'We've been really pleased to see how our people come together and celebrate their differences,' says head of people and culture
Diversity and inclusion (D&I) are no longer just buzzwords in the world of HR — there is much data that backs up the claim that D&I is integral to the success of an organisation, and companies that embrace these values stand out as beacons of change.
Powerco, New Zealand's second largest electricity distribution company, is one such organisation promoting diversity and inclusion within its workforce.
Leile Sims, Head of People and Culture, told HRD: “At Powerco we want to create a safe workplace where our people can bring their whole selves to work and thrive, and one where our workforce reflects the communities that we serve.”
This vision extends to welcoming employees for all that they bring, inviting them to participate actively, and involving them in decision-making processes, she said.
These principles benefit not only the employees but also Powerco's customers and communities.
“They can be confident that there’s a team of people with diverse views, experiences and ways of thinking, working together to deliver for them,” said Sims.
Focus on psychological safety
Powerco's diversity and inclusion strategy takes a holistic approach, starting from the design of roles. They aim to make roles as flexible as possible to accommodate the widest range of people possible, she said.
The company has also made significant strides in ensuring an equitable workplace by offering progressive parental leave, gender affirmation leave, interactive LGBTTQIA+ workshops, and supporting the establishment of minority and interest groups.
“Those groups are doing great mahi, like holding weekly workshops for the Powerco whānau to come together and learn Te Reo, for instance, or organising monthly Rainbow community get-togethers,” Sims said.
Powerco is also committed to creating psychological safety in the workplace. The company provides training for leaders to enable employees to speak up and challenge the status quo.
Key goals and objectives
Externally, Powerco has partnered with Transpower and Champions for Change to drive diversity and inclusion across the electricity sector, with a focus on female and Māori participation and leadership.
“We want to help drive female and Māori participation and leadership, and close the pay gaps in our industry,” she said.
Powerco's D&I strategy is not just a collection of well-intentioned words; it's backed by concrete goals. “There are a few things we’re aiming for. We want to see: a 40% male, 40% female and 20% any gender ratio in all our leadership roles,” said Sims.
Additionally, the company aims to reduce the gender pay gap year on year. By 2025, they aspire to have at least 10% Māori workforce participation, with a long-term vision of a workforce proportionately representative of the communities they operate in.
“Ultimately, this creates a workplace where our people can bring their whole selves to work, and one where our workforce reflects the communities that we serve,” she said.
Communication and engagement for diversity
Powerco is proud to talk about its commitment to diversity and inclusion both externally and internally, Sims said, citing messaging on social media, its website, and recruitment advertisements.
“Our CEO James Kilty is also leading Champion for Change work with Transpower CEO Alison Andrew,” said Sims.
“Internally, James talks about [D&I] often in our monthly all-hands meetings, and it flows from there through our intranet, and the work of our special interest groups who are doing great work across the business organising get-togethers, celebrations and other ways for the team to connect and learn.”
Benefits and positive outcomes of D&I strategy
The company's dedication to creating an inclusive, equitable, and psychologically safe workplace is yielding positive results, judging by a range of metrics, including the lived experiences of employees.
“There are a few things telling us that we’re on the right track. For instance, our interview candidates tell us that they’re attracted to work at Powerco because we’re vocal in our support for diversity and inclusion,” said Sims.
Internally, team surveys show that over 93% of employees feel cared for at work, surpassing international benchmarks for psychological safety.
“Our Māori workforce participation has increased from 3% to 7% in the last 18 months, and the participation rate of women in our workforce is above average for the electricity industry,” she said.
“We’ve been really pleased to see how our people come together and celebrate their differences. We see new connections being made across the business - new friendships, new allies and, most importantly, trust being built. We see stereotypes being busted and perceptions and assumptions change. We have much work left to do – but we’re up for the challenge.”
