Fire & Emergency New Zealand

Kia Toipoto

Fire and Emergency has published its first annual Kia Toipoto Action Plan 


In 2018, Fire and Emergency signed a commitment to work with Māori as tangata whenua and developed its Diversity and Inclusion Strategy, which committed to equity, fairness, reducing gender pay gaps and building cultural competence across our workforce. 

Fire and Emergency’s Statement of Intent 2020-2024 committed to building on the successes so far, work towards closing gender pay gaps and increasing diversity across the organisation’s workforce. In December 2022, Fire and Emergency published pay gap data for 12 months ending 31 March 2022. 

This data is presented in the Fire and Emergency NZ’s Gender and Ethnic Pay Gaps document. This is based on base salaries only. The data includes both permanent and fixed term employees. Over the next year this will be recalculated based on 2023 data and look more deeply into the drivers behind the gaps. Gaps in both base salaries and total remuneration will be considered. 

Kia Toipoto 

Fire and Emergency has published its first annual Kia Toipoto Action Plan on closing gender and ethnic pay gaps. This can be accessed here: Fire and Emergency Kia Toipoto Action Plan

The Action Plan is a priority in the Statement of Performance Expectations 2022/23. It builds on Fire and Emergency’s extensive work programme to ‘Grow our people, creating an equitable and inclusive workplace and working environment for all people’. 

The first year of the Action Plan focuses on awareness and understanding. This will include: 

  • the updating of policies and procedures
  • building a greater understanding of our data. 

Over the next few years, we have committed to making progress across all Kia Toipoto workstream areas. We will: 

  • publish our pay gaps in action plans each year 
  • ensure bias does not influence starting salaries or pay for employees in the same or similar roles
  • develop plans to improve gender and ethnic representation in our workforce and leadership
  • consider equitable career pathways and opportunities to progress
  • protect against bias and discrimination in HR and remuneration policies and practice
  • build our cultural competence, and
  • normalise flexible working opportunities, where this is possible.

Fire and Emergency is committed to doing the right thing for its people and organisation and building a workforce that reflects, and is inclusive of, the diverse communities of Aotearoa. 

How Kia Toipoto helps New Zealanders 

The outcomes of the Kia Toipoto Action Plan (2022-2024) will support Fire and Emergency to work effectively with our diverse communities. By 2038, more than 50 percent of New Zealanders will be from non-European backgrounds and our communities will speak over 200 languages. Increasing diversity and inclusiveness in our workforce and culture will enable us to work more effectively with our communities particularly tangata whenua, to support their needs, mitigate risks and build resilience across the four R’s – Reduction, Readiness, Response and Recovery.