Supporting our people

We're committed to creating a workplace where our people are engaged, safe and well, and have the capabilities to keep the lights on and the gas flowing to our customers now and in the future.

 

Careers

Explore how the Powerco whānau are encouraged to bring their best selves to work.

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Goals and targets FY26

Here's what we want to achieve for Pou manaaki tāngata over the short, medium and long-term.

Short term (1 April 2025 - 30 March 2026)

  • Enable diversity, equity and inclusion - Closing the Gender Pay Gap. Continue to reduce our gender pay gap. FY25 levels >FY26 levels.
 

Medium term (1 - 3 years)

  • Enable diversity, equity and inclusion - Achieve equal gender representation (40/40/20) within all people leadership roles (50/50 +/- 10%) by FY27.
  • Enable diversity, equity and inclusion - 10% workforce identify as Māori by 2025.  
 

What we've done FY25

  • We have continued to reduce the gender pay gap with FY24 levels > FY25. 
 
  • Equal gender representation (40/40/20) is on track for all leadership roles (50/50 +/- 10%)  by FY27.
    Tier 2 Leadership was achieved early in FY22
    Tier 3 Leadership was achieved early in FY24
    Tier 4 is on track for FY27 36% Women at the end of FY25
    To make our target clearer and simpler (and a little more challenging), we have changed the FY26 target to one "all people leadership" target. 
  • When we set targets in FY21, our Māori workforce participation was 3%.  In FY25 it increased to 9.7%. 
 

 

What we've done FY24

  • Our target of equal gender representation within our tier 3 leadership roles was achieved early with 50% of Senior Leadership roles currently held by women in FY24.
  • Although very close to completion in FY24, during FY25 we will fully embed our High Performance Environment framework across the business. 
 
  • Our Pay equity is within our target of +/-2%, and our latest recorded Gender Pay Gap was 14.86% - better than our target of <15%.
  • We are working to improve our ethnicity data, which is currently incomplete due to its reliance on self-reporting upon employment.  Planned deployment of a new HRIS will enable this data to be accurately collected and reported.
 
  • Our employee NPS is 40%, which exceeds our target of 5% increase year on year (FY22 base year).
  • We are working on our ability to collect and report ethnicity data.  Reports indicate improved self-reporting is likely to see us meet our target of 10% of our workforce identifying as Māori by 2025.

What we’ve done FY23

  • Te Puāwai o Powerco – our te ao Māori interest group, launched its programme of weekly training and practice sessions open to all Powerco employees.
  • Our newly developed leadership framework is supported by the te ao Māori hauora concept, Te whare tapa whā, and fuses it with leadership fundamentals.
  • We maintained equal gender representation through our 43% female executive leadership and are behind expectations with Senior Leaders and Other Managers (35%).
  • In our November Pulse Check 88% of employees agreed that at work their opinions count, and 95% of employees agreed that someone at work cares about them.
  • Enabling frameworks are being built within our finance systems to enable Public Holiday transfer.
  • Enabling frameworks are bing built within our finance systems, and HRIS data is ready to continue our pathway to pay transparency.

  • We did not maintain our target of (+/-2%) gender pay equity, with an increase from 1.7% to 2.5%.  
  • Our pay gap increased from 16.7% to 17.8%.  The gender imbalance in senior positions after our recent restructuring has driven an increase in the gender pay gap, alongside external market rate movements that have disproportionally favoured roles predominantly held by male employees.  
  •  Ethnicity pay equity has decreased from 3.3% difference to 2.3%.

 


  • Our proportion of promoters has remained steady for the past 12 months (~40%), but our proportion of detractors has grown.  We are focused on helping our people who aren't thriving right now, and this will improve NPS over time. 
  • 7% employees identify as Māori, up from 3% measured 12 months earlier.
  • Rainbow Tick was awarded to Powerco in 2023.

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Getting the gender balance right

Our target: to achieve a gender balance within 10% for senior roles.

Our mahi: Currently 43% of senior roles are held by women.

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The pillars of our work