GEM Sitemap

Toolkit: Recruitment and Promotion  > 

Setting Targets and Understanding Baselines  >

  1. Creating an action plan: An overview >

  2. What should be the ideal goal? Māori and Pasifika working age population rates, nationally and regionally  >

  3. First establish baselines  >

  4. Download Māori and Pasifika workforce and population stats  >

  5. Setting targets for different types of workplaces  >

  6. Things to be aware of when setting longer term targets using population projection  >

Data Collection Basics  >

  1. Establish trust in ethnic data collection  >

  2. GEM Insights Snapshot: Compare ethnic data collection pitfalls, approaches and enablers in very different types of organisations  >

  3. When to collect ethnicity data  >

  4. GEM Insights Snapshot: Pitfalls in collecting ethnic data at recruitment stage  >

  5. What type of ethnic data should I be collecting?  >

  6. What are Level 1, 2, 3 and 4 ethnic groups?  >

  7. Multi-coded collection and back-coding: The Example Factory  >

  8. How do I categorise people with multiple ethnic groups?  >

  9. What am I analysing?  >

  10. Gather qualitative data too  >

  11. Quick links for short overviews  >

Reform and Indigenise Recruitment Processes  >

  1. Eliminating bias from recruitment processes - checklist >

  2. Recommendations from Pacific Pay Gap Inquiry for employers >

  3. Expand recruitment reach, including with support and partnerships >

  4. Retention - is it working? >

Reform Progression and Promotion Processes  >

  1. Eliminating bias from progression and promotion - checklist >

  2. GEM Insights Snapshot: Challenges and opportunities in promotion and progression, in different types of organisations >

  3. Create a supported pathway to progression >

Work on fixing the downstream 'pipeline' for professions with low levels of Māori and Pasifika

  1. Pipeline case studies >

Toolkit: Pay and Conditions  >

GEM Pay Gap Calculation Recommendations  >

  1. The GEM approach to pay gaps >

  2. Combined ethnic and gender pay gaps >

  3. Recommended pay gap calculation formulae >

  4. Using European men as the comparator group >

  5. Using 'non-Māori' or 'non-Pasifika' comparator group instead of 'European' can underestimate the scale of ethnic inequality >

  6. Why 'single-ethnicity’ European as the comparator group? >

  7. How to prioritise ethnic group according to the pay gap being calculated >

  8. Prioritisation for pay gap calculation example >

Not Enough Data?  >

  1. What if I don't have good data coverage? >

  2. What if I don't have enough Māori or Pasifika employees for public reporting? >

  3. Useful ways of thinking about your organisation's pay gap, whether or not there are more or fewer than 20 staff of any given minority >

Horizontal Pay Gaps, Equal Pay and Pay Equity  >

  1. Horizontal pay gaps >

  2. Equal pay >

  3. Pay equity and recognising undervalued skills >

Conditions  >

  1. Reducing bias >

  2. Recommended actions on leave - Kia Toipoto  >

Toolkit: Training and Development  > 

Where Has Inequity Broken Your Inhouse Training Pipeline for Māori and Pasifika?  >

  1. Understanding what Māori and Pasifika workers are dealing with: The opportunity-cost of training and juggling multiple responsibilities >

  2. Financial support and digital access is needed to break the vicious cycle of disengagement from training >

  3. GEM Insights Snapshot: Digital inequities impact access to and engagement in training >

What Does a Culturally Capable Training Pipeline Look Like for Māori and Pasifika? Uptempo Insights  >

  1. Engage with aiga attitudes and dynamics >

  2. Overcome negative experiences of NZ schooling system >

  3. Connect adult learning to culture and aspirations >

  4. Community endorsement >

  5. Māori and Pasifika-led provision >

  6. Leverage Māori and Pasifika cultural capital by implementing training and mentorship for progression with tuakana-teina, peer-to-peer, ‘village’ and cohort approaches >

Toolkit: Organisational Culture and Capability  >

Essential Legal Standards >

  1. Te Tiriti framework >

  2. Unlawful discrimination, and legal affirmative action in Aotearoa New Zealand >

  3. International law and employment discrimination >

DEI and Te Tiriti o Waitangi  >

  1. A foundational explainer of Te Tiriti o Waitangi >

  2. Te Tiriti o Waitangi and DEI for Māori >

  3. Employment equity for Pasifika in the context of Te Tiriti-led DEI >

  4. Glossary of Māori terms and their definition >

Doing Data Right  >

  1. Link roundup of all Toolkit data advice, from targets and basics to more advanced analysis >

  2. The Example Factory collection >

Getting Leadership on Board  >

  1. GEM Snapshot: Getting senior and operational leadership on board >

  2. Partner with culturally competent training providers and facilitators to support mindset and practice shifts among operational managers >

Māori and Pasifika Voice  >

  1. Create roles and platforms to channel the voice of Māori and Pasifika employees in reviewing and setting the culture, policy and processes of the organisation  > 

Retention and Wellbeing as Key Indicators  >

  1. Retention as a wellbeing indicator; wellbeing as an organisational health indicator >

  2. Measuring wellbeing for Māori and Pasifika staff in staff engagement surveys >