As Aotearoa New Zealand navigates a rapidly evolving legislative landscape, Diversity Works New Zealand remains steadfast in our commitment to workplace inclusion, underpinned by Te Tiriti o Waitangi.
We have recently made submissions on three significant legislative proposals - the Treaty Principles Bill, the Regulatory Standards Bill, and the Employment Relations (Employee Remuneration Disclosure) Amendment Bill.
Each of these has far-reaching implications for the rights of workers, social cohesion, and the future of equitable workplace practices.
Backing the pay transparency bill for fairer workplaces
We strongly support the Employment Relations (Employee Remuneration Disclosure) Amendment Bill, which protects employees' right to discuss and disclose their remuneration. Pay transparency is fundamental to fairer workplaces, ensuring employees can negotiate wages more effectively, while also fostering trust and accountability.
Our submission emphasises that greater transparency leads to:
- Fairer wage negotiations – Employees can advocate for equitable pay when they have visibility over how remuneration is structured.
- Improved talent attraction and retention – Fair and open pay structures make organisations more appealing to job seekers and encourage existing employees to stay.
- Stronger organisational performance – When pay decisions are transparent and based on objective criteria, workplace trust, collaboration, and productivity all improve.
We encouraged policymakers to enact this Bill and consider further measures to embed pay transparency as a norm in Aotearoa workplaces.
Rejecting the Treaty Principles Bill
We are deeply concerned about the Treaty Principles Bill, which we believe undermines the intent and obligations of Te Tiriti o Waitangi.
Our position is clear:
- We oppose the Bill and call for its withdrawal.
- We advocate for the retention of legislative instruments that honour Te Tiriti o Waitangi.
- We reject any calls for a referendum on this issue.
The Bill is based on flawed premises, including an incorrect assumption that the principles of Te Tiriti require rigid definition. Te Tiriti is a living agreement that evolves to address contemporary inequities. Attempts to reduce its interpretation to static definitions fail to acknowledge its fundamental role in shaping an inclusive and evolving Aotearoa.
Furthermore, the Bill misinterprets the Treaty’s articles, disregarding the balance between kawanatanga (governance) and tino rangatiratanga (self-determination). It was also developed without meaningful consultation with Māori, raising concerns about its legitimacy and potential harm to social cohesion.
Opposing the Regulatory Standards Bill
We also strongly oppose the proposed Regulatory Standards Bill, which threatens fairness and inclusion by prioritising short-term political and economic considerations over long-term societal wellbeing.
Our key concerns include:
- Lack of recognition of Te Tiriti o Waitangi – The Bill does not embed Te Tiriti, weakening protections for kaitiakitanga (guardianship), environmental stewardship, and social equity.
- Absence of judicial oversight – Without independent judicial review, the Bill risks being interpreted based on political ideology rather than impartial legal standards.
- Increased bureaucracy – The proposed Regulatory Standards Board could add unnecessary administrative burdens, slowing progress rather than improving regulatory clarity.
This Bill appears to embed ideological perspectives into New Zealand’s constitutional framework, bypassing robust parliamentary scrutiny. We urged the government to reconsider this approach and instead strengthen regulatory oversight through existing mechanisms that reflect Aotearoa’s diverse communities.
Our call to action
These legislative proposals will shape the future of workplaces, employee rights, and the broader social fabric of Aotearoa. We encourage our members, stakeholders, and the wider business community to engage in these discussions and support measures that foster a more equitable and prosperous nation for all.
