As the year draws to a close, Diversity Works New Zealand Chief Executive Maretha Smit reflects on the issues, stories and political fluctuations impacting inclusion mahi in Aotearoa.
From our vantage point as inclusion professionals, it’s fair to say the world feels much more hostile at the end of this year than it did at the same time last year.
While changes to our team meant that we didn’t have the capacity to produce a comprehensive Aotearoa State of Workplace Inclusion report this year, we do want to reflect on the significant developments in the past 12 months within the new political context.
These developments will have a considerable impact on the issues we will deal with in 2025 and the inclusion and equity conversations we will have in our workplaces.
In the media
There have been several equity-related issues covered by various mainstream and specialist media outlets in 2024, including:
- Fair Pay Agreements – The government has promised to repeal the Fair Pay Agreements by Christmas. These agreements were designed to improve pay and conditions for essential workers.
- 90-day trial periods – All employers can now utilise 90-day trial periods to assess new employees. The reinstatement of these trial periods has a disproportionately adverse impact on migrant workers.
- Minimum wage exemption for disability employment – The government has scrapped a programme that topped up the pay of disabled workers to the minimum wage, saving $56 million over five years.
- Public Service procurement – The coalition government has also scrapped a policy introduced by the former administration that ensured government agencies awarded at least eight per cent of their annual procurement contracts to Māori businesses
- Treaty Principles Bill – This seeks to redefine how the principles of the Treaty of Waitangi are interpreted, sparking significant debate on its implications for Māori rights and self-determination.
- Rising unemployment – Unemployment has increased to 4.3 per cent, with higher rates among youth, women, Māori, and Pasifika people.
- Return to office mandates – These are having an impact across the country, but specifically in the public sector, and specifically affecting the employment experience of those with care responsibilities.
- Burnout – More than half of New Zealand employees and up to 98 per cent of Gen Z employees report severe burnout, with increased job insecurity being a major factor.
- Global geo-political and socio-economic shifts create polarisation within workforces and a backlash against inclusion mahi that is testing the resilience of professionals working in this kaupapa.
What will we be talking about in 2025?
Given the issues that have captured public attention this year, and the trends we are seeing from our own and others’ research, we are of the view that there will be several consistent themes for 2025.
- Decolonisation in mainstream dialogue
Discussions about decolonisation are becoming increasingly normalised and will gain additional momentum as result of the Treaty Bill currently open for public submissions. New Zealand’s journey in this respect is also part of a broader international movement toward honouring Indigenous rights and histories, reflecting a shared commitment to justice and equity.
- Balanced flexibility
As organisations move past reactive shifts between remote and in-office work, a more stable approach to hybrid work is emerging. Businesses are refining flexible models based on long-term productivity, employee wellbeing, and operational efficiency, creating a sustainable balance that works for both employers and employees.
- Leadership development
With widespread redundancies in diversity, equity and inclusion (DEI) teams across the public and private sectors, line managers will need to play a more proactive role in fostering workplace inclusion. This shift calls for greater awareness and capability development among senior leaders, supported by a renewed focus on data to strengthen the business case for inclusion. With this, will also come a recalibration of the balance between inclusion and perceived indulgence, emphasising the importance of being authentic within professional boundaries.
- Supporting women in leadership
Online abuse and vitriol against female leaders are significant issues, leading to self-censorship and undermining their credibility. Initiatives to address this, such as workplace toolkits to support women in leadership and calls to action against online trolls, are likely to be more prevalent.
- Emerging focus on age-inclusive and faith-inclusive strategies
With five generations now working side by side, organisations are increasingly looking to adopt age-inclusive strategies that promote collaboration and knowledge sharing. At the same time, multicultural engagement and faith-based inclusion are becoming increasingly important as businesses capitalise on opportunities created by evolving immigration policies.
- Centring mental health in inclusion strategies
The intersection of mental health, trauma, and workplace inclusion is gaining critical attention, particularly for individuals from marginalised groups who face unique challenges. Similarly, high burnout rates highlight the urgent need for supportive DEI strategies that address job insecurity and emotional well-being.
Changing the conversation
In elections around the world during the past 12 months, successful political campaigns emphasised the cost of living and the need for immediate strategies to benefit people struggling in the current economic climate, rather than those that focussed on longer term benefits and potential risks.
Similarly, it is interesting to note that in New Zealand, the private sector is more consistent and persistent in its approach to workplace inclusion than the public sector. Private sector organisations are slower to get their policies off the ground, but once they are established, the work continues despite political shifts. This is because they have taken the time to articulate the benefits for their business.
To ensure this mahi is sustainable and not exposed to ideological fluctuations, we therefore need to make the “what’s in it for me” case for DEI succinctly, rather than purely relying on the idea that it’s the “right thing to do.”
Making progress in the current context
Globally, policy design is increasing the wealth gap, which will have a downstream impact on equity and social cohesion. As workplaces and organisations, we can start putting in place structures and frameworks that will mitigate that impact and help to build back towards inclusion faster.
To avoid becoming disheartened, it is important to remember that history reflects that progress does not follow a straight path. It is a cycle of advances and resistance, driven by fears and power dynamics. Setbacks arise because social change challenges entrenched power structures and norms, which can create anxiety or resentment among those feeling threatened by the changes.
Despite these setbacks, each wave builds on the previous one, and the broader trajectory tends to move forward, often emerging stronger after each challenge.
While we work our way through the current wave, we need to remember that:
Progress isn’t lost. Even when it feels like we’re moving backward, the ideas, values, and networks built in past movements remain. They form the foundation for future resistance and progress.
Small wins count. Grassroots efforts, community-level actions, and even individual acts of resistance all contribute to building momentum over time. These minor victories can help maintain hope and lay the groundwork for larger systemic change.
Mobilising matters. It’s encouraging to see how global movements, especially online, are connecting people who are ready to resist oppression and demand better.
You’re not alone. There’s a vast community of people who feel just as strongly as you do, working in countless ways—big and small—to advocate for justice.
