28 October 2021
Nic Lane
[FYI request #16935 email]
Tēnā koe Nic
I refer to your request dated 29 September 2021, pursuant to the Official Information Act 1982
(OIA), seeking:
“What diversity and inclusion training has been provided to staff over the last three financial
years, including the procurement process, suppliers, and content delivered.
What has staff uptake looked like across this time, in terms of departments, within
management positions, and what total hours/days investment has been.
What has staff turnover looked like across this period, how is this work reflected in staff
attitudes, and what is currently included in the recruitment/induction processes.”
Regarding the first part of your request, table 1 outlines a list of diversity and inclusion related
training, suppliers, and overview of content delivered (where available). Please note, the
procurement process varied and was in accordance with the Procurement and Broader
Outcomes Policy of Manatū Taonga. This consisted of firstly checking if there is an existing
All-of-Government (AOG) contract for the services needed by Manatū Taonga. If there is no
AOG contract in place, then we would approach the market obtaining a mix of quotes from
providers, and direct sourcing from providers where it is necessary.
Regarding the second part of your request, please refer to table 1 for the information that is
available. I am refusing the remainder of this part of your request under Section 18(e) of the
OIA on the grounds that the information does not exist. Manatū Taonga does not have a
Learning Management System for recording participant information, nor does it have a
specialist learning and development or diversity and inclusion role or team.
Information regarding the third part of your request is below:
Financial Year
Staff Turnover*
2020-21
22.6%
2019-20
12.3%
2018-19
10.2%
* Turnover by year is core unplanned turnover, which covers permanent employees only and does not include
cessations due to end of fixed term.
The latest engagement survey (June 2021) completed by Manatū Taonga is the best and most
recent indication of staff attitudes, however it is difficult to directly correlate attitude on diversity
and inclusion to diversity and inclusion training alone.
Overall, the engagement rating was ‘High’.
The Engagement Survey Report highlighted the following organisational strengths:
• In the survey, the five most frequent words used to describe the culture at
Manatū Taonga were “friendly”, “inclusive”, “supportive”, “caring” and “flexible”.
• The highest rated element of the survey was about treating people from all
backgrounds fairly and inclusively. 79% answered ‘Usually’ or ‘Always’ to the
statement “In my personal experience, senior leadership and managers in my
Group / area of the business treat people from all backgrounds fairly and
inclusively”.
• Under the satisfaction section, 78% of people answered ‘Mostly’ or ‘Very’ to the
question “How satisfied are you with how well you are treated by your manager
and other work colleagues?”.
In relation to diversity and inclusion training, the recruitment/induction processes at
Manatū Taonga include:
• Leaders receive training in the recognition and mitigation of unconscious bias as it
pertains to recruitment.
• Recruitment policy and process have been reviewed to help mitigate bias.
• In induction we introduce new people to our
People and Culture strategy, which
interweaves elements of diversity and inclusion throughout. New starters are
introduced to our Employee-Led Networks (e.g. Ngā Uri o Kiwa - Māori/Pacific
Network and Te Ata Māhina - Women's Network), and the system for recording
their preferred pronouns/gender identity and ethnicities.
• Manatū Taonga continues to enhance training in the area of diversity and inclusion,
and is considering online options for the recognition and mitigation of bias,
intercultural competency, engagement with Māori, Te Ao Māori, and racism.
• The Manatū Taonga Annual Report is soon to be released publicly, and will provide
information about our work towar
ds Papa Pounamu – a cross-agency programme
of work to grow inclusion and diversity capability across the Public Service.
You have the right under section 28(3) of the OIA to make a complaint about the withholding
of information to the Ombudsman, who can be contacted at
: [email address]. Nāku noa, nā
Sarah Hardy
Pou Mataaho o Te Iho
Deputy Chief Executive, Organisational Performance
Table 1
Financial Year Training delivered
Provider
Content Overview (links provided where
Hours/Days
Managers, All
possible)
of training
Staff or Both
2020/21
Mitigating Unconscious
Diversity Works
Mitigating Unconscious Bias.
1 Day
Managers
Bias.
NZ
2020/21
Flexible Work workshops
Gillian Brookes
Introducing team-based flexible working and the
1.5 Hrs
Both
for staff.
tools used in our flexible-by-default approach.
2020/21
Te Arawhiti Māori
Te Arawhiti
The use and application of the Te Arawhiti’s Māori
2 Hrs
Both
Engagement Workshop.
Engagement framework and guidelines.
2020/21
The Wall Walk
Offered free via
The Wall Walk
3.5 Hrs
Both (piloted by
Ministry of
2 people).
Education
2020/21
Flexible Work mentor
Gillian Brookes
1:1 leader development on delivering equitable
1 Hr
Managers
sessions.
flexible work arrangements.
2020/21
Understanding
Diversity Works
Understanding Unconscious Bias Workshops.
1 Day
Managers
Unconscious Bias
NZ
Workshops.
2020/21
Introduction to Te Whare
Internal
Using the concept of a whare to describe the
1 Hr
Both
o te Manatū Taonga
ministry and each person’s place within it. Includes
(Webinar)
bilingual titles for each level of the ministry’s
organisational structure. Also briefly introduced as
part of a staff strategy hui at a marae. Later made
visible by a redesign of our office workspace with
Māori designs.
2020/21
Te Tiriti internal webinar.
Internal
Examples of how Te Tiriti principles are applied
1 Hr
Both
across the ministry, why and some history.
2019/20
Flexible Working
Transformed
Introduction to leading a teams-based approach to
1 Day
Managers
workshop for leaders.
Teams Ltd
successful flexible working and use of our
supporting tools.
2019/20
Beyond Diversity -
Beyond
Beyond Diversity - Courageous Conversations
2 Days
Both (piloted by
Courageous
Diversity
several people).
Conversations.
2018/19
Leaders Unconscious
Department of
Identifying and mitigating the impact of
2 Hrs
Managers
Bias training in
Internal Affairs
unconscious bias in the recruitment process.
recruitment.
(Free)
2018/19
All staff Te Haerenga, hui
Internal
Covering Te Arataki – the ministry’s Māori strategy. 1 Day
Both
at a marae
Focus on capability building, supporting iwi
aspirations and connecting all New Zealanders with
Māori culture. Learning and practicing tikanga and
te reo Māori.
2018/19
Tier 3 noho (overnight
Internal
Leadership deep-dive into Te Arataki, plus learning
2 Days
Managers
stay) marae.
and practicing tikanga and te reo Māori including
formal introductions.
2018/19-
Te reo Māori in-house
Internal
Weekly workshops at beginner and intermediate
1 Hr
Both
Ongoing
coaching.
levels.
2018/19-
Weekly waiata sessions.
Internal
Open to all staff, builds te reo and tikanga Māori
15 Min
Both
Ongoing
skills and confidence.
2018/19-
Celebratory events held
Internal
Various events, examples include shared kai with
Approximately
Both
Ongoing
during Mahuru Māori,
karakia kai, quizzes to build knowledge of the
4-5 hours for
Matariki and Te Wiki o te
history of the event and te reo Māori, invited
the week of
Reo Māori
presenters on aspects of Te Ao Māori, panels of
the celebration
speakers on aspects of te Ao Māori, poi making.
for Matariki
and TWOTRM.
1-2 hours for
Mahuru Māori
2018/19-
History Talks for staff and
Internal and
History talks / walks connecting people to aspects
1 Hr
Both
Ongoing
the public.
Guest Speakers
of the Ministry’s work e.g. the launch of a book that
the ministry funded on Te Rauparaha
He Pukapuka
Tataku I Nga Mahi a Te Rauparaha Nui.
2018/19-
Oko speaker series of
Guest Speakers
Building cultural capability of our people in te Ao
1-2 Hrs
Both
Ongoing
presentations and talks.
Māori and when COVID allows we include
members of our sector.
2018/19-
Workshops/Webinars on
Internal
Building sector knowledge and awareness of
1-2 Hrs
Both
Ongoing
Māori Art/Artists.
Ministry activities.
