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The Business of Human Rights 

The Commission has published a broad set of guidelines entitled 'The Business of Human Rights: A Guide For Good Corporate Citizens.' You can read it here

Pay and employment self-assessment and monitoring framework for businesses

If you have not undertaken a pay and employment equity review, this self-assessment tool enables you to do a quick ‘health’ check of your gender statistics, policies and practices and see what adjustment may need to be made. If you find there are gender issues that you wish to explore in greater depth you can elect to do a pay and employment equity review, using the Department of Labour’s 4-step review process.

If you have done a pay and employment equity review and response plan, it offers you the opportunity to look at some key indicators to see what progress you have made since your review and how effective your response plan has been.

Advantages of gender equity for employers

The advantages for employers who monitor and address pay and employment equity for women are:

  • An opportunity to learn more about their organisation, especially about key issues that motivate staff.
  • A chance to find out what is being done well already, and identify areas for further progress.
  • Organisations that have greater diversity in senior management are known to be more successful: diversity creates wealth’.
  • Opportunities for improved employment relations.
  • Women want to be able to do their best work every day and be rewarded on merit.

Fair and transparent pay and progression systems in human resources lead to:

  • Better staff morale, engagement and productivity of skilled workers.
  • Enhanced recruitment and retention of the occupations needed to run your business
  • Future labour market supply ensured by keeping those occupations attractive as a career choice.

Business and Human Rights Podcast

An interview with Rachel Davis and David Kovick of Shift, the leading centre of expertise on the United Nations Guiding Principles on Business and Human Rights.

Part I: Introducing Shift; Why are the United Nations Guiding Principles important for businesses?

Part II: What are the UNGPs?; costs to businesses of not implementing sound human rights practices

Part III: Examples of Shift's work, including FIFA; How do you know if businesses have implemented the UNGPs?

Part IV: New Zealand and the UNGPs; advice for businesses and consumers

Trans People and Employment

A comprehensive guide that includes resources for employers, employees, unions, and the latest research in the area: Trans people and employment (PDF)

The New Zealand Aged Care Workforce Survey 2014

The New Zealand Work Research Institute has published a Future of Work survey into the Aged Care Workforce. This report builds on the Commission’s Caring Counts Report in 2012 and Kristine Bartlett’s Equal Pay case in 2013.

The survey provides a realistic benchmark and sound information on aged care worker’s experience of work in this sector for the first time.

Read the report: The New Zealand Aged Care Workforce Survey 2014: A Future Of Work Programme Report

EEO Trust Research and Surveys

An interesting collection of resources published by the EEO Trust. You can read them here

Tools For Tapping Into Talent

Tools For Tapping Into Talent is a recruitment training tool developed specifically for people involved in recruiting staff in New Zealand.

Parents and Paid Work

Parents and Paid work is a report issued by the EEO Trust and is available here

New Zealand Census of Women's Participation 2008

The New Zealand Census of Women's Participation 2008 was published by the Human Rights Commission and is available here

Versatile workplace business success

This resource published by the EEO Trust teaches you how to maximize your business potential with a diverse workplace. Read it here

Employing People With Disabilities

The Employing People With Disabilities resource was published by the EEO Trust in 2005. Read it here

Some employers hold a lot of fear and misconceptions about hiring someone with a disability. This video by Attitude Live features employers who have seen the opportunities instead of the barriers. 

Unemployment among people with disabilities sits at nearly 60%. Attitude Live investigates why and talks to people with disabilities who have found their dream job. Watch here

75% of people who live with a disability need no special supports to get into the workplace, so why is there nearly 60% unemployment among people with disabilities?

There are plenty of great reasons to employing someone with a disability:

  • There’s a whole pool of untapped potential to choose from 
  • Access to a huge sector of society by having them represented in your work force 
  • Statistics show people with disabilities take less days off 
  • People with disabilities have a lower employee turnover rate 
  • You’ll improve your employee loyalty 
  • Your reputation as an employer will improve 

Attitude Live looks at ways that we can solve the 'employment problem' for people with disabilities. Learn more here

How to Manage Maternity in the Workplace 

This useful guide was published by the UK Equal Opportunity Commission. Read it here.  

The mental and physical impacts of bullying

This resource looks at the mental and physical impacts of bullying in the workplace. Read it here


Getting a good job is a life-affirming experience. Meaningful work allows us to maximise our potential as human beings, provides us with financial security and is a powerful element in building a cohesive New Zealand.

The A to Z for employers and employees is a set of guidelines aimed at ensuring equality and fairness for all job applicants regardless of characteristics such as gender, ethnicity, age, disability and religion.

The A to Z Pre-employment guidelines:


This section is currently under development. If you think we have missed an organisation that we should include here please email Shawn Moodie at [email protected]. Thank you for your understanding.