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Tourism New Zealand has for the sixth year sought employee feedback and input through an annual engagement survey

to assist in maintaining an environment where employees are motivated and supported. Development initiatives have

been undertaken to ensure employees maintain their high level of engagement in the organisation.

The leadership team and broader management group are committed to demonstrating leadership and accountability in

all areas of EEO and, from an EEO perspective, this means a commitment to, and activity in, the following areas.

1. Recruitment, selection and induction

Our recruitment and selection procedure has been developed to ensure that all prospective employees are given the

opportunity to participate equally in the recruitment process. The selection process typically involves a structured

competency and behaviourally-based interview, reference checking, a screening tool, and for senior positions,

psychometric assessment, all of which are validated and support the principles of EEO. Tourism New Zealand also

provides appropriate support for Māori and Pacific peoples and people with English as a second language during the

recruitment and selection process.

2. Learning and development

Tourism New Zealand has an accelerated development programme which includes facilitated and online learning,

mentoring, coaching, 360 development and on the job learning. Appreciation and management of diversity is integrated

into the agenda for each programme to ensure participants further develop capability in this area.

A specific programme focused on one of our three values, ‘global whānau’ has been planned for delivery in the next

financial year. This programme will further provide a framework and skills to ensure that we are working effectively

together and in a manner that is aligned with our values and actions.

Tourism New Zealand measures leadership and management effectiveness as part of its annual engagement survey.

These measures are integrated with the performance management framework and people managers are accountable for

these two areas of capability.

The organisation also has a succession and progression management programme for the purpose of ensuring there is the

required depth and breadth of capabilities in the organisation in order to deliver on organisational outcomes. Learning

and development needs are identified through this and on an individual basis through the development planning process.

Development needs are aligned with and agreed to, as part of the annual performance management process.

3. Flexibility and work design

Tourism New Zealand has an active organisational-wide programme of supporting flexible working arrangements and job

design to assist employees to manage different aspects of work life balance. The organisation continues to:

Support employees with disabilities or special requirements through work place assessments, design changes and

accommodating individual needs in the work place.

Support parents in their return to work by offering part-time and gradual return to full-time arrangements, and

flexitime to accommodate child care needs.

Support expectant parents by granting additional paid time away from work to attend appointments associated with

the pregnancy.

Support employees with responsibilities for child and eldercare by offering flexible working arrangements.

4. Remuneration, recognition and rewards

Tourism New Zealand differentiates remuneration based on performance and is committed to compensating employees

competitively and equitably with attention to affordability and within the scope of available resources. The Tourism New

Zealand remuneration practice is supported by use of independent job evaluation and market remuneration information

to establish salary ranges.

Individuals identified as not meeting the requirements of their role are provided with support, learning and development

where required to assist them to achieve role objectives.

5. Harassment and bullying prevention

Tourism New Zealand adheres to its policy and procedures for addressing work place harassment and bullying, which

adhere to the WorkSafe New Zealand guidelines on preventing and responding to workplace bullying.

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