Business mentor: Challenge of attracting Maori and Pacific employees

I've heard that by 2050 half of New Zealand's population will be brown. I run a medium-sized business, and in our team there are a lot of hard-working Maori and Pacific people. Strong growth is projected for our business. Are there some strategies I can adopt in order to meet these populations' set of needs thus ensuring I'm an employer of choice?

Small business sector specialist Sarah Trotman asked Pauline Winter, chairwoman of the Pacific Business Trust, for some advice:

This is an extremely relevant issue. There are significantly lower levels of labour force participation as well as an under-representation in higher-paying occupations by Maori and Pacific peoples.

You are correct in that by 2050 about half of New Zealand's population will be brown. Business owners will have a keen focus on profitability and productivity so these low levels of participation and under-representation of a major part of our workforce need to be addressed as a matter of urgency.

Forward-thinking businesses should be devising strategies and investing now in order to mobilise and maximise the skills and experience of Maori and Pacific peoples in the workplace. This involves implementing strategies to overcome key issues faced by Maori and Pacific people in education, employment and economic development.

Businesses stand to benefit considerably by investing in the skills of their staff. It will assist with a greater understanding of other minority cultures which will have considerable advantages in today's global economy.

The employment of quality diversity practices will, in turn, give us easier access and a better understanding of other cultures at an international level. Businesses will, therefore, be making a crucial investment in their future.

* Breaking down the barriers

Qualifications, skills and experience are typically lower among Maori and Pacific peoples, partly due to the cost of tertiary education. Businesses need to cater for this and be prepared to provide and encourage the uptake of courses to improve employees' skills and education. This may include access to courses on improving bargaining and negotiating skills, motivation and confidence and communication.

These have traditionally been some of the barriers to workforce participation and advancement faced by Maori and Pacific peoples.

It is also important businesses ensure the job application and interview process is culturally sensitive and does not alienate these populations.

As a matter of course, employers must also have policies in place and take a proactive stance on addressing racism and discrimination in the workplace.

* Focusing on the youth

The participation of young people in formal industry training and apprenticeships is key to increasing the skill base of employees.

The uptake of apprenticeships by Pacific people and Maori is low. Businesses should be actively encouraging these youth into apprenticeships.

Working with schools is also important. The business community will benefit from helping encourage building an enterprising culture among Maori and Pacific youth. This includes the encouragement and development of life-long learning as well as building capital and saving for the future.

* Family

Family is of paramount importance to Maori and Pacific peoples, particularly women. Businesses need to recognise this and assist with access to quality and affordable childcare for employees.

* Increasing representation on boards

There is a serious under-representation of Maori and Pacific peoples at board level.

Organisations are missing out by not having the skills these populations can offer. Their experience and knowledge is a valuable resource.

Further, the inclusion of Maori and Pacific peoples at board level assists with the development of governance skills and experience and provides role models for younger employees.

* If you have more questions on this topic you can call the trust on (09) 270-1003.

www.pacificbusiness.co.nz