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 FY27

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

Short term (1 April 2026 - 31 March 2027)

  • Having a strong organisational culture: Achieve equal gender representation (40/40/20) within all people leadership roles (50/50 +/- 10%) by FY27.
  • Having a strong organisational culture: Maintain 10% workforce identify as Māori.
  • Having a strong organisational culture: Reduce our gender pay gap. FY26 levels >FY27 levels.

What we did during FY26

  • Having a strong organisational culture: During FY26, 10.11% of our workforce identify as Māori.

  • Having a strong organisational culture: During FY26, a few of our senior female leaders departed Powerco and this had an impact on our gender pay gap, which has increased from FY25 15.17% to FY26 15.50%.

 

  • Having a strong organisational culture:  During FY26 a few of our senior female leaders departed Powerco and this had an impact on our leadership gender representation. Gender representation within all people leadership roles is currently 62% for men and 38% for women. We still have a target to achieve equal gender representation (40/40/20) within all people leadership roles (50/50 +/- 10%) by FY27. 

What we did during 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%. 
 

 

The pillars of our work