Joint Communication on EEO Roles

Roles of the State Services Commission, Human Rights Commission and Pay and Employment Equity Unit in addressing and promoting equity in the New Zealand State Services

The Government has introduced a range of complementary initiatives to promote good employer practices, equal employment opportunities and pay equity across the State Services. The State Services Commission (SSC), Human Rights Commission (HRC) and Pay and Employment Equity Unit (PEEU) all wish to ensure that external and internal stakeholders have consistent messages about these Government initiatives and understand the respective responsibilities of the three agencies. (1)

Responsibilities for addressing and promoting equity:

  • SSC – has the statutory role of developing, promoting and monitoring EEO in the Public Service, and Government has agreed that the SSC will lead the People Capability strategy (State Services Development Goals ‘Employer of Choice’ and ‘Excellent State Servants’) and provide sector leadership for the Pay and Employment Equity Plan of Action in the Public Service
  • HRC – the Equal Employment Opportunities Commissioner has the statutory role of providing advice and leadership on EEO and monitoring progress towards achieving EEO and Government has agreed that the Commissioner will have responsibility for providing guidance for Crown entities and monitoring departments to help ensure state sector consistency and good practice on EEO
  • PEEU – Government has agreed that the Secretary for Labour will lead the implementation of the Pay and Employment Equity Plan of Action in the Public Service, public education and public health sectors.


Appendix 1 sets out the responsibilities of Public Service departments, Crown entities and monitoring departments and indicates the agencies and resources that are available to support them in undertaking these responsibilities.

 

Benefits:

EEO and pay and employment equity make the following contributions to the Employer of Choice and Excellent State Servants development goals:


  • EEO and pay and employment equity advance both social justice and economic efficiency
  • adopting an EEO culture and implementing pay and employment equity increases the chances of employees identifying State Services agencies(2) as Employers of Choice
  • EEO and pay and employment equity contribute to workplace productivity by enhancing skill utilisation and encouraging retention and engagement
  • EEO and pay and employment equity tools can be used to make organisations more flexible and assist them to develop durable strategies to overcome recruitment and retention issues and avoid costly ad hoc interventions and resolutions.
      

  

  What do I have to do? Who will help me? What resources are available?
Public Service Departments

1. develop a good employer/EEO programme 

 

2. report progress in Annual Report

 

3. include PEE review in Statement of Intent

 

4. complete PEE review by 2007/2008

  1. 1. SSC

  

 

 2. SSC

 

3.  SSC, PEEU

 

 

4. SSC, PEEU

 SSC website 


NEON website


PEEU website 

 

SSC’s Human Resource Capability survey team can advise on data available for the review
Crown Entities

1. develop a good employer/EEO programme


2. report progress in Annual Report

1. HRC 

 

 

2. HRC

 NEON website Good Employer Advice page
Monitoring Departments

1. promote good employer/EEO requirements in Crown Entities Act

 

2.monitor and advise Minister on Crown Entities' compliance with these requirements

1. SSC, HRC 

 

 

 

2. SSC, HRC

SSC/Treasury Guidance for Monitoring Departments


Neon website: Good Employer Advice Page

 

 

1. The SSC leads the development of the State Services, advises on management issues and defines and promotes good practice in the State Services. The HRC is an independent Crown entity established to advocate and promote respect for and understanding of human rights and encourage harmonious relationships between diverse groups in New Zealand society. The PEEU is a unit within the Department of Labour that leads the implementation of the five year Pay and Employment Equity Plan of Action in the Public Service, public health and public education sectors by developing robust methodologies and tools and advising organisations on reviews and pay investigations.

 

2. The term “state services’ is defined in the State Sector Act as including “All instruments of the Crown in respect of the Government of New Zealand”. This includes Public Service departments, non Public Service departments, Crown entities, the Reserve Bank and entities on the Public Finance Act Fourth Schedule (such as Fish and Game Councils). It excludes Tertiary Education Institutions and State-owned enterprises.” See also the State Services Commissions's page on Organisations