Our staff profile

Details about staff numbers and staff diversity between 2018/19 and 2020/21.

Staff numbers (full-time equivalents)

2018/19 2019/20 2020/21
Office of the Auditor-General 67 87 106
Audit New Zealand 259 272 279
Corporate Services 47 46 46
Total 373 405 431

Note: The corporate services function is shared between the Office of the Auditor-General and Audit New Zealand. The Communications and Engagement team, which was part of Corporate Services, moved to the Office of the Auditor-General in December 2019. Therefore, the 2019/20 staff numbers for Corporate Services do not include the Communications and Engagement team.

Gender distribution – All staff

2018/19 2019/20 2020/21
Women 54% 53% 46%
Men 46% 47% 54%

Gender distribution – Executive management

2018/19 2019/20 2020/21
Women 33% 42% 50%
Men 67% 58% 50%

Ethnicity distribution

2018/19 2019/20 2020/21
Pākehā/NZ European 24% 19% 19%
NZ Māori 2% 3% 3%
Pasifika 2% 2% 2%
Asian 18% 21% 19%
Other European 36% 34% 34%
Other ethnic groups 9% 12% 16%
Undeclared 10% 9% 9%

Note: Due to rounding, the numbers in this table might not add up to 100%.

Functional distribution

2018/19 2019/20 2020/21
Audit/assurance 65% 61% 60%
Technical and advisory 12% 16% 18%
Corporate support 20% 20% 19%
Senior management 3% 3% 3%

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 2021, 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 recently 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 a few instances of “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 Rainbow Network, a Pasifika Network, and He Tāngata group focussed on well-being.

During Covid-related lockdowns, we are proactive about the support we provide, and the messages we send, to our staff who have parenting or other family care obligations, who might not have a suitable workspace when working from home, who are more vulnerable in a pandemic, and who might be living alone. 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 October 2021