Our staff profile
Staff numbers (full-time equivalents)
| 2021/22 | 2022/23 | 2022/23 | |
|---|---|---|---|
| Office of the Auditor-General | 113 | 111 | 113 |
| Audit New Zealand | 271 | 333 | 326 |
| Corporate Services | 46 | 45 | 47 |
| Total | 430 | 489 | 486 |
Gender distribution – All staff
| 2021/22 | 2022/23 | 2023/24 | |
|---|---|---|---|
| Women | 55% | 56% | 57% |
| Men | 45% | 44% | 43% |
Gender distribution – Executive management
| 2021/22 | 2022/23 | 2023/24 | |
|---|---|---|---|
| Women | 55% | 36% | 27% |
| Men | 45% | 64% | 73% |
Ethnicity distribution
| 2021/22 | 2022/23 | 2022/23 | |
|---|---|---|---|
| Pākehā/NZ European | 17% | 15% | 15% |
| NZ Māori | 3% | 3% | 3% |
| Pasifika | 3% | 3% | 3% |
| Asian | 28% | 28% | 28% |
| Other European | 31% | 27% | 27% |
| Other ethnic groups | 9% | 12% | 12% |
| Undeclared | 9% | 11% | 11% |
Note: Due to rounding, the numbers in this table might not add up to 100%.
| 2023/24 | |
|---|---|
| New Zealand European | 42% |
| Asian | 29% |
| Other ethnicity | 15% |
| Middle Eastern/Latin American/African | 8% |
| Māori | 3% |
| Pacific Peoples | 3% |
Note: Due to rounding, the numbers in this table might not add up to 100%.
Functional distribution
| 2021/22 | 2022/23 | 2022/23 | |
|---|---|---|---|
| Audit/assurance | 56% | 63% | 58% |
| Technical and advisory | 18% | 17% | 21% |
| Corporate support | 23% | 18% | 19% |
| Senior management | 3% | 2% | 2% |
Requirement for a programme for equal employment opportunities
When the Public Audit Act was passed in 2001, it included a requirement that the Auditor-General publish his equal employment opportunities programme. In the early 2000s, those programmes were designed to ensure equal employment opportunities for all staff (and potential staff). By 2023, the activities we carry out to foster a diverse and inclusive workforce are many and varied.
Monitoring the patterns of employment, promotion, and development by gender and ethnicity are well-established and standard practices in the Office. To check that we haven’t missed something, the Office commissioned an external review of our pay practices by gender. That review confirmed that we are doing well, with no significant gaps between like-for-like roles. We review this annually through our remuneration round. However, we need to continue to address “vertical segregation”.
Above and beyond those steps, the Office is a member of Diversity Works NZ and solicits feedback on where we can improve our approach and practices. We have several employee-led groups that the leadership team endorses and supports, such as a Women's Network, Rainbow Network, a Pasifika Network, a Te Ao Māori Network, and He Tāngata group focused on employee well-being.
These days, providing equal employment opportunities is less about a programme and more about a leadership mindset that is considered, thoughtful, and open to learning more about what it means to bring “your whole self” to work each day.
Page last updated: 18 July 2024