Gender and ethnic equity in Aotearoa New Zealand's public service before and since Covid‐19: Toward intersectional inclusion?
基于对行业专家、机构员工和管理者的访谈内容分析，评估新西兰公共服务机构在性别和族裔公平方面的进展，发现毛利人和太平洋岛民面临更突出的工作场所不平等，需要更雄心勃勃的交叉包容举措。
Abstract Since its bi‐cultural foundation with Te Tiriti o Waitangi (the Treaty of Waitangi, signed in 1840 by Māori, the indigenous Polynesian people of Aotearoa New Zealand (NZ), chiefs and representatives of the British Crown), cultural identities have expanded through immigration. While Aotearoa NZ's government seeks to encourage workplace diversity in public service agencies, developments are being disrupted by Covid‐19. Using a typology of equality approaches, this study appraises the “ambition” of equity progress in Aotearoa NZ public service agencies based on content analysis of interviews with sector experts, agency staff and managers. In terms of equity discourses, workplace inequities emerge as more pronounced for Māori and Pasifika (the indigenous peoples of the Pacific), indicating that more “ambitious” equality initiatives, including those which aim for intersectional inclusion, are needed. The study thereby contributes a more nuanced understanding of equity approaches that could meaningfully inform workplace initiatives designed to recognize, value and empower gender diversity. Its relevance for Aotearoa NZ, which has one of the most diverse working‐age populations in the world, is likely to resonate in other countries where workforce diversity is yet to translate into equitable engagement in and experiences of work organizations by all.