Public Service Kia Toipoto Pay Gaps Action Plan

At Te Waihanga, we work to offer our people a capable, healthy and inclusive community where everyone can meaningfully contribute to a culture of excellence that has the trust and confidence of our stakeholders.

As part of our commitment to the Public Service Kia Toipoto Pay Gaps Action Plan, we will publish our plan for addressing pay gaps by 31 March 2023 as we continue to build  a great place to work for our people.

Kia Toipoto key focus areas include: 

  • Te Pono – Transparency
  • Ngā Hua Tōkeke mō te Utu - Equitable pay outcomes
  • Te whai kanohi i ngā taumata katoa - Leadership and representation
  • Te Whakawhanaketanga i te Aramahi - Effective career and leadership development
  • Te whakakore i te katoa o ngā momo whakatoihara, haukume anō hoki - Eliminating all forms of bias and discrimination
  • Te Taunoa o te Mahi Pīngore - Flexible-work-by-default

What have we achieved to date?

Over the past 12 months we have implemented a number of steps aligned with Kia Toipoto focus areas.

  • We have implemented a partnering with Māori framework to better engage with Māori, understand Māori perspectives of infrastructure and build the cultural competency of our people. This has seen the introduction of te reo Māori classes, participation in Te Wiki o te Reo Māori and learning opportunities on te ao Māori, including presentations from the Treasury on He Ara Waiora (the Māori perspective of wellbeing).
  • We have participated in public sector forums and communities to better understand, identify and implement steps to shape a more diverse and inclusive workplace including Kia Toipoto, Public Service Pay Gaps Action Plan.
  • We implemented a flexible work by default policy aligned to public sector guidance in June 2021, which allows for consistent and fair flexible-by-default practice across Te Waihanga.
  • We continue to review and compare the remuneration of our people undertaking the same work to ensure pay is fair, equitable and free from bias.
  • We ensure that our recruitment panels are gender diverse and bring a range of experiences with them. We have the widen the range of job boards and recruitment channels we use to share our opportunities with a diverse range of candidates.
  • We have delivered unconscious bias training to our managers and will continue to deliver this training in the future.