Workplaces

Research incentives and barriers for employers providing flexible work, and how flexible work could benefit kaimahi Māori. This will include identifying and developing the research scope and methodology, undertaking research and identifying next steps based on the findings

• Rationale — Access to flexible working arrangements improves a person’s ability to participate in work and achieve their career opportunities.
• Better access to flexible work will help kaimahi Māori to balance mahi alongside caring and other responsibilities and needs.
  Understanding incentives for employers will support effective policy-making and the design of future interventions. Officials will consult with Māori on this action, and will draw on existing reference groups and relationships.
• Overiding objective — Workplaces recognise and foster the potential of Māori.
• How it will be measured — Reporting on key project milestones.
• Agency — MBIE.
• Groups of Māori who benefit the most — Wāhine Māori, older Māori and tāngata whaikaha.

Research how workplaces can be more inclusive for kaimahi Māori. This action includes examining recruitment processes, unconscious bias, Māori experiences of discrimination; identifying best practice; and measuring and evaluation of diversity initiatives

• Rationale — Understanding how employers and employees can work together to make workplaces more inclusive will support the Government to make effective policies and guidance. Officials will consult with Māori on this action, and will draw on existing reference groups and relationships.
• Overiding objective — Workplaces are inclusive for Māori.
• How it will be measured — Reporting on key project milestones.
• Agency — MBIE.
• Groups of Māori who benefit the most — Wāhine Māori, rangatahi Māori, older Māori workers, tāngata whaikaha and takatāpui Māori.

Research incentives for employers to give kaimahi Māori lifelong opportunities to upskill, learn and develop. This will include identifying and developing the research scope and methodology, and identifying next steps based on the research findings

• Rationale — Access to effective lifelong learning has flow-on effects on wellbeing for whānau, hapū and iwi.
  Providing opportunities to kaimahi Māori will increase their access to higher wages and sustainable career pathways, and increase their resilience to changes at work.
  Understanding incentives for employers will support effective policy-making and the design of future interventions. Officials will consult with Māori on this action, and will draw on existing reference groups and relationships.
• Overiding objective — Workplaces recognise and foster the potential of Māori.
• How it will be measured — Reporting on key project milestones.
• Agency — MBIE.
• Groups of Māori who benefit the most — All Māori and employers.

Work with BusinessNZ and the Council of Trade Unions to find ways to support small and medium-sized enterprises (SMEs) comply with employment and health and safety responsibilities

• Rationale — When businesses understand and get their employment and wider work responsibilities right, this benefits the wellbeing of kaimahi Māori through access to basic rights to taking leave and pay, and employment relationships free of bias and discrimination. It will also benefit businesses through more productive workplaces, and fewer employment disputes.
• Overiding objective — Workplaces recognise and foster the potential of Māori.
• How it will be measured — This will be considered as the action is developed.
• Agency — MBIE.
• Groups of Māori who benefit the most — All Māori and employers.

Remove barriers that kaimahi Māori face to access information about employment rights and responsibilities

• Rationale — Having access to information will support kaimahi Māori to understand their employment rights, and how to access support to advice and help when they need it. This will lead to greater uptake of their rights to time off and pay, increase incomes, and reduce the long-term scarring and harm that comes from employment disputes by resolving them early and retaining employment. Overall, this will contribute to greater wellbeing for kaimahi Maori.
• Overiding objective — Workplaces recognise and foster the potential of Māori.
• How it will be measured — This will be considered as the action is developed.
• Agency — MBIE.
• Groups of Māori who benefit the most — All Māori and employers.

Review the employment dispute resolution system to ensure it is accessible and effective for Māori

• Rationale — The employment dispute resolution system is intended to provide fast, fair and flexible resolution of problems that arise in employment relationships. The Government intends to review the employment dispute resolution system to ensure it is achieving its desired objectives, which include being accessible and effective for Māori.
• Overiding objective — Workplaces are inclusive for Māori.
• Agency — MBIE.

Research what enables and prevents Māori having meaningful employment. This action includes tāngata whaikaha, Māori with caring responsibilities, older Māori, young Māori parents and Māori sole parents

• Rationale — Some groups face persistent and overlapping barriers in the labour market. They need access to extra support to participate and balance mahi with their other priorities.
• Overiding objective — Workplaces are inclusive for Māori.
• Agency — MSD.

Improve access to childcare, to help parents and other carers take up mahi or education when they and their pēpē are ready

• Rationale — Some groups face persistent and overlapping barriers in the labour market. They need access to extra support to participate and balance mahi with their other priorities.
• Overiding objective — Workplaces are inclusive for Māori.
• Agency — MSD.

Consider whether tikanga Māori can be incorporated into employment relations and employment standards strategy, policy and operations

• Rationale — There are instances of employment agreements reflecting tikanga Māori. Some services, such as mediation, are also based on tikanga Māori. There is scope to consider whether extending tikanga Māori into employment relations and employment standards strategy, policy and operations would make workplaces more inclusive for kaimahi Māori.
• Overiding objective — Workplaces are inclusive for Māori.
• Agency — MBIE.