MBIE’s workforce and leadership representation targets – continued focus
This page captures 5-year targets to improve workforce and leadership representation at MBIE. The 5-year period extends from the publication of the plan in late 2022 to 2027.
On this page
Focus areas
- Diversity data
- Senior leadership – Gender
- Senior leadership – Ethnicity
- Workforce representation – Ethnicity
- leadership representation – Ethnicity
5-year targets
Diversity data
We aim to improve the quality of our ethnicity information. We will have at least 95% of MBIE employees record their ethnicity/ethnicities (or indicate their preference not to say).
Senior leadership – Gender
We aim to maintain gender balanced senior leadership cohort (Tiers 1 to 3) using 40-20-40 (40% male, 40% female and a balance of 20% of any gender).
Senior leadership – Ethnicity
We aim to increase diverse representation within MBIE’s senior leadership cohort (Tiers 1 to 3). We will place emphasis on:
- Māori
- Pacific Peoples
- Asian representation.
Workforce representation – Ethnicity
We aim to have our workforce reflect the communities we serve. With a specific focus on increasing workforce representation of Māori 5% year on year at a minimum, while maintaining workforce representation of:
- Pacific Peoples
- Asian
- MELAA (Middle Eastern, Latin American, and African).
Leadership representation – Ethnicity
We aim to improve ethnicity representation throughout our people leadership cohort, with an emphasis on Māori, Pacific and Asian employees while maintaining leadership representation of MELAA. With a specific target of 5% year on year improvement (at a minimum) until people leadership representation reflects the communities we serve.