Key insights
MBIE is committed to gaining insights from both employee, workforce and remuneration data and directly from our people in order to improve the experiences and outcomes for its people.
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MBIE has continued to engage through the internal People Experience (Px) hub. To date, there has been engagement with MBIE’s:
- Tangata Whenua
- Pacific peoples
- Asian communities
- Rainbow communities.
The most recent engagement has been with those who identify as being neurodivergent and/or having medical, physical or mental illnesses, disabilities, impairments, conditions or disorders, including caregivers and support people. The Px hubs have supported the Nō Konei - Belong, Inclusion and Diversity strategy. They have enabled the identification of further actions to work towards a more inclusive and equitable MBIE.
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The MBIE Employee Engagement Survey ‘MyVoice@MBIE’ was undertaken in August 2023. Overall engagement was 79% (9% increase from 2021). This provides positive feedback on what has been achieved as an organisation. Insights from this survey will be used to strengthen the existing programme of work.
- ‘Diverse perspectives are encouraged and valued in my job’ – up 5% to 82% favourable.
- ‘MBIE is interested in the views and opinions of kaimahi (people)’ – up 10% to 67% favourable.
- ‘I feel a sense of belonging at Hīkina Whakatutuki (MBIE)’ – up 5% to 72% favourable.
“The environment is one of encouraging authenticity and embracing difference. It is an environment where you can be your best self at work”
MyVoice@MBIE participant
MBIE's pay gaps
As part of MBIE’s commitment to improving the experience of our people and eliminating gender and ethnic pay gaps, the organisation is dedicated to all under-represented communities. This includes supporting and removing barriers for:
- rainbow
- disabled and neurodiverse communities
- people living with health conditions, and caregivers.
Whilst focusing on the objectives from Kia Tū Ranga, MBIE’s pay gap action plan, substantial gains are being made to reduce the gender pay gap. MBIE’s gender pay gap has reduced and continues trending downwards. As of September 2023 the gender pay gap at MBIE is 12.9% (down from 20.2% in 2016). Gaps for same and/or similar roles (as determined by pay band) are between -1.3% and 2.3%. There is a gender pay gap of 3.7% for pay bands 20 and above. This is indicative of the wide range of roles within those bands.
Overall ethnic pay gaps have decreased over the year. There is a:
- 5% pay gap for Māori kaimahi (a decrease of 2.8% from the previous year)
- 20.4% pay gap (1.5% decrease) for Pacific peoples
- 17.5% for Asian (0.6% decrease)
- 11.3% for MELAA which was a slight increase of 0.4%.
The pay gaps for same or similar roles (as determined by pay band) have remained low and range between -2.1% and 3% (except for pay bands 20 and above).
Pay gaps have been reviewed with the intersection of ethnicity and gender. Differences still exist. This data indicates that the focus needs to remain on closing these gaps and while increasing the focus on workforce and leadership representation, with targeted support for our wāhine Māori, Pacific women, and women of colour to develop and progress their careers.
In April 2023, 5-year workforce and leadership representation targets were added within the plan. These include focus areas of senior leadership (gender and ethnicity), workforce representation (ethnicity), and leadership representation (ethnicity).
A continued shift is expected in pay gaps to achieve more equitable outcomes in the future. This will be delivered through:
- continuing to create a culture where people feel a sense of belonging
- progressing our workforce and leadership representation by gender and ethnicity.