Source: Privacy Commissioner
This policy outlines the commitment of the Office of the Privacy Commissioner (OPC) to equal employment opportunity, diversity and inclusion and to eliminating the barriers that cause or perpetuate inequalities in employment.
OPC aims to provide equal employment opportunities to make the most of the talents of all our people and attract top talent to the organisation. This policy applies to all OPC employees, including those on secondment to us.
Policy Statement
OPC is committed to upholding its responsibilities as an Equal Employment Opportunities employer and creating a workplace that attracts, retains and values a diverse workforce.
2.2. To achieve this OPC seeks to:
a) provide equal opportunities for recruitment, retention, development, and promotion of all its current and prospective employees, regardless of gender, sex, marital status, religious/ethical belief, ethnic or national origins, disability, age, political opinion, employment status, family status, or sexual orientation
b) develop and maintain a workplace culture that values and supports diversity and inclusion
c) ensure that it provides a safe, supportive, and healthy environment for all employees that is conducive to quality service delivery
d) provide a workplace that welcomes, respects, and includes rainbow and takatāpui communities
e) identify and seek to eliminate all aspects of policies and procedures or other institutional barriers that cause or perpetuate inequality in respect of the employment of any person or group of persons
f) ensure all staff appointments are made solely on the basis of merit, and that all promotions, advancements, salary reviews and professional/career development opportunities are based solely on merit
g) seek to improve employment opportunities for groups who are traditionally under-represented in either occupational groups or levels of seniority, in particular women, Māori and Pacific people
h) not tolerate any form of unfair discrimination in the workplace on any ground, including gender, sex, marital status, religious/ethical belief, ethnic or national origins, disability, age, political opinion, employment status, family status, or sexual orientation
i) promote equal employment opportunities as an integral part of OPC workplace policies and practices
j) monitor, review and evaluate progress towards achieving equal employment opportunities. This includes assessing and, if required, reducing identified gaps at all levels of the organisation.
Responsibilities
|
General Manager |
Framework development, implementation and compliance monitoring. Progression against OPC’s Kia Toipoto and DEI Action Plans.Supporting and training for OPC leaders and teams. |
|
Managers |
Creating an environment that promotes EEO/diversity. Understanding their obligations under applicable legislation and processes and ensuring compliance.Ensuring that all practices and procedures that apply to the staff for whom they are responsible are consistent with this policy. |
|
All employees |
Accountability for themselves and their activities to act in accordance with our EEO principles and OPC values. |
References
Relevant Legislation
| Persons/ Areas affected | All OPC employees and secondees |
| Contact | General Manager |
| Approval authority | Senior Leadership Team |
| Last review date | February 2026 |
