Staff Equity Groups

Our research has identified groups where there is a need to improve equity outcomes for selection, recognition, career progression, retention and job satisfaction.

The University prioritises equity groups including:

  • Pacific staff
  • Staff with disabilities
  • Lesbian, Gay, Bisexual, Transgender, Intersex (LGBTI) staff
  • Staff from refugee backgrounds
  • Men or women where there are barriers to access and success

The University will monitor terms and conditions including for those with family and caring responsibilities, diverse ethnic groups, mature aged staff, professional staff, and temporary, part time and casual staff, to ensure fairness and inclusion for these groups.

Staff with disabilities and impairments


Under the University's Equity Policy, a person with a disability will not be disadvantaged when applying for a position or in their conditions and opportunities as an employee, simply because they have a disability.

The University aims to make the facilities and opportunities on campus as accessible to staff with disabilities as possible. In addition to the Equity Policy, the University is guided by its responsibilities under the Human Rights Act 1993 and the Design for Access and Mobility - Buildings and Associated Facilities NZS 4121: 2001.

The Human Rights Act requires the University to reasonably accommodate the needs of a person with a disability, unless this would cause unreasonable disruption, or pose a risk to health or safety. Reasonable accommodation usually includes changes to work practices or job design, modifications to equipment or premises, and training or other assistance. Disability Services provides practical assistance and support.

Read our Guidelines for Staff with Disabilities and their Managers

Ethnic group staff


The State Sector Act 1988 requires that there are programmes to serve the aspirations of ‘minority groups’. ‘Ethnic group’ includes all employees who have not identified as Pākeha/European, Māori or Pacific people. This is a large and ill-defined group which makes it difficult to specify relevant issues and appropriate programmes. However, the University aims to provide an inclusive environment that celebrates diversity and caters for diverse needs.

Women staff (Professional & Academic)


Women are currently under-represented among academic staff, and the University would like to see more female academics and professional staff holding senior positions.

Academic Women's Group

Joanne Wilkes Phone: +64 9 373 7599 ext 85586

Email: j.wilkes@auckland.ac.nz

Women in Leadership Programme

Mary Ann Crick (Programme Coordinator)  Phone: +64 9 373 7599 ext 86379

Email: ma.crick@auckland.ac.nz

The following groups are not under-represented but there is still a need to remove barriers.

Part-time, temporary and casual staff


Part-time, temporary and casual staff are included in the list of equity groups to ensure that they are not disadvantaged in their work conditions or career development in the University.

Departments are encouraged to accommodate the needs of part-time, temporary and casual staff when setting meeting times, preparing timetables and selecting representatives for committees. The University supports the negotiation of variation of hours, either on a temporary or permanent basis see the Flexible Work Policy and Procedures.

Sexual orientation and gender identity


The Equity Policy opposes discrimination on the grounds of sexual orientation or gender identity. This covers gay, lesbian, bi-sexual, transsexual, intersex and heterosexual people.

The profile of the University community reflects the heterogeneity of the wider population in terms of diversity of gender and sexual identities. The University aims at an inclusive culture that respects diversity and encourages all staff and students to contribute freely to a vibrant and productive social and work environment.

For more information, see www.gires.org.uk or the National Consortium of Directors of Lesbian, Gay, Bisexual and Transgender Resources in Higher Education (North American) at www.lgbtcampus.org

Mature age staff


An increasing workforce of mature age staff requires employment conditions tailored to their needs. These may include appropriate professional development programmes, opportunities for phased retirement, flexible employment opportunities and part-time employment.

Our resources provide practical information and resources for older staff and their managers.

Professional staff


The University aims to be a good employer to professional staff as well as academic staff. It emphasises that professional staff are recognised as full members of the University, and aims to fully utilise their potential contribution in University administration and government.

Staff Carers


The University of Auckland is committed to providing a high quality work environment and developing measures that recognise and respond to the needs of both staff and students, including those with Carer responsibilities.

Read our Toolkit for Staff Carers