Appendix 1 – Papa Pounamu priorities and progress
MBIE’s inclusion and belonging work programme is shaped by Papa Pounamu and the 5 focus areas to help create fair, diverse and inclusive workplaces reflective of the communities we serve.
On this page
Te Urupare i te Mariu | Addressing bias
Addressing bias towards identity markers, such as race, ethnicity, gender, sexual orientation, or ability, is essential for making sure all people are provided with opportunities during their recruitment, career progression and development.
Over 2022/23, several learning programmes were available and completed/engaged with, including:
- Mana Aki: intercultural competence programme. Completed by 218 people (2,857 in total since launch in September 2020).
- The Wall Walk: workshop to raise collective awareness of key events in the history of Aotearoa New Zealand’s bicultural relations. Attended by 666 people (1,706 in total since launch in March 2021).
- Courageous Conversations about Race - Beyond Diversity™: a transformational bias training workshop with a focus on racial equity. Attended by 601 people (1,011 in total since launch in March 2021).
- Nō Konei Belong: an online learning programme developed by MBIE which includes the voices and experiences of MBIE people. Engaged with by 2,866 people. This includes the Rainbow community at MBIE module which has been completed by 1,174 people.
In addition to learning programmes there have been 2 inclusion and belonging focussed webinars titled ‘What’s your why?’ and ‘Stereotypes and Bias’. Each were attended by 700+ MBIE employees. We also encourage people to add pronouns to email signatures, MS Teams and meeting introductions.
Te whakawhanaungatanga | Building relationships
Inclusion and belonging depends on having a diverse range of supportive relationships in our workplaces which we draw on to create positive change. This is shown through:
- Strategic governance and oversight of the inclusion and diversity strategy, through the Inclusion and Diversity Council, and their advice and recommendations to change policies, processes, initiatives, and facilities.
- Tōku Whāinga | My Career, a continuous performance and development framework based on regular check-ins, shared reflection, and learning, with respect and care.
- Kohinga Kōrero |Conversations That Matter workshops and resources, to support people leaders to have more meaningful and effective conversations with their people.
- Recognising and celebrating our people through Value shout outs, intranet articles and MBIE award programmes.
Te āheinga ā-ahurea | Cultural competence
An important focus is to reflect the significance of the Māori-Crown relationship and build our cultural competency and confidence across the broadest range of cultures. In the past 18 months, MBIE has focused on implementing Whāinga Amorangi. Phase one of the programme is built on leader-led change and focuses on empowering our people by building individual capability. Whāinga Amorangi includes 4 capability areas:
- Te reo Māori
- Te Tiriti o Waitangi/the Treaty of Waitangi and Aotearoa New Zealand history
- Tikanga/customs and kawa/protocols
- Engagement with Māori
To support and deliver Whāinga Amorangi, we have strengthened our cultural competence through the implementation of various learning programmes, including:
- Mana Aki and the Wall Walk workshop: both described above.
- Te Wānanga o Te Awanuiārangi online te reo Māori classes. Since the introduction in February 2023, we have had 280 registrations. Kaimahi on the programme have shared how it has helped their confidence with Māori greetings at work, they are more familiar with the language, and in our contact centres our people feel comfortable to greet callers on the phone in te reo Māori and are empowered to do so.
- A significant shift has occurred in awareness and understanding of how te ao Māori in the workplace supports inclusion and belonging, creating a positive culture through tikanga and kawa. This journey has highlighted the desire our people have to learning about and understanding Te Tiriti o Waitangi/The Treaty, its importance and what it means to apply this knowledge when performing their various roles.
Hautūtanga Ngākau Tuwhera | Inclusive leadership
How we lead across the public service matters. Inclusion and diversity capability across the system depends on strong and inclusive leadership. We work to ensure this within MBIE by:
- providing learning opportunities through specific programmes to build leadership capability
- ensuring senior leader sponsorship of employee networks, along with their support and attendance of associated learning programmes
- supporting flexible working arrangements for leaders, as well as mental and physical wellbeing, and health and safety practices
- continuing to focus on people-centred leadership.
Ngā tūhononga e kōkiritia ana e ngā kaimahi | Employee-led networks
At MBIE, we have 9 Employee Led Networks (ELNs). These networks offer connection and advocacy for the needs of their members, generally communities who have been historically excluded and experience identity-based discrimination. Contributing significantly to workplace culture, policies, and processes, MBIE’s ELNs are:
- Te Rau Puāwai - Wāhine Māori Network
- Pacific Staff Village
- Women of Colour Network
- African Community Employee Network-ACEN
- Arahanga Wāhine - Women’s Network
- Asia International Network
- Te Aumangea - Mental Health Network
- Ngāi Kahukura - Rainbow Network
- Te Tae Whakapakari | ENABLED Network (Enhancing Abilities and Leveraging Disabilities).
Our Senior Leadership Team role model inclusive leadership, through their sponsorship roles and helping to remove barriers. In 2022, they increased the network funding amount threefold to support ELN initiatives and needs.
As the number of networks and requests for their contributions has grown, a need for formal recognition of the value of their work has been identified and fulfilled. During 2023, network chairs and co-chairs have been granted dedicated time of up to 4 hours per week and committee members up to 2 hours per week towards their network mahi.
Guidance for engaging with ELNs has recently been developed to help manage requests for partnership on projects and policy reviews. This assists in engaging with diverse communities in meaningful and appropriate ways.