PUTA I TUA FUTURE SKILLS STRATEGY - Tokona Te raki
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PUTA I TUA FUTURE 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
Ko te pae tawhiti, whaia kia tata The way to change this is to re-orient Māori pathways towards future-
Ko te pae tata, whakamaua kia tina! focused careers which pay better, offer opportunities for progression
Strive for distant horizons and cherish those you attain. and protect our whānau from future recessions.
You may recall the COVID-19 chorus of 2020 calling for us to ‘build Puta i tua draws upon labour insights data from infometrics to map
back better. While on the surface it may appear that here in Aotearoa future opportunities in the Ngāi Tahu takiwā. These data insights
we have dodged a bullet in terms of a lengthy economic recession, show that te pae tawhiti is possible and provide some idea of how we
the reality is equity, systemic transformation, a better brighter can get there.
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 It is clear that what brought us here is not enough to get us to te pae
unemployment is still 2-3 times that of Pākehā, where the Māori pay tawhiti. By mapping the path to te pae tawhiti, educators, employers
gap is still twice that of the gender pay gap and Māori concentration and policy makers can see what is required to make the necessary
in low-pay sectors leaves us just as vulnerable to the next economic shift to ensure a better future – a horizon where all who call Aotearoa
shock. We need to break free from this vicious cycle. home are empowered to live their best lives.
The underlying causes of Māori economic vulnerability are historic Puta-i-tua is an invitation to those committed to building back better
and stem from systemic racism that has locked the majority of Māori to join our journey to te pae tawhiti – an equitable Aotearoa. Ki te hoe!
in lower pay/higher risk sectors where we are vulnerable to change
and marginalised from progress. Dr Eruera Tarena
Executive Director
Tokona Te Raki
4
VISION:
Imagining a future
where Māori thrive
and live their best lives
STRATEGIC
OUTCOMES:
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
PUTA I TUA – FUTURE SKILLS STRATEGY National Employment & Skills Report March/April
March 2020
2021
5
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.
PUTA
National
I TUA
Employment
– FUTURE &
SKILLS
Skills STRATEGY
Report March/April 2020 March 20216
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.
PUTA I TUA – FUTURE SKILLS STRATEGY National Employment & Skills Report March/April
March 2020
20217
PUTA
National
I TUA
Employment
– FUTURE &
SKILLS
Skills STRATEGY
Report March/April 2020 March 20218
THE OUTLOOK:
Employment protection - Ngāi Tahū takiwā 2020-2026
600000
580000
560000
540000
520000
500000
480000
460000
2020 2021 2022 2023 2024 2025 2026
• 50,000 new jobs by 2026
PUTA I TUA – FUTURE SKILLS STRATEGY National Employment & Skills Report March/April
March 2020
20219
PUTA
National
I TUA
Employment
– FUTURE &
SKILLS
Skills STRATEGY
Report March/April 2020 March 202110
THE OPPORTUNITY:
Projected job openings/losses - Ngāi Tahū takiwā 2021-2026
25000
20000
15000
10000
5000
0
-5000
-10000
-15000
-20000
-25000
2021 2022 2023 2024 2025 2026
Low-skilled Semi-skilled Skilled High-skilled
• 50,000 new jobs 2020-2026 • Majority of these will pay over $50k but • Upskilling key to bridging gap
in areas under-represented by Māori
PUTA I TUA – FUTURE SKILLS STRATEGY National Employment & Skills Report March/April
March 2020
202111
PUTA
National
I TUA
Employment
– FUTURE &
SKILLS
Skills STRATEGY
Report March/April 2020 March 202112
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
PUTA I TUA – FUTURE SKILLS STRATEGY National Employment & Skills Report March/April
March 2020
202113
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.
PUTA
National
I TUA
Employment
– FUTURE &
SKILLS
Skills STRATEGY
Report March/April 2020 March 202114
IWI/HAPŪ
TE PAE TATA - CURRENT STATE TE PAE TAWHITI - FUTURE STATE
1
Viewed as service providers rather strategic partners Viewed as valued strategic influencers and skilled
brokers of authentic Te Tiriti collaboration
WHAT WE NEED TO DO:
• 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
WHĀNAU
TE PAE TATA - CURRENT STATE TE PAE TAWHITI - FUTURE STATE
Career planning is a superficial experience that happens Whānau are actively engaged in determining their own
at school and shuts whānau out of the conversation path and have agency over their future aspirations
2
and pathways
WHAT WE NEED TO DO:
• 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
PUTA I TUA – FUTURE SKILLS STRATEGY National Employment & Skills Report March/April
March 2020
202115
RANGATAHI
TE PAE TATA - CURRENT STATE TE PAE TAWHITI - FUTURE STATE
3
Future aspirations are constrained and influenced Rangatahi are inspired by the future and equipped with
by the low expectations of others and negative the information and strategies to determine their future
messages they receive pathways
WHAT WE NEED TO DO:
• 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
KURA
TE PAE TATA - CURRENT STATE TE PAE TAWHITI - FUTURE STATE
Sustaining a history of inequitable outcomes Supported/required to tackle barriers to Māori success
upstream, and all the way downstream to ensure an
4
equitable, innovative and culturally responsive
education system by design
WHAT WE NEED TO DO:
• 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)
PUTA
National
I TUA
Employment
– FUTURE &
SKILLS
Skills STRATEGY
Report March/April 2020 March 202116
PAKEKE
TE PAE TATA - CURRENT STATE TE PAE TAWHITI - FUTURE STATE
5
Pathways are constrained by a lack of formal recognition, Are supported to be lifelong learners through agile and
qualifications and opportunities for flexible learning flexible learning lifelong opportunities
which results in getting stuck in sunset jobs
WHAT WE NEED TO DO:
• 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
FURTHER ED
TE PAE TATA - CURRENT STATE TE PAE TAWHITI - FUTURE STATE
Institutions are not supported/committed to re-design/ Tertiary institutions are supported/required to create an
transform, thereby sustaining a history of inequitable equitable, innovative and culturally responsive tertiary
6
outcomes system by design
WHAT WE NEED TO DO:
• 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
PUTA I TUA – FUTURE SKILLS STRATEGY National Employment & Skills Report March/April
March 2020
202117
EMPLOYERS
TE PAE TATA - CURRENT STATE TE PAE TAWHITI - FUTURE STATE
Mono-cultural work environments isolate Māori, Industries see the growing Māori workforce as the
resulting in a concentration in fewer and more labour country's greatest asset, and build strong relationships
intensive industries and pathways to grow Māori leadership across all
industries and at all levels
WHAT WE NEED TO DO:
• 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
PUTA
National
I TUA
Employment
– FUTURE &
SKILLS
Skills STRATEGY
Report March/April 2020 March 202118
TARGET OF PROJECTED NET GAIN OF
NGĀI TAHU FUTURE SKILLS STRATEGY
+6000
MĀORI IN HIGH-SKILL JOBS
TAKIWĀ OPPORTUNITY OVERVIEW +21000
HIGH-SKILL BY 2026
NET GAIN IN PRIORITY, HIGH-GROWTH SECTORS AND HIGH-SKILL OCCUPATIONS BY 2025
INDUSTRIES
+4900 +4200 +2200 +2100 +1800
BUSINESS, HR & MARKETING HEALTH DESIGN, ENGINEERING & SCIENCE EDUCATION TECHNOLOGY
HR & Recruitment Registered Nurse Engineer Primary School Teacher Software Engineer
OCCUPATIONS
Management Consultant Nurse Manager Quantity Surveyor Secondary School Teacher Systems and Data Analyst
Policy Analyst Physiotherapist Architect Higher Education Lecturer Programmer
Sales, Marketing and PR General Practitioner Environmental Scientist Web Developer
Accountant and Auditor Accountant and Auditor Network Professional
Business & Data Analyst Patient Care Engineering Teaching Java & JavaScript
SPECIAL SKILLS
HR Processes Care with Mental Health Quality Surveying Science SQL
Marketing Occupational Therapy Adobe Suite Technology C# & .NET Framework
Sales Rehabilitation Environmental Science Mentoring Web Development
Accounting Paediatrics Pest Control Tikanga Māori Cisco & Networking
TRANSFERABLE
Communication Writing Planning
SKILLS
Teamwork/Collaboration Microsoft Office Project Management
Creativity Design Thinking Research
PUTA I TUA – FUTURE SKILLS STRATEGY National Employment & Skills Report March/April
March 2020
202119
A CALL TO ACTION!!
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.
PUTA
National
I TUA
Employment
– FUTURE &
SKILLS
Skills STRATEGY
Report March/April 2020 March 2021You can also read
