Building a workplace where diversity is valued, and people can bring their authentic self to work, is paramount to fostering an inclusive culture. Everyone at Kordia is encouraged to embrace our inclusion principles – to ensure everyone, no matter what gender or ethnicity they identify with, feels safe and respected at work. These principles are woven into our strategy, with support from the highest levels of the business.
Our industry has historically lacked gender and ethnic diversity. To combat this, Kordia has a range of formal and informal initiatives in place to attract and retain employees from all walks of life. This includes unconscious bias training, maintaining the GenderTick Accreditation, and driving engagement through our dedicated Diversity & Inclusion Committee and Champions group.
The GenderTick is an accreditation programme for organisations to demonstrate their commitment to and actions towards advancing workplace gender equity. The GenderTick enables workplaces to showcase their leadership across six key areas: equal pay, leadership representation, flexible work & leave, gender safe workplace, gender inclusive culture, and supporting the menopausal transition.
Kordia is committed to ensuring gender equality in our workplace. We have a target to achieve a 40:40:20 gender split across our leadership teams.
Kordia is also calculating and analysing our gender pay gap annually and sharing this transparently to show accountability.
July 2023 was our first year calculating our gender pay gap. Now in our second year of analysis, Kordia’s gender pay gap is 19.66 % as of 1 July 2024.
Our goal is to reduce this gap year on year, with an action plan that includes benchmarking salaries against industry data, speaking openly and regularly with our leaders about gender gaps at a team-level during all remuneration decisions, removing gender bias from recruitment processes, and factoring gender into our succession planning processes.
Women have a significant role to play in the digital workforce, but the technology and engineering industries have historically struggled with a lack of female representation.
We’re taking steps to encourage and support more women to succeed in our organisation, as well as creating an inclusive environment where all people can feel respected and valued, regardless of gender.
Recognising that many women have to balance family priorities with their career, we offer parental leave benefits, including topping up pay to 100% for primary carers, and extended leave benefits for secondary carers.
Over 470 people make up the Kordia family, with more than 33 ethnicities represented across our workforce.
To support a multicultural and inclusive workplace, we’re committed to fostering a culture of inclusion, ensuring that every one of our employees feels safe, respected, empowered. Part of this includes bias training, to ensure our leaders can recognise harmful unconscious bias and make people of all backgrounds feel welcome and included.
Our Diversity & Inclusion Champions work to celebrate and highlight our different cultures through workplace events, gatherings and education.
Kordia is a proud supporter of the New Zealand Network for Women in Security (NZNWS). NZNWS seeks to encourage the advancement and capacity of women and minorities involved in all aspects of the New Zealand security industry and community, through the exchange of information and the cultivation of productive relationships.
