As a member of the Commonwealth Forum of National Human Rights Institutions, the Commission agreed strategic priorities, both of which address human rights issues relating to sport. The forum issued The London Declaration in recognition of the value and importance of sport and human rights in the context of the Commonwealth Games and other Commonwealth sporting initiatives. The Commission also provided input on Sport New Zealand’s draft terms of reference for its Sport Integrity Review to ensure it encompasses sport and human rights (including the rights of athletes and other stakeholders). Tracking Equality at Work webtool The Commission completed the biannual Tracking Equality at Work webtool in June. Broad trends show that women have higher rates of unemployment, underemployment and lower rates of labour force participation than men. Young Mäori and Pasifika women remain particularly marginalised, as do disabled people. The data also showed equality for women has not been achieved against any of the leadership indicators. There has been a sharp decline in women in senior management roles in the private sector from 31 percent in 2014 to 18 percent in 2017. New Zealand is lagging behind many other countries in this area. The Commission made a number of recommendations to government including: • That MBIE urgently improve the employment outcomes for women, Mäori and Pasifika and people with disabilities, who experience persistent inequality against all employment indicators by: a) increasing the number of places available in successful employment and apprenticeship schemes administered by the Ministry for Pacific Peoples so there are sufficient places for the 17 percent Mäori, 20 percent Pasifika young people not in education, employment or training (NEET); and b) introducing specific education and employment programmes for the 40 percent of young disabled people who are NEET. • The New Zealand Government actively applies special measures (ways of realising equality), to identify and promote under-represented groups such as women, Mäori, Pasifika, ethnic minorities and people with disabilities into senior leadership positions, requiring that women make up 50 percent of senior leaders in the state sector. See http://tracking-equality.hrc.co.nz Good employer data The Commission measures annually whether Crown entities are ‘good employers’ by assessing the annual reports of New Zealand’s 91 Crown entities against seven good-employer obligations. The good-employer obligations focus on: • Annual Report 2018 leadership, accountability and culture 27