Talking to public service employers can lead to better support but inclusion remains an ongoing challenge for disabled public servants, according to results of Te Taunaki Public Service Census 2025.

Almost a third (32.5%) of disabled public servants felt discriminated against, with 21.7% citing disability as the reason.

Public servants with mental health or neurodivergent conditions also reported high rates of discrimination (19.9% and 23.2% respectively).

Disability Rights Commissioner Prudence Walker says the results highlight the importance of effective diversity, equity and inclusion strategies, as well as support for disabled employees’ networks.

Just 3.9% of public servants identify as disabled compared to 17% in the general population.”

“Our public service needs to lead the way in upholding disabled workers’ rights to employment opportunities and supportive workplaces.”

Walker says it’s vital that this public service data is available and questions are consistent so progress can be measured, and the need for improvements identified. A different question methodology is used than for the 2021 survey.

“The latest survey shows that while disabled workers have longer tenure in their roles, they experience lower job satisfaction and less trust in their colleagues. Unfortunately, there is still a lot of work still to be done.”

Only 55% of disabled public servants were satisfied with their organisation's response to their needs or supports (reasonable accommodation).

“Talking to their employer did seem to make a positive difference which is good to see,” says Walker. A higher proportion of those who had talked to their employer said they were satisfied (59%) than those who hadn’t talked (26%).

Disabled public servants reported lower levels of job satisfaction and were less likely to agree they had access to development and learning opportunities.

Disabled public servants are underrepresented in management positions and have lower average salaries than non-disabled colleagues.

Rainbow public servants are three to four times more likely to also identify as disabled or have a mental health or neurodivergent condition.

“We note the removal of four questions relating to Rainbow people and replacing them with a single one. Preventing specific groups within Rainbow communities being identified removes opportunity to differentiate between the experiences of different groups, for example, transgender people,” says Walker, who is also Rainbow rights spokesperson for Te Kāhui Tika Tangata Human Rights Commission.

It also means the results can't be compared to the previous Public Service Census in 2021, so progress cannot be measured (or regression, if that is the case).

“Disabled workers may also face discrimination based on ethnicity, age, gender, being LGBTIQ+. It is important our public service is a welcoming and safe workplace that values all of who employees are, leadership shapes that culture.”

Resources such as MSD’s Lead Toolkit for employing disabled workers and guidelines on Reasonable Accommodations are available to assist organisations: https://tikatangata.org.nz/resources-and-support/guidelines/reasonable-accommodation-guidelines

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