Good employer responsibility The Commission is committed to being a good employer and has an EEO programme that incorporates policies and practices to promote equity, fairness and the seven ‘good employer’ elements. These are regularly reviewed and refreshed. Leadership, accountability and culture Leadership and accountability has been strengthened through the ongoing development of an organisation-wide performance framework that aligns all roles (including the Commissioners) to a common purpose. All managers have specific performance standards relating to EEO and diversity. Senior leaders organise monthly forums to enable all staff to better understand and contribute to the Commission’s activities. The Commission continues to support Uepü Mäori, a group open to all Mäori staff to enable them to live and work as Mäori. The Commission works in partnership with the recognised union to develop policy and good employer practices. Recruitment, selection and induction The Commission has impartial and transparent employment processes, which includes selection and interviewing by panels comprised of a diverse group of members to provide balanced views. The Commission values a diverse workforce and actively recruits to reflect the population groups that it serves. The Commission has also implemented a detailed induction programme, which includes ongoing monitoring and review. Employee development, promotion and exit The Commission actively seeks to ensure fair representation of all groups, including equal access to employment, professional development and opportunities to progress. A range of opportunities for development were undertaken during 2015/16, including leadership coaching, specialist and professional training and practise supervision. Exits and retirements have been supported by the Commission’s policies and processes to ensure good practice. Flexibility and work design A comprehensive flexible working policy is in place, together with IT facilities, to enable staff to work off-site and in flexible ways. Reasonable accommodation is made for employees with disabilities. Flexibility has also been achieved for staff requesting additional support in terms of work-life balance. Remuneration, recognition and conditions The Commission has a transparent remuneration system, agreed with the recognised trade union within its Collective Employment Agreement. Other provisions include top-ups to Government paid parental leave, sick leave for individuals and to care for dependents, cultural and religious leave and disaster leave. 30 Human Rights Commission