Kia Toipoto Pay Gap Action Plan

What have we achieved to date?

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

• The Partnering with Māori Framework was created in 2021, to better engage with Māori, understand Māori perspectives of infrastructure and build the cultural competency of our people. This has seen the delivery of te reo Māori classes and participation in Te Wiki o te Reo Māori. In 2024/25 we set up an Maori Advisory group to support our cultural capability and enable outcomes in the Statement of Performance Expectations and Statement of Intent.
• Continue to actively participate 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.
• Ensure that recruitment panels are gender diverse and bring a range of experiences with them.
• Diversify the range of job boards and recruitment channels to share opportunities with a diverse range of candidates.

The following are currently under review:

• Flexible Work policy to ensure it still aligns with the intentions from the Public Sector Guidance and ensures we continue to be a workplace which recognises diversity and inclusion.
• Remuneration practices ensuring those undertaking the same work to ensure pay is fair, equitable and free from bias. Te Waihanga will continue to share remuneration banding information internally for their role and will include remuneration information in the recruitment processes.
• Capability framework which includes information on career pathways and learning resources including leadership development. This framework is intended for all our people to achieve their career aspirations, including part-time employees and those on parental leave.