The Commission also noted an increase in the number of complaints relating to other types of discrimination, such as racial harrassment (49) and sexual harrassment (70). • A job reference to support an employee to find work Discrimination complaints received by area of life • Reimbursement of lost wages. Of the 887 complaints alleging discrimination in 2022-23, 268 were received about the public sector (government)10 and 518 about the private sector. 103 complaints involved both sectors. Systemic outcomes for the period include: People told us they experienced discrimination when engaging with government (268 complaints), in employment and preemployment11 (264 complaints), and in the provision of goods and services (242 complaints). The Act distinguishes between unlawful discrimination in the public sector and the private sector. Dispute resolution in action Dispute resolution outcomes are focused on addressing harm and influencing broader change. Mediators are impartial and help guide parties through a respectful, solution-focused process. Any outcomes must be agreed by the parties involved. Dispute resolution outcomes this year include: • Acknowledgement and apology • Compensation • Acknowledgement and agreement to not discriminate in future 10 11 12 34 • Reasonable accommodation made for a disability12 • Improved access to the provision of goods and services • Amendment of public and private policy and changes in practice • Anti-discrimination programmes and policy • Removal of discriminatory material from publications, including websites. In 2022-23, the Commission achieved 1454 outcomes for complainants and respondents, 90 of which were systemic outcomes. The following are some examples of outcomes in 2022-23. Disability discrimination Disability discrimination was the most prevalent ground for complaints and this was reflected in our outcomes for disabled people: • Mask exemptions A patient complained a medical facility did not accept their mask exemption and refused them entry to an appointment. The complainant had a disability that prevented them from wearing a mask. The mediator facilitated communication between the parties, who were able to reach an agreement Section 20J of the Human Rights Act and section 3 of the New Zealand Bill of Rights Act 1990 defines the ‘public sector’. This only includes acts done— (a) by the legislative, executive, or judicial branches of the Government of New Zealand; or (b) by any person or body in the performance of any public function, power, or duty conferred or imposed on that person or body by or pursuant to law. The Commission’s pre-employment guidelines on how employers, recruiters and job seekers can comply with the Human Rights Act are available at: https://tikatangata.org.nz/resources-and-support/guidelines/pre-employment-guidelines Reasonable accommodation’ means: • necessary and appropriate modification and adjustments, • not imposing a disproportionate or undue burden, • where needed in a particular case, • to ensure persons with disabilities enjoy or exercise the same rights as others on an equal basis. A guide on reasonable accommodation is available at: https://tikatangata.org.nz/resources-and-support/guidelines/ reasonable-accommodation-guidelines Pūrongo ā-tau Annual Report 2023