Diversity and Inclusion

He aha te mea nui o tea ao. He tāngata, he tāngata, he tāngata – What is the most important thing in the world? It is the people, it is the people, it is the people.

The people who work for us are as diverse as the communities they serve. We know that inclusiveness is what makes the most difference for the engagement of our people. We strive for a culture where everyone is welcomed into the workforce and all opinions are valued no matter who you are, or what makes you uniquely you.

Read about our progress towards building a more diverse and inclusive workplace during 2020 in our Who We Are – Diversity and Inclusion Report 2020 (PDF - 4MB)

Education, engagement and enablement

We’re helping our people connect with and respect each other to create a more diverse and inclusive workforce for everyone.

Running unconscious bias awareness workshops

Every one of us has taken a different life journey to get to where we are today. Our different experiences cause us to develop biases, which means that sometimes we need to check in with ourselves to make sure our biases aren't affecting our decision-making. We offer unconscious bias awareness workshops to help us provide an inclusive workforce.

Reporting our Gender Pay Gap

Inclusion is one of our guiding principles at NZ Post and evaluating the gender pay gap is one way to determine if we live this value. There’s also representation in leadership positions across the organisation. NZ Post’s overall median gender pay gap as of July 2023 is 0%, significantly below the national gender pay gap which is reported as 8.6%.

We’re proud to report a minimal gender pay gap at NZ Post. We’re on track to becoming a truly inclusive employer, but we’re committed to doing better. While we will continue to improve the pay gap and leadership balance, our Diversity & Inclusion strategy is much broader than salary. We are working to ensure all our actions and activities are inclusive.

Establishing employee network groups

Rainbow pride at NZ Post

A newly-established group in the development phase, for people who identify within the Lesbian, Gay, Bisexual, Takatāpui, Transgender, Queer, Intersex (LGBTTQI+) community, or are allies. This group will help determine what events or activities will take place to represent the NZ Post rainbow community.

In August 2020, NZ Post achieved the Rainbow Tick accreditation. Working with Rainbow Tick will keep us on track as an inclusive organisation for our people who identify in the rainbow community.

Ngā Tuāhine o Tukurau Aotearoa (Sisters of New Zealand Post)

Helping connect, develop, empower and celebrate women at NZ Post through celebration of our leaders, establishment of a mentoring programme – Le Faufautua, and providing opportunities to get together.

Building inclusive leadership capability

We’re helping our people see through the eyes of others and empowering them to use this new understanding to lead diverse teams and create an inclusive workplace culture.

Champions for Change

Our chief executive David Walsh is a member of Champions for Change.

Alongside a diverse group of New Zealand leaders David is committed to supporting and sponsoring our own diversity and inclusion initiatives as well as advocating for progress across all New Zealand workplaces. Read the latest Champions for Change Diversity Report.

Mental wellbeing – GoodYarn

We recognise the experience of mental distress is common and that anyone can be affected at any stage of their lives. We are committed to supporting any employees experiencing mental distress. To help achieve a workplace in which people can thrive, as part of the Living it Fully Everyday (LIFE) programme, NZ Post offers GoodYarn workshops. These workshops help attendees to increase awareness of the signs and symptoms of common mental illnesses, build confidence in starting a conversation where they are concerned about someone, and let them know how to access support.

Growing talent pipelines and diverse leadership capability

We’re taking a holistic approach to support a new generation of diverse leaders.

Igniting opportunity through Te Hononga – The Connection

Our workforce is made up of 15 percent Māori and when we look at our Māori demographic spread, we can see Māori are underrepresented in senior leadership roles. To help close that gap, and with support of Te Puni Kokiri, the Ministry for Māori Development, we have partnered with Indigenous Growth Limited to introduce Te Hononga – The Connection, our Māori leadership programme. Te Hononga aims to support Māori participants at NZ Post to connect with their heritage at work, leadership style and organisation.

Women in leadership

We support the Global Women Activate Leadership programme and sponsor 5 women to attend each year.

Delivering equitable, inclusive and consistent people policies and practices.

We are making our policies easily available, so people know what they are and how they apply to them.

We also updated our Diversity and Inclusion Policy (PDF - 246kb) and introduced LGBTTQIA+ Identifying-people Workplace Policy (PDF - 242kb) to encourage our people to bring their real self to work.

Creating a safe, respectful, inclusive and flexible workplace culture.

Flexible working

We all know there’s more to life than work. By supporting our people to get their work/life balance right, we know they can come to work at NZ Post ready to bring their best. That’s why we offer flexible working where roles allow and the chance to purchase additional annual leave.

Partnering up - our diversity partners