Our staff profile

Details about staff numbers and staff diversity between 2019/20 and 2021/22.

Staff numbers (full-time equivalents)

2019/20 2020/21 2021/22
Office of the Auditor-General 87 103 113
Audit New Zealand 272 282 271
Corporate Services 46 46 46
Total 405 431 430

Gender distribution – All staff

2019/20 2020/21 2021/22
Women 53% 54% 55%
Men 47% 46% 45%

Gender distribution – Executive management

2019/20 2020/21 2021/22
Women 42% 60% 55%
Men 58% 40% 45%

Ethnicity distribution

2019/20 2020/21 2021/22
Pākehā/NZ European 19% 19% 17%
NZ Māori 3% 3% 3%
Pasifika 2% 2% 3%
Asian 21% 19% 24%
Other European 34% 34% 31%
Other ethnic groups 12% 16% 13%
Undeclared 9% 9% 9%

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

Functional distribution

2019/20 2020/21 2021/22
Audit/assurance 61% 56% 56%
Technical and advisory 16% 18% 18%
Corporate support 20% 23% 23%
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: 2 August 2022