Diversity & inclusion programmes

We want to ensure that diversity and inclusion are part of everything we do at Air New Zealand.

We are working on a number of initiatives to build diversity and inclusion literacy across the company and to support our diverse minority groups.

Unconscious knowledge and bias

What do we want to achieve?
Everyone has unconscious bias. This has a strong influence on everyday judgments, decisions and behaviour and can lead to biased responses which negatively impact decision making.

We are committed to ensuring leaders and key decision makers within the organisation have the tools to mitigate the effects of unconscious bias both at an individual and corporate level to make better decisions that will drive improved performance. This will ensure we remove any possible bias hindering progress against our diversity and inclusion objectives with the ultimate aim of creating a culture where everyone thrives.

How will we do it?
Partnering with an external organisation we have implemented an unconscious knowledge and bias programme across all levels of the organisation. Trained Air New Zealanders facilitate face to face three-hour workshops throughout the organisation to educate as many people as possible about the tendencies of unconscious knowledge and bias. We track and measure the impact of the programme to ensure it supports us in delivering our D&I objectives and has a positive impact on people and we have received excellent feedback to date. Since its launch in September 2018 more than 500 people have attended unconscious knowledge and bias training with many more registered to attend workshops throughout 2019.

When?
2018-2020 

Gender

What do we want to achieve?
A core priority is accelerating the advancement of women into our Senior Leadership Team (SLT). In the past two years representation of women on the SLT has risen to more than 40 percent. This has led us to increase our previous target of 40 percent representation to 50 percent by 2020.

How will we do it?
To address the under-representation of women on the SLT we created the Women in Leadership programme in 2015. This is a six month programme which we run annually to develop women within our talent population who have leadership aspirations. Additionally, we launched the Women Inspiring the Next Generation of Female Pilots (WINGS) network, Women in Engineering and Maintenance, and Women in Digital groups. These groups reach out to young women and girls in the community to promote careers in these sectors. We work closely with Global Women and its Champions for Change initiative, sharing our annual data on ethnicity and gender. We also partner with Professionelle which provides learning, networking and growth opportunities for women.

Gender Pay Gap report
Air New Zealand publishes an annual gender pay gap report. Currently, men in our organisation are paid 0.41 percent more than women, driven primarily by differences in tenure, experience and performance. We are focused on ensuring equitable representation and critically examining policies to ensure they promote equitability. Changes to our recruitment process include not asking candidates about their current salary to minimise the risk of inheriting a gender pay gap from other organisations. A new guide for recruiters and managers provides tools to create a fair and inclusive recruitment process, including encouraging gender balanced interview panels.

When?
Our target is to reach 50 percent of women on the SLT by 2020.

Ethnicity

What do we want to achieve?
Māori and Pasifika are underrepresented at the leadership level. A working group, using results from focus groups, will help us understand what is needed to reach our target of increasing representation to 20 percent at leadership level by 2022.

How will we do it?
We continue to partner with TupuToa, the Māori and Pasifika Corporate Pathways Programme. We are providing a bespoke Māori and Pasifika leadership development programme commencing in July 2019.  We have made progress on cultural fluency initiatives and advancing our Māori employee strategy.

Our Cultural Development team has provided coaching on cultural protocols and Te Reo for senior leaders and continues to run a deep immersion residential cultural fluency wānanga for key leaders in partnership with Department of Conservation, Te Papa Atawhai. We also set the expectation that cultural fluency in our brand and the Koru is a core competency for all Air New Zealanders through our Kia Ora You induction programme. We will continue to focus on cultural initiatives to build cultural capability and an inclusive environment across the organisation.

We are committed to creating a culture where diversity of thought is celebrated. To do so, we need to know the ethnicity our people identify as. To date, more than 50 percent of our employees have provided ethnicity data and we aim to increase this to 70 percent.

When?
Our target is to reach 20 percent of Māori and Pasifika in leadership roles by 2022.

Accessibility

What do we want to achieve?
It’s important that we ensure Air New Zealand is set up to up support employees with accessibility needs. We are currently working towards gaining the Accessibility Tick and we are in the process of launching a Disability Network to deliver support for all Air New Zealanders who are faced with disability, whether it be their own or someone close to them.   

We hope that through the right conversations and removal of bias anything seen as abnormal today will be the new normal tomorrow.  Our aim is to foster an environment where everyone is met with support and acceptance and feels confident that abilities are seen before disabilities.

How will we do it?
As an organisation, we have committed to focusing on accessibility in 2019 and have embarked on the journey to achieving the Accessibility tick. We have undergone a review of nine competencies including our policies, procedures and ways of working to determine how inclusive we are as an organisation and will work with an accessibility coach to set a strategy with key goals to work towards this year to ensure we are truly inclusive.

When?
2019-2020

Age

What do we want to achieve?
We want to ensure Air New Zealand provides an empowering and engaging environment for employees throughout all life stages.

How will we do it?
We provide opportunities and support for youth through various internships and development opportunities through our Young Professionals network. Additionally, we work with several external organisations to provide guidance and support through online resources and workshops for our mature aged workforce.

When?
2019-2020

Sexual orientation 

What do we want to achieve?
We want to create an environment that is inclusive and supportive of employees of all sexual orientations. Our Pride network is open to members of the Pride community, Pride supporters and allies. Following our recent progress in obtaining the Rainbow tick, we will work through several initiatives with the aim of building a truly inclusive culture.

How will we do it?
We will offer online and classroom-based workshops to continue to educate the organisation on the importance of creating an inclusive environment for our LGBTI community and beyond. Additionally, we will address any further findings from the Rainbow tick review to ensure we continue our commitment to creating an environment where all of our people can be themselves and thrive.

When?
2019-2020