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 - 31 March 2026)

  • Enable diversity, equity and inclusion - 10% workforce identify as Māori by 2025. 
  • 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.
     

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%. 
 

 

What we did during 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.

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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