being interviewed for a role. Through our suite of surveys, our people tell us they like our supportive and inclusive environment.

Goal 2: Inclusive workplace

• We have created a new Reasonable Accommodation policy and guidelines to help meet the individual needs of disabled people. This year we joined the New Zealand Disability Employers’ Network to review our practices and identify new opportunities for improvement for disabled and neurodiverse people both within Inland Revenue Te Tari Taake and our customers.
• Our property programme has continued to improve to ensure that projects are accessible and enhance our people’s wellbeing. A key achievement relates to the guidance for all future projects to include accessibility as a key consideration, and members of our Diversability People Network are included as part of Business Engagement Groups (BEG) for property projects.
• Our people networks have continued to thrive and are well established as key stakeholders in many initiatives. They have updated guidance on how to set up networks and delivered Network Role Guidance for members and leaders. This supports the understanding of the role and value of people networks in supporting capability development and growth of network members. Our people networks help people across the organisation to learn about diverse groups and have contributed to significant initiatives, such as our Reasonable Accommodation policy and reaccreditation with the Rainbow Tick.

Goal 3: Leadership and accountability

• Te Pou o te Tangata – how we do things at Inland Revenue Te Tari Taake was designed with our people including our people-lead networks, with a focus on amplifying the voices of underrepresented communities. In the past year we have delivered comprehensive leadership learning to support leaders to lead in an inclusive way.
• We have continued embedding our flexible working policy and approach, encouraging solution-focused conversations between leaders and their people. The last 12 months has seen leadership teams working together to promote consistency in decision-making and reflecting on what a principle-based approach to flexible working means within their business group contexts.
• We continue to strengthen what we do to protect our people from harm at work, promoting positive ways to support wellbeing and resilience, and supporting recovery or accommodating illness when needed. We have reviewed our employee assistance programme offerings and have a new provider with wellbeing resources.
• We have progressed work on resources to support our Māori capability programme Te Awatea, launching in the upcoming year.