puta i tua

PUTA I TUAFUTURE SKILLS STRATEGY

Ehara taku toa i te toa takitahi, engari he toa takitini e!Our thanks to the following partners for their support in completing this report:• Luc Shorter of Vario• Megan Salole• Hori Mataki of Ariki Creative• Infometrics

FOREWORD

You may recall the COVID-19 chorus of 2020 calling for us to ‘build back better. While on the surface it may appear that here in Aotearoa we have dodged a bullet in terms of a lengthy economic recession, the reality is equity, systemic transformation, a better brighter future for Māori is still a long way off – our pae tawhiti. We face the very real prospect of returning to a ‘new’ normal, one where Māori unemployment is still 2-3 times that of Pākehā, where the Māori pay gap is still twice that of the gender pay gap and Māori concentration in low-pay sectors leaves us just as vulnerable to the next economic shock. We need to break free from this vicious cycle.

The underlying causes of Māori economic vulnerability are historic and stem from systemic racism that has locked the majority of Māori in lower pay/higher risk sectors where we are vulnerable to change and marginalised from progress.

The way to change this is to re-orient Māori pathways towards future-focused careers which pay better, offer opportunities for progression and protect our whānau from future recessions.

Puta i tua draws upon labour insights data from infometrics to map future opportunities in the Ngāi Tahu takiwā. These data insights show that te pae tawhiti is possible and provide some idea of how we can get there.

It is clear that what brought us here is not enough to get us to te pae tawhiti. By mapping the path to te pae tawhiti, educators, employers and policy makers can see what is required to make the necessary shift to ensure a better future – a horizon where all who call Aotearoa home are empowered to live their best lives.

Puta-i-tua is an invitation to those committed to building back better to join our journey to te pae tawhiti – an equitable Aotearoa. Ki te hoe!

Dr Eruera TarenaExecutive DirectorTokona Te Raki

Ko te pae tawhiti, whaia kia tataKo te pae tata, whakamaua kia tina!Strive for distant horizons and cherish those you attain.

VISION:

STRATEGIC OUTCOMES:

Imagining a future where Māori thrive

and live their best lives

An additional 6000+ Māori in our takiwā are in high skilled jobs

An additional 400+ rangatahi leaving secondary education each year with Level 3 NCEA

National Employment & Skills Report March/April 2020PUTA I TUA – FUTURE SKILLS STRATEGY March 2021

4

REIMAGINING FUTURES:The first peoples of Te Waipounamu were led by the highly-skilled navigator Rākaihautū on the waka Uruao. Upon the journey they were beset by fierce storms so he recited a karakia ‘Haea te awa, wahia te awa, puta-i-tua, puta-waho to clear a pathway and take the people forward to a bright new world. After arriving, Rākaihautū set about exploring the land, carving the landscape, digging life-giving springs and marking out key resources that would support the people for generations to come. This was the groundwork for bringing to life a vision of the people thriving in this new land, people adapted to the environment and the environment adapted to them – so that each was in balance and thriving.


5

Fast forward to the present, and just like our tīpuna, we have arrived in a new landscape reshaped by COVID-19. The tools that brought us here are not the ones we will need to take us into the future. While COVID-19 has exacerbated existing inequalities, it has also created new opportunities to reshape a better landscape. There are things we can and need to do differently to create a new future and realise the tīpuna vision that Aotearoa is the very best place in the world to be Māori.

Everyone has a right to live their best life – to be happy, healthy and realising their dreams, to have a strong sense of identity and place. However, here in Aotearoa this right is not the reality for many Māori. Our decision-makers have allowed systemic bias to become an acceptable way of being over many generations. One key example of this is streaming students based on ability – a practice that is alive and well in over 90 percent of our schools. Many of our rangatahi are automatically placed into low expectation classes. This often results in them leaving school early without NCEA qualifications, and ending up in low skill, low pay jobs, and more vulnerable to economic downturns, just as we have seen with COVID-19. Once again the inequities endured over generations are beginning come to the fore. Right now we need our government to make changes in our education system that will remove the roadblocks to realising potential, and empower our rangatahi to shine bright – equity within our schools is a birthright.

If we are to take anything positive from the pandemic, it is that it has brought out the best of our nation's spirit, values – what we believe to be true about ourselves. The team of five million, the little country done good, kindness, Godzone – our national identity has been evident throughout. From a Māori worldview it is whanaungatanga, manaakitanga and rangatiratanga that have got us to where we are.


6


7

THE OUTLOOK:Employment protection - Ngāi Tahū takiwā 2020-2026

600000

560000

520000

480000

580000

540000

500000

460000

2020 2021 2022 2023 2024 2025 2026

• 50,000 new jobs by 2026


8


9

THE OPPORTUNITY:Projected job openings/losses - Ngāi Tahū takiwā 2021-2026

• 50,000 new jobs 2020-2026

25000

15000

5000

-10000

-15000

-20000

20000

10000

0

-5000

-25000

Low-skilled Semi-skilled Skilled High-skilled

2021 2022 2023 2024 2025 2026

• Majority of these will pay over $50k but

in areas under-represented by Māori

• Upskilling key to bridging gap


10


11

We will know we have been successful when we reach our targets of:

• an additional 6000+ Māori in our takiwā are in high skilled jobs

• an additional 400+ rangatahi leaving secondary education each year with Level 3 NCEA


12

Right now, we need an additional 400 rangatahi Māori to achieve NCEA Level 3 in the Ngāi Tahu takiwā each year in order to achieve equity with Pākehā. Our role is to find those rangatahi who are most at risk of leaving school early with fewer qualifications than their Pākehā peers, and support them to succeed.

We also need an increase of 6,000 Māori in high-skilled professions. How do we get them there? For some, it will mean a career change. For others, it will mean moving up the skill ladder in their own industry – let’s support them to make the change.

It is projected that there will be over 11,000 new jobs created in the takiwā earning over $50,000 in 2023. We need to position Māori to be work ready and at the top of the list when these jobs come online. We know that just over half of those jobs will require pre-degree qualifications in engineering and related technologies, management, commerce, architecture and building. We need authentic industry relationships that will pave the way to new opportunities, and a willingness from schools to lead the way in building high-value skills, particularly technology-focused competencies like programming and data analysis – across the board.

For those who are already beyond the school gate, there is room for iwi, industry and the higher education sector to work together on initiatives that develop higher-value skills for Māori. Rapid retraining, apprenticeships for professions and micro-credentials all have a place. Over time, this will fill the pātaka for our people across the takiwā.

Our Māori population is growing at a faster rate. In 2015, Māori made up 15 percent of the population. In the next 20 years, it will reach 20 percent and it is expected to keep increasing.

Realising our full potential as a nation relies on the ability to make Aotearoa the very best place in the world to be Māori. Success for Māori will mean success for Aotearoa. We must work together to shape the landscape around us to ensure Māori have an equal share in the prosperity and protections that others enjoy.

Our tīpuna understood new homes needed to act as connectors with allies and whanaunga. As we set about designing and remaking this new Aotearoa, we need to be deeply connected with our place and each other if we are to succeed.


13

1Viewed as service providers rather strategic partners

Viewed as valued strategic influencers and skilled brokers of authentic Te Tiriti collaboration

• Develop data analysis capability to map what's going on and what needs to change• Share knowledge with partners and lead collaborative efforts towards change• System shift: iwi/hapū are strategic decision-makers not service deliverers

IWI/HAPŪ

TE PAE TATA - CURRENT STATE TE PAE TAWHITI - FUTURE STATE

WHAT WE NEED TO DO:

Career planning is a superficial experience that happens at school and shuts whānau out of the conversation

Whānau are actively engaged in determining their own path and have agency over their future aspirations and pathways

WHĀNAU


• Provide whānau with future-focused insights to plan and shape their future• System shift: a focus shift from individuals in school to include the entire whānau unit to support collective and lifelong learning

WHAT WE NEED TO DO:

2National Employment & Skills Report March/April 2020PUTA I TUA – FUTURE SKILLS STRATEGY March 2021

14

3Future aspirations are constrained and influenced by the low expectations of others and negative messages they receive

Rangatahi are inspired by the future and equipped with the information and strategies to determine their future pathways

• Find your kaupapa/purpose and create a future plan• Build work readiness with part-time employment• Building/encouraging enterprise skills to empower self-employment/side hustle• System shift: better digital mapping tools inspire, inform and build rangatahi agency for the future

RANGATAHI

WHAT WE NEED TO DO:

Sustaining a history of inequitable outcomes

Supported/required to tackle barriers to Māori success upstream, and all the way downstream to ensure an equitable, innovative and culturally responsive education system by design

KURA

• Experience shift: rangatahi see, hear and feel their culture in culturally responsive learning environments that welcome them as Māori• System shift: streaming and the exclusion of Māori no longer exists• System shift: shared equity data indicators are developed to identify barriers and boost what's working well• System shift: hapū/kura collectives are resourced to design and test system changes to improve outcomes for Māori• System shift: future-focused skills curriculum prepares tauira for the future (e.g. enterprise skills)4



WHAT WE NEED TO DO:


15

5Pathways are constrained by a lack of formal recognition, qualifications and opportunities for flexible learning which results in getting stuck in sunset jobs

Are supported to be lifelong learners through agile and flexible learning lifelong opportunities

• Experience shift: pakeke can ‘see’ progression pathways and are encouraged and prepared to achieve their aspirations• Provide employment matching/pathway mapping services• Implement transferable skills training to build future skills• Implement in-job coaching/mentoring supports for newly employed/re-employed• System shift: lifelong learning system improves employment outcomes

PAKEKE


WHAT WE NEED TO DO:

Institutions are not supported/committed to re-design/transform, thereby sustaining a history of inequitable outcomes

Tertiary institutions are supported/required to create an equitable, innovative and culturally responsive tertiary system by design

FURTHER ED


• Experience shift: rangatahi/pakeke see, hear and feel their culture in culturally responsive learning environments that welcome them as Māori• Create pathways for mature Māori to attain formal recognition for their skills, strengths and abilities• System shift: build the infrastructure for rapid reskilling to support the Māori workforce to adapt to change• Systems shift: pivot focus from technical skills to build greater human/transferable skills so Māori are future-ready

WHAT WE NEED TO DO:

6 7National Employment & Skills Report March/April 2020PUTA I TUA – FUTURE SKILLS STRATEGY March 2021

16

Mono-cultural work environments isolate Māori, resulting in a concentration in fewer and more labour intensive industries

Industries see the growing Māori workforce as the country's greatest asset, and build strong relationships and pathways to grow Māori leadership across all industries and at all levels

• Experience shift: rangatahi/pakeke see, hear and feel their culture in culturally responsive workplaces that welcome them as Māori• Stop using a degree as the benchmark for entry as it blocks Māori entry• Design Māori specific recruitment services• Develop strategic workforce plans and partnerships to build Māori pathways into industry• Build internal talent management to grow Māori progression and leadership• System shift: resource industry alliances/partnerships with iwi to grow Māori participation and leadership

EMPLOYERS

WHAT WE NEED TO DO:7TE PAE TATA - CURRENT STATE TE PAE TAWHITI - FUTURE STATE


17

HR & Recruitment

Management Consultant

Policy Analyst

Sales, Marketing and PR

Accountant and Auditor

Business & Data Analyst

HR Processes

Marketing

Sales

Accounting

Communication Writing Planning

Teamwork/Collaboration Microsoft Office Project Management

Creativity Design Thinking Research

TARGET OF PROJECTED NET GAIN OF

MĀORI IN HIGH-SKILL JOBS

BUSINESS, HR & MARKETING DESIGN, ENGINEERING & SCIENCE EDUCATION TECHNOLOGYHEALTH

HIGH-SKILL BY 2026

Engineer

Quantity Surveyor

Architect

Environmental Scientist

Accountant and Auditor

Engineering

Quality Surveying

Adobe Suite

Environmental Science

Pest Control

Software Engineer

Systems and Data Analyst

Programmer

Web Developer

Network Professional

Primary School Teacher

Secondary School Teacher

Higher Education Lecturer

Java & JavaScript

SQL

C# & .NET Framework

Web Development

Cisco & Networking

Registered Nurse

Nurse Manager

Physiotherapist

General Practitioner

Patient Care

Care with Mental Health

Occupational Therapy

Rehabilitation

Paediatrics

Teaching

Science

Technology

Mentoring

Tikanga Māori

+6000

+4900 +4200 +2200 +2100 +1800

+21000NGĀI TAHU FUTURE SKILLS STRATEGYTAKIWĀ OPPORTUNITY OVERVIEW

NET GAIN IN PRIORITY, HIGH-GROWTH SECTORS AND HIGH-SKILL OCCUPATIONS BY 2025

IND

UST

RIES

OC

CU

PATI

ON

SSP

ECIA

L SK

ILLS

TRA

NSF

ERA

BLE

SKIL

LS


18

Achieving the desired future will only be possible through genuine, authentic Te Tiriti partnerships.

We want industry to work on:

1. developing genuine partnerships that acknowledge Māori as Māori – that meet our whānau where they are and take them to where they need to be

2. designing innovative employment and training experiences for Māori in the takiwā

3. developing career progression and development for Māori already in your sectors.

We want schools to work on:

1. removing biased systems such as streaming and providing our rangatahi with the tools to realise their full potential

2. getting 400 more rangatahi Māori to NCEA Level 3 and University Entrance every year

3. curriculum content for the future of work and pedagogies that work for rangatahi Māori.

We want the higher education sector to work on:

1. providing our rangatahi with culturally responsive learning experiences that realise their full potential

2. recognising existing skills and experience, and rapid re-training on skills gaps for Māori changing career, including micro-credentials

3. collaborations with schools to get more Māori higher level qualifications.

A CALL TO ACTION!!


19

puta i tua

Documents