MBIE’s workforce and leadership representation targets – continued focus

Focus areas

1. Diversity data
2. Senior leadership – Gender
3. Senior leadership – Ethnicity
4. Workforce representation – Ethnicity
5. leadership representation – Ethnicity 

5-year targets

Diversity data

We aim to improve the quality of our ethnicity information. We will have at least 95% of MBIE employees record their ethnicity/ethnicities (or indicate their preference not to say).

Senior leadership – Gender 

We aim to maintain gender balanced senior leadership cohort (Tiers 1 to 3) using 40-20-40 (40% male, 40% female and a balance of 20% of any gender).

Senior leadership – Ethnicity

We aim to increase diverse representation within MBIE’s senior leadership cohort (Tiers 1 to 3). We will place emphasis on:

• Māori
• Pacific Peoples
• Asian representation.

Workforce representation – Ethnicity

We aim to have our workforce reflect the communities we serve. With a specific focus on increasing workforce representation of Māori 5% year on year at a minimum, while maintaining workforce representation of:

• Pacific Peoples
• Asian
• MELAA (Middle Eastern, Latin American, and African).

Leadership representation – Ethnicity 

We aim to improve ethnicity representation throughout our people leadership cohort, with an emphasis on Māori, Pacific and Asian employees while maintaining leadership representation of MELAA. With a specific target of 5% year on year improvement (at a minimum) until people leadership representation reflects the communities we serve.

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