Tūi Tūi Tuituiā

Public service workforce addresses inequality

Aotearoa New Zealand’s growing ethnic diversity is yet to be reflected in many workplaces; however, one significant part of the workforce does come close to matching the make-up of our population – the public service.

The latest Human Resource Capability survey²⁷ from the State Services Commission shows that the ethnic composition of the public service workforce broadly resembles that of the working‐age population, with slightly higher representation among Māori and Pacific people.

Despite this ethnic diversity, significant gaps still exist in the public sector. While the proportion of Māori senior leaders has increased (up from 7.7 per cent in 2009 to 11.2 per cent in 2013), Māori, Asian and Pacific people are still underrepresented in senior leadership roles. Māori, Pacific and Asian public servants are more likely to be employed in lower paid occupations. In 2013, Māori and Asian employees faced an 11.2 per cent pay gap while Pacific peoples faced a 19.4 per cent pay gap when compared to the rest of the public service workforce.

Responses to a questionnaire sent by the Human Rights Commission to all government departments in 2013 indicated levels of representation in senior roles and ethnic pay gaps vary considerably across departments. When it comes to the representation of Māori, for example, some departments are much more successful than others at attracting, retaining and promoting Māori staff. Other departments have lower proportions of Māori staff in general, and in many cases there are indicators of occupational segregation with departments attracting Māori into lower paid occupations but failing to provide career progression into senior and better paid roles.

Addressing workforce inequalities is a growing priority for many government departments. For example, this year the Ministry of Education introduced new teaching scholarships and recruitment strategies to attract and retain more Māori and Pacific peoples to the teaching profession.

Some employers fail to recognise value of migrant workers

A significant number of migrants, particularly Asian peoples, continue to face discrimination when it comes to seeking employment. Newcomers, as well as those who migrated many years ago, can be confronted with racial discrimination when applying for jobs and can be treated unfairly in the workplace.

A 2013 survey led by BNZ chief economist Tony Alexander showed reluctance amongst some employers to take on migrant workers, even if they offered much needed skills.²⁸ It revealed employers with no overseas experience were significantly less likely to hire migrant workers than those with overseas experience. When employers were asked what advice they had for new migrants, they advised newcomers to “learn the English language and speak it”; “work hard and explain to your bosses why you should be hired”; “set up your own business” and “make an extra effort to fit in”. It is of concern that it is not recognised that workers arriving from overseas bring valuable knowledge and expertise which boosts Aotearoa New Zealand’s economy.

Over the last year, recommendations from both the United Nations Committee on the Elimination of Racial Discrimination and the Universal Periodic Review said that Aotearoa New Zealand should do more to protect migrants, particularly Asian migrants, from discrimination in employment settings.

Attempts to limit the discrimination against migrant workers include initiatives by government departments, NGOs and community groups to educate employers and build links between businesses and migrant communities, and programmes which support new migrants to overcome cultural or language barriers. A rise in the exploitation of migrant workers has also led the Government to develop new plans to address on extreme cases of workplace discrimination.²⁹

Book explores accelerating income inequality

Income inequality Aotearoa New Zealand was discussed in a new book published this year, Inequality: A New Zealand Crisis (2013),³⁰ which looks at the causes and consequences of income inequality and identifies how tackling this disparity could help to reduce social problems. The book includes viewpoints from a broad range of contributors. The authors argue that, if it is not addressed, the gap between the rich and poor could have an effect on the job prospects, earning opportunities and wellbeing of future generations.

Want to learn more about inequalities in Aotearoa New Zealand?

For more information about structural discrimination – or systemic barriers, also known as institutional racism – then read A fair go for all?. www.hrc.co.nz/key-projects/a-fair-go-for-all.

Te Tiriti o Waitangi – The Treaty of Waitangi

Te Tiriti o Waitangi is the founding document of our nation. Through the Treaty, the Crown gained an authority to govern (in partnership with Rangatira) and the active protection of Rangatiratanga was guaranteed to Tangata Whenua. Tauiwi (residents and citizens) gained an authority to belong (Tūrangawaewae) in Aotearoa New Zealand and Tangata Whenua were guaranteed the same rights as British subjects. The Treaty belongs to all New Zealanders and is “the promise of two peoples to take the best possible care of each other.” (Bishop Manuhuia Bennett).

The Treaty and the Constitutional conversation

The Constitutional Review, a national conversation about the future of New Zealand’s constitution, provided an important opportunity to discuss the position of the Treaty in the country’s constitutional arrangements and the participation of Māori in political decision-making. The Human Rights Commission supported iwi, hapū and whānau to engage in the conversation and its submission to the Constitutional Advisory Panel included views from Tangata Whenua.

Belonging to all of us, the Treaty represents the founding of Aotearoa New Zealand. The Commission’s position is that New Zealand’s constitutional arrangements, its values, rules, institutions and practices, should flow from the Treaty.

In its submission, the Commission explored what it would mean to give substantive effect to the Treaty as New Zealand’s founding document and reinforced the need to embed the Treaty partnership between the Crown and Rangatira in every aspect of the way in which Aotearoa New Zealand is governed. The Commission recommended the long-term development of a constitution based on the Treaty and developed by the Treaty partners. It also recommended protection for the Treaty in New Zealand law.

In its final report, the Constitutional Advisory Panel recommended that the conversation about Aotearoa New Zealand’s future constitutional arrangements should continue. It also recommended the Government develop a national education strategy to help New Zealanders learn about and discuss civic and citizenship issues, including the unique role of the Treaty.

The Commission will be looking to see how the Government responds to the Constitutional Advisory Panel’s report.