We strive to create an inviting and supportive environment that values difference and celebrates uniqueness while ensuring equitable treatment and development of all those who work with and alongside us.

Belonging, inclusion, diversity & equity pillars

1. Leadership

Our Leadership team take responsibility for shaping, guiding, encouraging and supporting our belonging, inclusion, diversity and equity (BIDE) initiatives.

2. Building a diverse workforce

We will ensure that recruitment and selection processes support the strategies of identifying and selecting the best talent from the most diverse applicant pool.

We will strive to enhance the pipeline of women, Māori, Pasifika and other minority talent through integrated strategies and initiatives, ensuring that everybody is able to be successful and reach their potential.

3. Workplace & culture

We recognise that building the capability of all our staff is important in sustaining a diverse and inclusive organisation and in particular, somewhere that staff can have a sense of belonging.

We will provide staff with the tools and knowledge to engage safely and positively with Māori and Pasifika groups as well as demonstrating awareness and sensitivity to the wider cultural needs of staff within our business and the communities we serve.

Alongside the training provided to staff, it will be important to introduce strategies and practices that will equip all managers with the ability to promote a culture of BIDE as well.

Providing bespoke support and guidance to staff from minority groups to better prepare them for promotional opportunities in future will also be an important aspect of improving our representation in senior and leadership roles in future.

4. Flexible work & equity

We will provide a workplace that is accommodating of diverse and changing life situations that enable staff to manage their work and their lives. Our flexible working arrangements and work practices are designed to accommodate the different needs of all staff.

Naylor Love will pay staff based on what they do, not who they are. Our remuneration practices aim to eliminate gender and ethnicity pay gaps, promoting equal pay and reward for all staff.

5. Communication

We will promote our commitment through internal and external communications, such as the establishment of the Diversity Working Group, that will drive and take ownership for the development of diversity and inclusion initiatives.

We will also reinforce our commitment through the revision of our policies and procedures and promote our initiatives through external organisations such as Diversity Works.



We're Aukōkiri Buyer members of Amotai, a directory of Māori and Pasifika businesses that supports supplier diversity and development.


We are a Platinum Sponsor of NAWIC, an organisation that promotes the construction industry as a great place for women.


We support Aukaha in Otago, providing Māori and Pasifika with work experience opportunities with the aim to offer apprenticeships.


We are members of Diversity Works NZ and have undertaken their Diversity & Inclusion Stocktake.


We are a Premium Partner of MATES in Construction NZ, raising awareness of mental health in the construction industry.


We're supporting transparency by adding the full details of our parental leave policy to the NZ Parental Leave Register.

BIDE in action at Naylor Love: