Our long-term priorities
MBIE’s workforce and leadership representation goals – continued focus.
On this page
This information captures five-year goals to improve workforce and leadership representation at MBIE. The five-year period extends from the publication of the Kia Tū Ranga, MBIE’s pay gap action plan in late 2022 through to 2027.
Five-year target
Diversity Data
We aim to improve the quality of our ethnicity information. We will have at least 95 per cent of MBIE employees record their ethnicity/ethnicities (or indicate their preference not to say).
Senior leadership – Gender
We aim to maintain a gender balanced senior leadership cohort (Tiers 1-3) using 40-20-40 (40 per cent male, 40 per cent female and a balance of 20 per cent of any gender).
Senior leadership – Ethnicity
We aim to increase diverse representation within MBIE’s senior leadership cohort (Tiers 1-3), including representation of Māori, Asian and Pacific Peoples .
Workforce representation – Ethnicity
We aim to improve ethnicity representation throughout our workforce to become reflective of the communities we serve. Improving on the workforce representation of Māori, while maintaining workforce representation of Pacific Peoples, Asian and MELAA (Middle Eastern, Latin American, and African).
Leadership representation – Ethnicity
We aim to improve ethnicity representation throughout our people leadership cohort, including Māori, Pacific and Asian employees while maintaining leadership representation of MELAA. With the ambition of our people leadership representation becoming reflective of the communities we serve.