The actions listed below, drawn from the data collection and analysis, literature review and interviews, have provided a rich source of material to form a picture of the state of diversity in senior management in the New Zealand Public Service. The Commission acknowledges and notes the findings presented in this report.
It is the Commission's intention that these findings should inform strategy and action for encouraging and growing diversity for the Commission, CEs and Public Service agencies, and other stakeholders such as the Leadership Development Centre. The activities that will be used to do this are listed below.
The Commission is committed to integrating its diversity efforts into its existing work programmes in a number of ways.
· include measures on growing and supporting diversity in senior management (and at other levels) in CEs' performance plans and assessments
· use the report findings to influence the Leadership Development and Talent Management (LDTM) work programme
· address its role in facilitating formal talent mentoring across the Public Service, with all Deputy Commissioners having a formal mentoring role.
CEs and Public Service departments are encouraged to:
· collect and analyse diversity in senior management data regularly and use this to inform organisation development strategies and programmes including recruitment and retention, leadership and development, career development, secondments and talent management
· include measures on growing and supporting diversity in senior management (and at other levels) in managers' and senior managers' performance plans and assessments
· collaborate and communicate with each other and provide input into senior management recruitment across the system; eg talent identification and development.