Good employer responsibility Leadership, accountability and culture The Commission is committed to being a good employer and has an equal employment opportunities programme which incorporates policies and practices to promote equity, fairness and the seven ‘good employer’ elements. These are regularly reviewed and refreshed. Leadership and accountability has been strengthened through the ongoing development of an organisation-wide performance framework which aligns all roles to a common purpose. For the first time all Commissioners are included in the performance framework. All managers have specific performance standards relating to Equal Employment Opportunities (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 Uepū Māori, a group open to all Māori staff to enable them to live and work as Māori. 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. This includes selection and interviewing by panels which include a diverse group of members to provide balanced views. We also implement a detailed induction programme, which includes ongoing monitoring and review. The Commission values a diverse workforce and actively recruits to reflect the population groups that it serves. 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. During the period, a range of opportunities for development have been undertaken, 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. Employees with disabilities are provided with reasonable accommodation. 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-up to government paid parental leave, sick leave for individuals and to care for dependents, study leave, cultural and religious leave, and disaster leave. Annual Report 2014 39