Progress from 2023-2024
Key activities over the past twelve months to progress our DEI work plan, acknowledging the cross-over impact within these areas. The data above under “workforce and renumeration data” gives information about outcomes.
On this page
Diversity
- Capability building initiatives for people leaders: leadership networks and targeted skills masterclasses.
- Defining people leadership expectations.
- Career progression: workshops to support people into senior roles, with a focus on kaimahi Māori.
- Delivery of a six-month programme, Mana Whakatōpū, supporting wāhine Māori in their leadership.
- Career and development pathways series for kaimahi Māori and Pacific people in non-people leader roles.
- Leadership training for chairs and co-chairs of employee-led networks.
- Pilot of Te Herenga Manu Tāiko (Māori interns) completed.
- Development support for the Senior Leadership Team in Māori Crown relations skills.
- MBIE Development Fund and MBIE Awards programme ensure that the processes and outcomes are inclusive.
- Increase in the number of Employee-Led Networks (ELNs) across MBIE.
- Employee Led Networks led events to represent, collaborate, grow, and create a safe space for the diverse hoamahi at MBIE.
Equity
- Improved review and monitoring in the Career and Pay Progression (CAPP) process to ensure the removal of bias.
- Recruitment processes and guidelines reviewed and updated to be more inclusive and equitable for all.
- Revised tools and guidelines supporting pay progression.
- Enhanced transparency and tools for pay gap reporting e.g. remuneration comparator tool, information system improvements.
- Focused support for Employee Led Networks.
- Improved performance tools and data to support implementation of People Experience reports recommendations.
Inclusion
- A new employee experience report: Enabling MBIE report was conducted, released and mandated for implementation across MBIE. This report captures the experiences of people who identify as neurodivergent, and/or who have medical, physical, mental, or neurological illnesses, conditions, disabilities or disorders, their support people and whānau.
- Progressed MBIE Employee Experience report recommendations, from Tangata Whenua, Pasifika, Rainbow, Asian and Enabling MBIE reports through system, process, policy changes, and engagements and collaboration with ELNs.
- Ongoing commitment to cultural competence learning programmes. Renewed Whāinga Amorangi (Building Māori Crown Relations) plan, set until 2030 with clear goals and measures for capability.
- Launch of Te Tāpuhipuhi, MBIE’s strategy for partnering with Māori.
- ELNs engaged and included in enterprise-wide reviews such as CAPP review, and Recruitment review.