DEI Policy in Aotearoa: Facilitation of Diversity, Equity and Inclusion in the Modern World

Image by Javier Allegue Barros on Unsplash Photos

When Donald Trump made his return to the White House, one of his first tasks was to axe diversity, equity, and inclusion (DEI) programmes across the United States public sector.  

Calling the programmes “dangerous, demeaning and immoral,” DEI offices were to be disbanded, and thousands of staff stood down. Corporate America followed suit, with companies such as tech-giant Meta, McDonalds and Walmart all dialling back their diversity teams and support.

With many powerful political figures in the U.S. being against support for inclusion, the question for New Zealand hovers.

Could this kind of reversal ever take hold here?

According to Te Kawa Mataaho Public Service Commission, there are three core concepts that are central to DEI initiatives.

1.        Diverse: a workforce and leadership team that reflects, values and understands our society.

2.        Equitable: A fairer workplace with equitable people practices and pay.

3.        Inclusive:  A workplace culture where everyone feels included, valued and comfortable.

The first recorded intentional DEI programme here in Aotearoa was under Customs, with more companies adopting the framework throughout the years. While these initiatives aren’t a legal requirement, laws like the Human Rights Act 1993 are in place to stop discriminatory behaviour in the workplace.

Senior Lecture from UC business school, Dr Nadeera Ranabahu, helped break down the need for effective DEI strategies.

“People [are] coming from diverse backgrounds [that] bring new perspectives, skills and ideas. Their lived experiences are different and that allows individuals to see issues and problems from different perspectives. This helps in addressing complex problems in innovative ways.”

Ranabahu noted short term efforts such as language weeks can provide some awareness to the cause but won’t change any underlying culture or mindset.

Instead, she said the focus must be on meaningful participation and openness to those with “different abilities, perspectives, accents, languages, religions and cultural beliefs.”

Data from Stats NZ’s 2024 Diversity, Equity & Inclusion Report found only 56% of respondents felt a sense of belonging at their organisation. The report also showed Pacific Peoples felt less supported during difficult times, struggled more with work-life balance and experienced a lower sense of belonging than other groups.

Here at UC, DEI polices are reviewed every four years, with the next review set for October 2026. These principles outline how DEI practices and Te Tiriti o Waitangi are translated into university life.

A University of Canterbury spokesperson said the university “ensures diversity, equity and inclusion are embedded throughout all hiring and recruitment practices.”

Their recruitment is guided by merit-based selection, including fairness and equal employment opportunity. This ensures every potential candidate is valued on their skills and potential, not on their background. The spokesperson said UC’s approach is a “two-way process,” allowing both the candidate and the panel to determine mutual fit.

Although Trumps rollback of DEI polices has caused debates over inclusion, New Zealand seems to be on the right path, with all three aspects built into both our culture, mindset and laws. From universities to workplaces, the focus remains on equal opportunity and fairness.