Equality, Diversity, and Inclusion

Intent

Automotive Employment NZ operates in a diverse environment within New Zealand. We strive to celebrate diversity in our workforce and that of our clients to create an inclusive workplace culture which leverages our peoples’ unique backgrounds, qualities, and contributions to deliver value to our wide range of stakeholders, including our customers and job seekers (candidates).

We use “Diversity software” when writing job ads as a matter of course with every ad posted, removing any content that could potentially impinge on others. Activities such as engagement with the "Women in Automotive" initiative, polytechnics, training within our peak industry association, physical team activities and an absolute focus to promote DEI initiatives are path of the course at Automotive Employment NZ.

As an Equal Employment Opportunity (EEO) employer, Automotive Employment NZ is committed to promoting equal opportunities for its employees and the wider industry in general. This commitment is upheld through our employment, performance management, and recruitment policies and practices. We champion diversity, equity and inclusion both in our own company and with the employers we work alongside.

Policy requirements

The purpose of this policy is to outline Automotive Employment NZ’s commitment to building and growing a diverse and inclusive workforce for both our own company and that of the employers we recruit for. It underpins our principle of treating people fairly and with respect. It also supports our ability to comply with our obligations under New Zealand legislation, as well as the laws, regulations and local practices or conditions in other jurisdictions in which we operate.

Automotive Employment NZ respect and value the contribution of each employer whether employed by us or our clients, and regard discrimination as unfair, unacceptable, and unlawful. Automotive Employment NZ has zero tolerance for any form of unlawful discrimination of employees or potential employees, regardless of whether it is active or passive. Consistent with our strategy to grow inclusive leadership capability, diversity and inclusion principles are embedded within our ways of working to encourage managers to demonstrate these as part of their leadership activities.

We will also build cultural intelligence into our hiring and talent identification processes. We will actively support initiatives which encourage diversity such as equal employment opportunities, equitable pay, flexibility and work life balance, accessibility, and cultural sensitivity and celebration, amongst others, and participate where appropriate in any external organizations pursuing similar objectives.

Definitions

Diversity – refers to all the characteristics that make individuals different from each other. They include attributes or characteristics such as religion, race, ethnicity, language, gender, sexual orientation, disability, age, and any other ground for potential unlawful discrimination. Our diversity commitment is about respecting these differences and treating individuals equally.

Equity refers to fair treatment for all people, so that the norms, practices, and policies in place ensure identity is not predictive of opportunities or workplace outcomes. Equity differs from equality in a subtle but important way

Inclusion – refers to encouraging practices and behaviours in the workplace to ensure that individuals feel included within workplace activities. It involves both the action of including people in opportunities and the outcomes of individuals feeling a sense of belonging.

Unlawful discrimination – refers to any practice which makes distinctions between individuals or groups to disadvantage some and advantage others based on one or more of the following attributes: