Organisational Overview Our staff are important to us. They are highly professional and passionate people who drive our mahi. We work continuously on ensuring we have a positive and supportive work culture and environment across our organisation, and positive relationships with key external organisations such as the Public Service Association. This approach and our actions support our mahi in relation to the Good Employer Legislation. During 2019/20, we have continued our commitment to being a good employer, with our focus being on the following three pillars: • Wellbeing and balance • People capability • Organisational culture. Good Employer We are committed to being a good employer. The principles and practice of equal employment opportunities are embedded in our human resources policies. In 2019/20 the Commission focused on the following processes and practices. Wellbeing and Balance The Commission offers a flexible working environment which helps support our staff achieving their life/work balance. From March 2020, this approach was applied to all staff as a result of the COVID-19 alert levels. Since the country has moved through the alert levels, we have taken a conservative approach, allowing staff to work either remotely or in one of our offices, as suits their individual needs and circumstances. 28 Human Rights Commission Annual Report 2019/20 Our organisation has an active Health and Safety Committee, that helps focus on key issues facing staff and proactively reports and remedies any issues. We have staff trained in first aid across the Auckland and Wellington offices, desk assessments, including virtual, are available for all staff. The Employee Assistance Programme (EAP) is accessible for all our staff. People Capability A key focus during 2019/20 has been on our induction processes and our annual performance management and development approach, with the aim of creating a workforce that is energising, growing and developing. All staff are welcomed into our whānau with a whakatau, and our induction process has been redefined and rolled out. All staff had performance agreements in place and an annual review, including development plans, undertaken during 2019/20. Commission policies are continually being reviewed and during the final quarter of 2020 we began work on a new project focused on operational policies. Organisational Culture The Commission has committed to becoming a human rights exemplar in our people practices. This is ongoing work and has informed policy development and leadership practice. The Ask Your Team survey in late 2019, showed increased levels of engagement and positive