The make-up of the population is so different here with almost 50% of the population Māori, Pasifika, and Asian (and this is growing as Māori and Pasifika in particular are younger and have higher birth rates).
Census 2023 found that nearly a third of people in New Zealand were born overseas (the superdiverse) from over 200 different birthplaces, identifying with a wide range of ethnicities and speaking more than 150 languages.
Mei Chen. Photo/file
The big idea is the impact when Māori and the superdiverse are half or more of the population because of Auckland’s growth, they aren’t minorities anymore.
The State of the City report identifies Auckland as one of the most diverse cities in the world, but the report’s “deep dive” into diversity highlights the under-representation of minority groups in leadership positions, governance, and business as well as challenges in achieving equity in economic and social outcomes.
While Auckland’s diversity is a key strength, systemic barriers prevent its full potential from being realised, especially in areas such as employment, education, and civic participation.
The State of the City report finds Auckland lags behind in indicators of innovation and the knowledge economy compared to its peer cities, such as Vancouver and Copenhagen.
Key reports I wrote for the Superdiversity Institute of Law, Policy and Business (found at https://www.mai.chen.nz), may identify the reasons why Auckland isn’t doing as well when half its population is Māori/superdiverse.
The customers have changed and knowing the culture and language of those you are doing with business with, or want to win a pitch with, matters to Māori and to superdiverse immigrants. You are also less likely to be inadvertently offensive if equipped with this knowledge. In the “Cultural Capability and Business Success report: five top business leaders making cultural capability a cornerstone of their success” 2022, Māori leader Shayne Walker said: “half the investors who approach us haven’t done their research and don’t know anything about us other than we have cash. They’re not interested in a partnership. They’re just interested in a transaction, so they get a black mark.” Rob Hennin, CEO chief executive of nib said: “if you want to distinguish yourself in the marketplace, culture matters – to your customers and to your staff. It matters every single day.” See the report “How to grow a culturally competent organisation: Case study of nib’s CQ Tick journey” from 2021.
The “Superdiversity Stocktake: Implications for Business, Government and New Zealand” 2015 report found that the “1.5 migrant generation” candidates in the talent pool are particularly valuable – defined as those born overseas but coming to New Zealand at a young age and thus having good English and understanding Kiwi culture. They understand the business culture in New Zealand and the rule of law, resulting in less risk of inadvertent illegal conduct. However, they can still connect with diverse customers and retain contacts with their home country useful for export businesses.
The “Diverse Thinking Capability Audit of New Zealand Boardrooms” 2018 report confirms that the ethnic diversity of a boardroom is one predictor of diverse thinking capability which better equips boards for the ever-changing business environment. However, it also shows that many diverse thinking directors leave because they experience marginalisation by other board members for being challenging and having left-field ideas.
Discrimination is still an issue preventing Māori and the superdiverse from achieving full productivity and maximising their potential. https://www.ethniccommunities.govt.nz/our-communities/our-communities-in-the-data/ethnic-evidence-summary/
Superdiversity also has implications for New Zealand workplaces. In health and safety, for example, the incidence rate of work-related claims for injury and illness are impacted by collectivist cultures that frown on whistleblowing, experience the need to “save face”, have taboos about admitting to mental health issues, and also face the impact of discrimination and language barriers. “National Culture and its Impact on Workplace Health and Safety and Injury Prevention for Employers and Workers” 2019 report.
My day job is still law so having a majority superdiverse population in Auckland in particular has implications for access to justice in the courts for those who do not speak English or do not come from a rule of law culture.
They tend to opt more for self-representation and don’t settle out of court because of ‘big face’.
“Culturally, ethnically and linguistically diverse parties in the Courts: a Chinese case study” 2019 report.
