The policy creating tool

Your policy could outline ways in which you will ensure that all staff are able to achieve success in your workplace whilst navigating confidently through two worlds, Māori and Pākehā. Think about including the following aspects of Mana Tangatarua/Mana Tikanga:
  • The three main articles of the Treaty are upheld and evident within your organisation  e.g.
    •  Kawanatanga (Participation) - Honorable governance, so involving whānau, hapū and iwi in decision making (open door policy for hui / meetings), ensure that you have Māori representatives on your board and/or within the management team
    • Rangatiratanga (Protection) - This is about doing your bit to protect things like te reo Māori and tikanga in your organisation and ensuring that it is becoming the norm and not tokenistic
    • Ōritetanga (Partnership) - Ensuring that everyone has equal rights within your organisation and that both Māori and Pākehā have a say in what is happening 
    • For more information on the articles, please have a look at this website: https://waitangitribunal.govt.nz/treaty-of-waitangi/meaning-of-the-treaty/
  • The success of your organisation should not come at the expense of Māori identity. For example, your Māori staff should feel their culture is respected within the workplace and feel safe to express and celebrate their identity. To do this you could:
    • Provide opportunities for Māori staff to celebrate and promote any important days relating to the Māori culture e.g. matariki, te wiki o te reo Māori. Your organisation should also give importance towards these special days too
    • Ensure that your organisation is a place where Māori staff are able to succeed as Māori, for example, do they have the opportunities to express themselves and/or learn in through and about their culture?
  • Your organisation must promote and offer strategies for your staff to navigate and perform their roles whilst showing success in both worlds (Māori and Pākehā). You need to define what success looks like as Māori and as Pākehā to be able to do this. Go back to your values and measure success through these. Some things to think about:
    • Whanaungatanga - do the whānau of your Māori staff feel welcome and safe within your workplace? Is the establishment of relationships a strong point of your business?
    • Manaakitanga - Are relationships in your workplace based around care and respect? Does your organisation place an importance on the protection of te reo Māori and tikanga?
    • Rangatiratanga - Do you place high expectations on all Māori staff and provide them with an appraisal system that is values based and aims to lead them towards success and leadership?
    • Tangata Whenuatanga - Do you show value in and promote the local narrative? Do you place an importance on the whakapapa, history and backgrounds of all Māori staff, even if they whakapapa to a different iwi?
  • Do you use a Tuakana/Teina system within your business? Does every one of your staff members have a Tuakana (mentor) that they can look up to and trust to guide them in the right direction? Or a Teina that they can guide?
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