Sarah Bills is the new Country Director for Randstad New Zealand
THREE KEY FACTS
Māori and Pasifika face significant employment barriers despite efforts to promote workplace equity.
Research shows 35% of minority employees report career progression barriers based on identity.
Strategies include inclusive hiring, mentorship programmes, and ensuring pay equity for underrepresented groups.
In a nation renowned for its diversity, why do Māori and Pasifika still face significant barriers to employment and lack adequate representation in the workplace?
This lack of opportunity is not just a social concern but a significant business challenge that hinders innovation and growth.
In today’suncertain economic landscape and fiercely competitive labour market, equity has transcended from being a business buzzword to a critical driver of innovation and growth.
As organisations navigate these challenging times, fostering an equitable workplace is no longer a moral imperative or ‘nice to have’ but essential for doing business in a culturally rich and diverse landscape that is modern-day Aotearoa. It also makes good business sense.
According to McKinsey’s 2023 report, companies in the top quartile for ethnic diversity are 39% more likely to outperform their competitors.
Yet, despite ongoing efforts to promote equity, Kiwi organisations still struggle with gender and minority group disparities, including Māori and Pasifika communities.
A recent report by Gender at Work and YWCA Tāmaki Makaurau highlighted significant issues in workplace DEI (diversity, equity, and inclusion) in New Zealand, revealing that 30% of Māori respondents felt pressured to suppress their ethnicity at work.
Randstad’s 2024 Employer Brand Research shows that one-third (35%) of New Zealand employees from minority groups, including Māori and Pasifika, report barriers to career progression based on their identity. Additionally, 15% feel undervalued in their organisations while 19% believe they do not receive equal pay for equal work – a clear indicator that much work remains to be done.
Sarah Bills.
Equity is fundamentally a leadership issue, not just an HR concern – one that involves translating strategic plans for diverse and inclusive workplaces into actionable outcomes.
By being intentional during recruitment and selection, employers can access a broader range of skills and experiences and perspectives, fostering innovation and stronger client connections.
Effective leadership ensures that equity is integrated into every aspect of operations, from recruitment to career development, creating a genuinely inclusive environment where all employees can thrive.
Enhancing employment opportunities for Māori in the workplace
It’s also important to apply good judgment and avoid hiring based on filling DEI quotas. Instead, organisations should focus on setting Māori and Pasifika candidates up for success through equitable and inclusive hiring practices. This involves recognising and valuing their unique cultural strengths, contributions and ensuring that career development opportunities are accessible and meaningful.
Customers often ask for guidance on improving or starting their diversity, equity and inclusion (DEI) journey. While every organisation and their challenges are unique, below are some considerations that may be useful:
• Steer clear of tokenism. Hiring or promoting someone just to tick a DEI box can backfire, placing unfair pressure on individuals to represent their entire group. Instead, focus on recognising and valuing the unique strengths and contributions of Māori and Pasifika candidates, ensuring they have meaningful career development opportunities.
• Consider inclusive recruitment practices such as writing job descriptions that avoid unnecessary jargon and gender-coded language, which can deter diverse candidates. Think about using diverse interview panels and standardised interview questions to actively seek Māori and Pasifika candidates.
• Randstad’s 2024 Workmonitor report found that over three-quarters (77%) of respondents prioritise future-proofing their skills through training. Reflect on the importance of offering tailored training and development programmes for Māori and other minority groups, to help them build the necessary skills for career advancement.
• Educate employees about Māori and Pasifika culture to help close the equity gap. Integrating Māori cultural practices and values in the workplace, such as incorporating te reo Māori and tikanga (customs and traditions) can foster a more inclusive environment.
• Mentorship programmes and employee resource groups (ERGs) provide valuable support for minority employees, offering platforms for sharing experiences, networking, and professional development. For Māori and Pasifika employees, connecting with mentors who understand their cultural background can be particularly beneficial to help them navigate workplace challenges.
• Ensuring pay equity so that Māori, Pasifika and other under-represented groups receive equal pay for equal work. This helps in creating a fair and motivating workplace.
• Encourage regular and open conversations about DEI and the positive impact these practices have on the organisation and its employees.
• Think about setting clear, measurable goals for DEI, regularly reviewing progress against these goals, and making these findings transparent to all stakeholders. This helps ensure that commitments to equity translate into real change.
Driving equity forward demands bold actions and a steadfast commitment to transforming the workplace into a truly inclusive environment. Only then can we ensure that all under-represented jobseekers and employees feel respected, valued, and given equal opportunities to succeed. This shift is not just beneficial; it is essential for the sustained health and growth of our businesses and society at large.
