Who is a Māori?

"There are no full blooded Māori left in New Zealand so how come someone with 1/24th Māori can claim to be Māori?" is the type of question often posed to Māori. There are several ways of looking at this.

On the electoral roll individuals can answer the question "Are you a New Zealand Māori or a descendant of a New Zealand Māori?" Their responses indicate that a large number of people feel primarily, or to an important degree, Māori.7

Although many Māori live away from their tribal area (some estimates are that about 20% of Māori have no tribal affiliation)8 many individuals feel a strong connection to the Māori community and cultural life. Some attributes may contribute to an individual's sense of being Māori. For example, they may belong to a Māori group or network, they may be studying or already skilled in speaking Māori, and they may have contact, regular or sporadic, with their tribal home, or they may socialise with Māori companions.

They may be on a land trust or participate as a whānau member. There is no grand checklist that when all the boxes are ticked someone qualifies as being Māori.

How come one Māori person says to do it one way and another says to do it differently?

Not all Māori share the same cultural experiences or understandings. There are also marked differences with respect to the gender and iwi affiliations and upbringing experienced by Māori.

These differences are a natural part of a dynamic living culture. The rule of thumb is to consult and follow the guidance of the tangata whenua (the local Māori) of the area you are living in.

Is Pākehā a derogatory term?

No. The word Pākehā was first used in the early settlement period to describe anyone who was not Māori. While Pākehā has a variety of meanings, it is principally used to refer to New Zealanders of British or European ancestry. For people several generations removed from their European or British origins, describing themselves, or being described as, Pākehā can mean that they identify as part of a culture unique to this country.

The term New Zealander, which is often suggested as an option, refers to nationality, not culture. The descendants of early British settlers are different from Māori, but all are New Zealanders.9

What are Māori looking for in a job?

Research has identified that many Māori prefer to work in environments which support certain attributes. Competition is a strong motive, but takes a social form rather than being driven for ego-enhancement. Māori often compete with others to earn their praise, but not if this results in a decline in their relationships with colleagues.

Competition between groups is preferred to individual contests. Consultation is preferable to an "authoritarian" approach. Many Māori wish to connect work with the rest of their lives and avoid strict  compartmentalising of work and other roles. They aspire to congruency as a Māori across all dimensions of their life.

Is the Treaty of Waitangi important to my business?

The Treaty of Waitangi is a covenant between the Crown and Māori. Businesses that are not Crown entities are not required to include the Treaty of Waitangi in their business policies and practices, although many do.

Just as all New Zealanders are encouraged to gain an understanding of the Treaty and the intentions of the signatories, so too are businesses encouraged to understand it. Some organisations take a positive and proactive stance, and offer training on the Treaty for their employees. This creates an opportunity to better understand Māori staff, customers, business partners and the wider community.

Operating within the spirit of the Treaty is important if you are undertaking a strategic alliance with Māori, and developing an understanding of the Treaty will enable better appreciation of government processes, for example Treaty references in the Resource Management Act 1991. Applying the Treaty principles of participation, protection and partnership can enhance the relationship all employees have with a business.

You may hear references by Māori  to "Te Tiriti" - this refers to the Māori - language version with 512 signatures which many Māori consider to be the most legitimate document available. There are significant points of difference between the two versions.

What do demographics have to do with the skills shortage?

Like many other countries, New Zealand has an ageing population, with the number of people aged over 65 expected to double by 2050. The cost of providing retirement income, in the form of New Zealand Superannuation, is expected to double in this period.

By 2021, half the New Zealand population will be over 39.8 years of age, whereas half of Māori will be under 26.8 years of age and the proportion of the New Zealand population who will be over 65 (17.6%) will be close to the proportion of the young Māori workforce (19%).

Future retirees have a vested interest in ensuring that the working-age population, an increasing proportion of which will be Māori, is successfully engaged in the workforce now.

While the rate of Māori participation in tertiary education has grown from 7.4% in 1998 to 20.2% in 2003,10 many Māori are underskilled for new jobs.

What does "social capital" have to do with business?

Social capital refers to the  collective value of social networks and the inclination to do things for others. According to a 2005 Massey University study, many people leave their job because they cannot get on with people at work. By developing social capital in the workplace your employees are better able to enjoy constructive relationships with each other. The more effectively employees work together, the more they help each other out, and the better they get on with clients and customers.11

Research has shown that Māori place a high value on harmony, relationships and group accomplishment.12 Māori tend to be "collectivist entrepreneurs", which means they readily contribute and believe they are a key part of the group.

They are likely to feel personally responsible for the group result and are oriented toward sharing group rewards. Employers can harness Māori capacity at social capital building and channel it to improve the social capital in the workplace.

Can organisations collect information about the number of Māori working for them?

Human rights legislation does not prohibit the collection of personal information. Employers can ask for personal information provided the intention and process are considered and transparent, the aim of gathering information is valid for planning purposes, employees do not feel targeted, there is a genuine feeling of trust between the parties, and the answers are not used to disadvantage that person in any way. However, employees cannot be required to provide the information.