I hereby give notice that an ordinary meeting of the Ethnic Peoples Advisory Panel will be held on:

Date: Thursday, 23 May 2013 Time: 5.30pm Meeting Room: Boardroom Venue: Auckland Town Hall Ground Floor 301-305 Queen Street Auckland

Ethnic Peoples Advisory Panel

OPEN ADDENDUM AGENDA

MEMBERSHIP

Chairperson Dr Camille Nakhid Deputy Chairperson Rev Amail Habib Members Mrs Asoka Basnayake Ms Bevan Chuang Mrs Sadiqa Hajee Mr John Hong Mr Kafeba Mundele Mrs Ann Pala, QSM Ms Grace Ryu Mr Jeet Suchdev, JP, QSM Mr Kudakwashe Tuwe Ms Susan Zhu Cr Richard Northey

(Quorum 7 members)

Tam White Democracy Advisor

17 May 2013

Contact Telephone: (09) 307 7253 Email: [email protected] Website: www.aucklandcouncil.govt.nz

Note: The reports contained within this agenda are for consideration and should not be construed as Council policy unless and until adopted. Should Members require further information relating to any reports, please contact the relevant manager, Chairperson or Deputy Chairperson.

Ethnic Peoples Advisory Panel 23 May 2013

8 Chairperson’s Report Racism conference and Council report 5

9 Panel Members’ Reports

Attaching the report from member Kudakwashe Tuwe 23

Conference on Racism and Discrimination: Does racism impact on Auckland as a diversity city? A particular focus on discrimination in employment and seeking solutions

Host: The Ethnic Peoples Advisory Panel (EPAP), Auckland Council

Sponsors: Auckland Council, Auckland University of Technology

Venue: Auckland University of Technology (AUT), Sir Paul Reeves Building

When: Saturday 27 April 2013; 9am to 2:30 pm

Keynote speakers: His Worship the Mayor, Len Brown, Dame Susan Devoy, Race Relations Commissioner

Participants: Derek McCormack, AUT Vice-Chancellor; members of Parliament; Auckland Councilors and Local Board members; community leaders; representatives of ethnic organizations; individuals from diverse ethnic, migrant and refugee backgrounds; New Zealand Police; Government officials; Council officers; and the media.

1.0 Executive summary

 The EPAP hosted a mini-conference on racism on Saturday 27 April at the Auckland University of Technology. Racism – does it impact on Auckland as a diverse city? The purpose of the conference was to find out the extent to which racism impacts on Auckland’s ability to be a diverse and inclusive city. The Panel considered that it was time for an open discussion on racism and finding solutions.

 This report summarises the key themes and opinions expressed by speakers and participants at the conference.

 Both keynote speakers-Mayor Len Brown and Race Relations Commissioner, Dame Susan Devoy, acknowledged that there was racism in Auckland. They promised to tackle racism in their official capacity. It was also acknowledged that there was a history of confronting racism in NZ and growing acceptance of diversity and difference, demonstrated by the recent passage of the Marriage Equality Bill.  Dr Camille Nakhid, Chair of EPAP, and several other speakers, defined the core issue as about “power”, “white supremacy” and the fear of losing control and defining what is “normal”. It was important to have the debate on racism now before extremism and violence developed.

 These sentiments were also echoed by other speakers, who spoke of the racism they experienced personally. This included the inability to obtain employment and access to services; discrimination and human rights abuse.

 Discrimination in employment is one of the biggest issues facing migrant communities and those from refugee backgrounds.

 In order to eradicate racism from New Zealand, collaboration between different sectors, employers, government, communities and individuals was needed.

 These issues were explored further in the panel presentations and workshops and solutions developed. 1

Agenda Page 1

 One of the outcomes of the conference is to provide solutions to racism especially in employment. Education of the host community, changes of government policies, and increased responsiveness to ethnic communities from the government, business society and other bodies were recommended.

2.0 Solutions

1. We need to love, tolerate and accept each other 2. Everyone has a responsibility to confront racism 3. Host communities should be educated about different cultures to increase public awareness and greater acceptance 4. Ethnic communities need to be assertive and work together to eradicate all forms of racism in New Zealand (personal, structural and institutional) 5. Change is needed in the system, including policies and best practice models 6. Business sector needs to work together to combat racism, promote benefits of a diverse work force

3.0 Background

In Auckland, ethnic people are a growing and significant component of the population - about 40% of Aucklanders were born elsewhere; and about 180 different ethnicities live in Auckland.

EPAP are aware that there racism is a problem in Auckland and New Zealand- especially in employment. Their hosting of a mini-conference provided an opportunity for ethnic communities and others, to discuss their experiences and identify solutions.

Racism has recently become an issue of considerable media and public interest with the appointment of a new Race Relations Commissioner and a TV3 viewer poll in which 76% of respondents agreed New Zealand was a racist country.

4.0 Mihi/Welcome from Council Kaumatua Bobby Newson

On behalf of Auckland Council, kaumatua Bobby Newson welcomed the Mayor of Auckland, the Race Relations Commissioner, AUT vice-chancellor, members of parliament, councillors and local board members and everyone to the conference

5.0 Mayor Len Brown

The Mayor acknowledged the EPAP for organising this conference on racism. He especially thanked Dr Camille Nakhid, Chair of EPAP for her efforts. He also appreciated the willingness of the new Race Relations Commissioner, Dame Susan Devoy to attend the conference. As racism is an issue in New Zealand, the role would be a challenge for her. The role needed courage and determination, said Mayor Brown. He described Devoy as a woman with a "real heart; a heart for the people".

The Mayor acknowledged that “Racism existed in New Zealand and Auckland, and that it should be combated”. In multicultural city like Auckland, people needed to learn to “love each other”, he said. He wanted “our diversity to define our unity”. Everyone had the responsibility to fight and confront racism for the sake of our children and grand children. Tolerance and acceptance are important and needed in the world today. New Zealand does have a history of confronting racism e.g. the 1981 Springbok rugby tour, but unfortunately, racism was sometimes tolerated. The Mayor highlighted that commitment and collaboration are essential to

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Agenda Page 2 combat racism. The Mayor quoted Nelson Mandela: “Racism must be consciously combated, not discreetly tolerated”.

6.0 Dr Camille Nakhid, Chair EPAP

Dr Nakhid thanked the Mayor for his support for the conference. She also thanked the sponsors of the conference.

The conference brought different communities together for the purpose of openly debating and finding solutions for racism. Dr Nakhid defined the core issue as about “power”, “white supremacy” and the fear of losing control and defining what is “normal”. This had a huge impact on ethnic communities and their human rights. It was important to have the debate on racism now before extremism and violence developed.

The full text of the speech is attached to this report as Appendix 1.

7.0 Dame Susan Devoy, Race Relation Commissioner

Dame Susan acknowledged the controversy surrounding her appointment. She said that it showed people cared about race relations, but it was important not to pre-judge people and give everyone regardless of his/her ethnicity a “fair go”. She noted that since 1971 when the position was established, commissioners had been of different ethnicities, including: Pakeha, Fijian Indian, and Jewish. Dame Susan said she was glad to take the appointment that had challenge and responsibility, and that she was planning to add to the legacy already built by the previous commissioners and make a difference.

Referring to the TV3 views poll, Dame Susan said New Zealanders should be “ashamed” to see themselves a racist country, and should be aiming to have the finest race relations in the world. Last year alone there were about 6000 human rights complaints made to the Commission about a third related to race.

Dame Susan said that “Racism and discrimination are the result of ignorance of others’ cultures.” It is a particular issue for Auckland because about 40% of the total population of Auckland was born overseas. By 2040 there will be no one majority ethnic group in Auckland, and we must prepare for these changes.

In February, the United National Committee on the Convention for the Elimination of Racial Discrimination reviewed New Zealand’s progress in improving race relations. The UN Committee said it appreciated a range of laws and policy and programmes that had been put in place to combat racial discrimination but recommended a range of improvements. Dame Susan acknowledged “Although the New Zealand Human Rights Commission aims for best practice in combating racism, we do not claim to have achieved it.”

The full speech can be found at http://www.hrc.co.nz/2013/racism-does-it-impact-on-auckland- as-a-diverse-city

7.1 Questions and discussion

The key points from the general discussion which followed were:

 When people are filling forms there is a question on the form that says which ethnicity you belong to? On the form there are options to select from the list of different ethnicities such as Pakeha, Asian, and Maori. Unfortunately, most forms then only give the option of “OTHER”. There is a concern there is no specific options, for other ethnicities.

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Agenda Page 3  The issue regarding the foundation and operation of some of New Zealand’s political parties, specifically Maori and New Zealand first. These parties advocate and stand for a specific racial group. There was a concern that these parties do not incorporate and include other ethnicities.  Being stopped by customs at airports was a particular issue  Concern about safety and security particularly for Asian people in big cities of New Zealand. The representative from New Zealand Police stated that complaints from ethnic people were taken seriously by the police and actions would be taken.  Discrimination in employment- applying for numerous jobs, being shortlisted and interviewed on several occasions, but unable to secure the job.  Rejection suspected because of ‘non-European’ name or accent.  Unemployment is a general issue in New Zealand and migrants need to keep trying and think about retraining or how they can adapt.  We should stop talking about racism and focus on “humanism” and educating people about each other and different cultures.  Positive examples of respect and generosity from (native) New Zealanders-and view that migrants needed to cooperate with local people and think what they needed to do to improve relations.

8.0 Finalists in the Secondary Schools Race Unity Speech Competition

8.1 Peter Muzariri (St. Peter’s college)

8.1.1 Main themes:

 Discrimination is where particular groups are treated worse because of race or colour  All men are created equal. All religions acknowledge the equality of human race.  We do not see equality of race here in New Zealand. Therefore, we need improvement.  I have a dream just like Dr Martin Luther King - to see that racism totally eradicated from New Zealand.

8.2 Lute Sikalu’s Speech (Lynn-field College)

8.2.1 Themes:

 There is a general stereotype regarding Tongan persons in New Zealand. They are classified as people engaged to low paid jobs. They are not expected to be engaged in high management positions, as engineers, doctors or other skilled professionals.  Race unity is needed in New Zealand. We need to respect each other and work together.  We are all human begins from the same origin. Let us practice the best saying of Jesus ‘treat others the way you want to be treated.’  Our children and grandchildren will live in peace, if we do something about it now.

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Agenda Page 4 9.0 Panel Presentations

9.1 Brian Carran - owner of Mt. Albert Pak’n Save

Mt. Albert Pak’n Save is renowned for employing people from different ethnicities, and has won awards for nurturing diversity in the workplace. At the moment, there are over 300 ethnic people employed. Half of the staff were not born in New Zealand. “

There is racism in New Zealand from employee to employee, or employee to customers. If we allow it, racism flourishes and becomes deep rooted in our society.

There is racism in recruitment in New Zealand as well. The option that many ethnic people have is to leave for Australia, Employers need to take into account the needs of ethnic employees. For example, employees from Pacific Island want the day off on Sunday to go to church. Practicing Muslims need Fridays day off so that they can go to mosque. Many ethnic people need to travel to their home land every three or four years and be away for a few months. It is not difficult to develop work schedules around these issues (acknowledging that Pak and Save was a larger employer than most New Zealand employers). Some ethnic communities have a good reputation amongst employers. For example, Filipinos are known for their hard work and commitment; Fijian Indians are known for their tolerance and patience towards others. These examples show that business owners would benefit from employing ethnic people.

9.2 Dennis Maga, National Coordinator Magrante Aotearoa /Support Coordinator First Union

The job market in the retail sector was heavily racialised.

People who are setting the rules have the power to discriminate. Some large companies go to the United Kingdom to recruit managers. In addition to this, many retail stores employed white South Africans as managers, while Filipino, Fijian and other non-white workers only being given lower level jobs. Some stores employ Indian night shift managers mainly because they wanted to employ young workers from India with student visas for the night shift.

9.3 Maryam Perreira, Director Opal education Services

New Zealand has demonstrated white-supremacy. Racism is legacy of British colonialism and people who still think they are living in a British Dominion. The country was built on white power, with white supremacy continuing to exist.

White-power is the promotion of a Eurocentric view which insists that white culture is “normal”. We are bi-cultural country. In such a society, there should be a room for all of us. Until biculturalism is taken seriously, multiculturalism will not flourish, and the doors of opportunities would continue to close to non-white people.

9.4 Tuwe Kudakwashe, EPAP

Tuwe Kudakwashe focused on racism in employment in New Zealand.

Even if a person is qualified for the advertised job, he/she cannot get the job because of the colour of her/his skin. This forces many ethnic people to be engaged in low paid jobs that do not need any qualifications.

Some government departments demonstrate racism. For example, the New Zealand customs officers picked up on him on several occasions for further customs’ search and investigation. 5

Agenda Page 5 He refused to accept this racial abuse, and demanded to see the manager. Despite this, the same thing happened the next time and it took several efforts to get the issue addressed. One factor is that very few non-white people are employed by Customs. Racial abuse from government agencies is not acceptable.

10.0 Workshops

10.1 Workshop presentation by Ann Pala EPAP

10.1.1 Main themes:

 The Universal Human Rights Declaration states that everyone’s right must be respected.  In the recent TV3 viewers’ poll 76% of respondents thought that New Zealand was a racist country. This shows that there is no equality. There is ‘blind democracy’ in New Zealand.

10.1.2 Discussion at the workshop

 Being one of the key employers in Auckland, Auckland Council should be a role model for other employers by employing ethnic people. It would be good to release data on the ratio of ethnic employees at frontline and middle/senior management levels in the Council.  Council should develop and implement internship initiatives to attract ethnic people.  Council should support ethnic communities to have better access to housing, health and employment.  Important for Council’s to work together with employers and relevant agencies in a bid to create policies for better opportunities.  How far can Council influence government policies?  Employment opportunities should be given to ethnic people in different government departments.  What will be the next stages after the conference-need for an action plan.  EPAP will present the questions and issues raised in the conference to the concerned local and central government bodies.  Essential to have more participation from employers in conferences like this in the future.

10.2 Workshop presentation by Amail Habib

10.2.1 Main themes:

 Racism is widespread in New Zealand-backed up by the 24 April 2013 TV3 viewer’s poll. About 76% of the respondents believed that New Zealand was a racist country.  Auckland has the most qualified taxi drivers in the world. Doing such kind of job for highly educated and qualified people result in loss of self-esteem and self- respect. Children of underemployed migrants feel ashamed at school.  Structural and institutional racism in New Zealand are some of the factors preventing people from getting jobs according to their qualifications.

Rev Habib told of the recent employment discrimination experience he had in New Zealand. He could not get the job because it was reserved for white Europeans and English must be applicant’s first language. This indicates that applicant’s skills and abilities do not really matter.

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Agenda Page 6 But the skin colour and speaking English as mother tongue. Rev Habib was pursuing the matter with the Human Rights Commission.

10.2.2 Discussion at the workshop

 Concern that New Zealand immigration is marketing New Zealand in order to attract migrants. However, when migrants arrive here, the story becomes different. They face a lot of difficulties and challenges. There is lack of employment assistance for migrants in New Zealand.  Ordinary New Zealanders are not fully aware who ethnic people are. Government has not done enough to accommodate ethnic people. As a result ethnic people will continue to experience difficulties finding employment and underemployment levels remain disproportionately high.

10.3 Workshop presentation by Professor Edwina Pio

10.3.1 Main themes:

 Psychological fact that we are all racist-in order to preserve communities. We tend to learn to like people who look like us.  New Zealand has done pretty well relative to other countries of the world; for example much lower unemployment rates amongst foreign born people than other countries like Denmark as the following statistics showed.

Country % unemployment % unemployment native born foreign born NZ 5.4 6.2 Denmark 6.9 14.5 South Africa 28.5 16.6

 However, in New Zealand, some ethnic people were more employed than others. For example, the 2006 census shows that, in New Zealand, about 91 percent of Filipinos were employed followed by Zimbabweans (89.2 percent). According to professor Pio, New Zealand has done well in corruption and treatment of women over other countries of the world.  But this is not to say that there is no racism in New Zealand. Rather, racism is a continuum in New Zealand.

10.3.2 Discussion at the workshop

 Concerns about “disengaged” young migrants and refugees. In New Zealand, young migrants lack networks support and employment prospects. This situation may force them to be engaged in criminal activities. Convictions and criminal records have an impact on future employment prospects.

11.0 Overall conclusions

 Racism does exist in Auckland. This was acknowledged by the Mayor of Auckland and Race Relations Commissioner  This includes institutional and personal racism  Ethnic people experience racism and discrimination from government, business and ordinary people  A key complaint from members of the audience was that New Zealand employers discriminated against people on basis of colour when deciding who to give jobs to. 7

Agenda Page 7  Racism should not be tolerated; nor feared.  Racism was mainly caused as a result of ignorance of other’s cultures  Cooperation between government, Council, business people, and individuals is necessary to combat racism.  Government, Politicians, the media and other institutions have a role to play to combat racism. Failure to address the issue results in marginalisation of ethnic people and impact negatively on the society as a whole.  Raising public awareness of the local population regarding rights and needs of ethnic people is essential. It would help to dispel misconceptions that fuel discriminatory practices.

12.0 Solutions

 We need to love, tolerate and accept each other  Everyone has a responsibility to confront racism  Host communities should be educated about different cultures to increase public awareness and greater acceptance   Ethnic communities need to be assertive and work together to eradicate all forms of racism in New Zealand (personal, structural and institutional)  Change is needed in the system, including policies and best practice models  Business sector needs to work together to combat racism, promote benefits of a diverse work force

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Agenda Page 8 APPENDIX 1

Ethnic Peoples Advisory Panel – Racism Conference

Saturday 27 April, AUT University

Chair’s Opening Remarks

Kia ora, welcome and thank you all for being here today. Welcome to our special guests, Mayor Len Brown, Race Relations Commissioner Dame Susan Devoy, Vice Chancellor Derek McCormack, Before I begin, I would like to acknowledge the passing of the Marriage Equality Bill, a bill that guarantees equal rights for many in our society. We are here today to discuss how racism impacts on our human rights and the Marriage Equality Bill has gone one step towards letting us know that discrimination in any form, for any reason and a denial of our rights is unacceptable. Rights are indiscriminate.

So we applaud Louisa Wall who sponsored the bill and the many members of parliament from all parties who supported her.

To be honest with you, it has not been easy getting here, to this conversation on racism. Conversations and debates about racism are not the most comfortable of topics for many. In our efforts to host this conference we met with a considerable amount of opposition, and I am telling you this, not to be provocative but to highlight the discomfort that many feel at discussing a topic that impacts on all of us – some favourably, for many, much less so.

But this conference is about finding solutions to the problem of racism, or as Ann Pala would say, ‘actioning’ solutions. As a people, living in Auckland, in Aotearoa, on this earth, we have a responsibility to do what we can to erase racism. For us as an ethnic panel, we were not given this role to remain unsure or hesitant about whether or not to take action on this issue. We have a responsibility to make a decision because while we are busy deciding whether or not racism exists in this city, the further we are left behind and the more disadvantaged we become; and the structures that maintain and sustain racism become more entrenched. And, as a result, the harder it becomes to recognize these structures, to expose them and to break them down.

We need to understand racism, to know what it is about, its origins, how it operates, its pervasiveness, its normalcy, its taken for granted practices, if we are to do something about it. We need to hold these debates on racism now, because if we don’t, when do we do it? When the rocks are thrown through windows, when the cars are set on fire, when angry ethnic youth and pakeha nationalists clash violently in the streets, when bombs are set off during the Round the Bays run? Let us do it now, while we are still a civil society, while we

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Agenda Page 9 are still willing to talk. James Flynn wrote in the New Scientist, “To run away from debate is like unilateral disarmament: it leaves the enemy in possession of the field.”

Racism is about power. The power to define, to exclude or to include, the power to say what is normal. Take a look at our own lives and the world around us and think about who we have objected to, what races and cultural practices we have criticized, opposed or denied. Then think about the impact that this has had on those people, their cultures, their life chances.

It is constantly said that we are all racists, that racism will always exist, that we will never get rid of racism. That may be true. But while racism may be about power, it is also about fear. The fear of losing the power to define, to exclude and include, to control, to say what is normal. We do not want to give up that power or to know that it will be taken away from us. We are afraid. We want to remain in front.

But look again at the Korean boy standing in front of you, the burka clad woman walking towards you, the African man working in your department, the Sikh, the Chinese, the Arab, the black, the white, the yellow, the brown and all the colours, cultures, ethnicities and religions in between, and let us ask ourselves, do I really want a world in which the only way I can walk in front is to walk alone?

This morning, I am pleased to have the new Race Relations Commissioner Dame Susan Devoy, deliver the keynote address for this conference.

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Agenda Page 10 APPENDIX 2 EPAP Conference Questionnaire results: (This composite response has been collated from 19 individuals who either directly answered the 3 questions below or other general/uncategorised responses in the form of emails)

1. What do Council and employers need to do to convince employers (and themselves) to employ a diverse workforce?

 Council should be auditing its own practice and setting an example to the wider community. This includes ensuring procurement policy that incorporates requirements for equal opportunities policies of all companies tendering to the Council.

This should be carried out at central government level as well.

The agencies providing support and services to the refugee and migrant community should be supported adequately financially to provide the advice and support to their communities so they are well placed to compete in the market. The Council has a role in ensuring groups such as Migrant Action Trust are resourced adequately.

 Talk to them (Employers)! You may find that most business’s already employ diverse workforces. Encourage employment candidates to gain further education, to be competent in English, and to accept a lesser job as a stepping stone to their preferred employment. Ethnic leaders need to impress upon their people that one person’s bad behaviour can affect the opportunity for the next of their group who applies. Success breeds success! Perhaps the Mayor could have demonstrated his genuine concern for the subject by attending for the whole day, by participating and listening to his constituents rather than just attend to listen to himself for 15 minutes longer than invited and leaving after the photo shoot opportunity was over.

 The Auckland Council can reiterate, time and again, the existing policies of equal employment opportunities in its publicity material and also practise these in its own recruitment process/employment. These policies and practices should be widely disseminated through the publications of the Council. The Council can hold meetings with Businesses, Employers and Recruitment Agencies, from time to time, within its jurisdiction on the need of enforcing these equal opportunity policies in the best interests of all to make Auckland Council a world-Class model to attain the status of most liveable place in the world.

 They have to take the issue of racism seriously. Firstly the fact that racism has evolved has to be acknowledged. Secondly, there ought to be ongoing workshops to educate employers and the council about racism and that racism can co-exist with good intentions.

 Organise a symposium for business employers and identify others those who can relate successful stories about the diverse groups of people they employ and the benefits they derive from them. The forum could also bring some speakers to enlighten the participants on the issues of discrimination to set the platform for discussion

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Agenda Page 11  Large organisations and companies should be required to follow the Pak and Save culturally empathetic stance;

 With regard to small business, this will be a very personal attitude change and will naturally follow attitude and behavioural change in society. We can enforce anti- discrimination laws more fully but adding further regulations will perhaps be counter productive as small organisations already feel pressured by too much bureaucracy.

 May need to try hard hitting advertising campaigns such as the drink driving and smoking campaigns. Australia have very good media releases/adverts regarding refugee issues and familiarising the civil society with ethnic communities and refugee specific information - also they have anti discrimination adverts that reach out and are “simplified” to reach and be understand by a wide ranging society. I can possibly source some of this material if you so wish. Campaigns such as these on mainstream TV/media outlets will naturally and gently change attitudes, people will become familiar with “other” and then this may have a knock on effect of employers a diverse workforce when employers see past the accent, the colour, the name and employ on skills and competency.

 Council need lead by example - be nice to see an elected member of the Council from the ethnic community.

 A diverse workforce enables many different viewpoints to solve problems because people are coming from different ethnic groups, countries, genders, ages, workplace backgrounds, industries, experiences, knowledge, capabilities, skills, etc. This provides many diverse ideas that sets the scene for discussion with the aim of looking at issues from different viewpoints to come up with innovative and creative ideas to create competitive advantage across all the disciplines of an organisation whether it be for profit or not for profit. This doesn't happen from a workforce that lacks diversity that creates employee stagnation and resistance to change due to not wanting to move out of their comfort zone.

 Auckland in common with other major centres has an abundance of small businesses, operating predominantly in the retailing, service and maintenance sectors. They represent an enterprise culture based on informality and workplace relationships that have a common denominator. Employers fitting this description are reluctant to break the homogenous mould of the organisation structure on the assumption that the admission of a foreign born and trained worker will not provide a good fit with the introduction of a different behaviour and language pattern. Such employees are also seen as requiring a disproportionate amount of supervision and hand-holding that carries a cost in terms of lost productivity and communication barriers. To change these attitudes requires a lot of convincing with the support of skilled intervention involving work brokers and mentors, preferably from an ethnic background to facilitate the absorption in measured doses of new settlers into employment. Specific trade and skill sector membership organisations should also be involved in the process to familiarise their members with an effective prescription for workplace diversity.

 Provide the opportunity for migrants to prove themselves. Employers will benefit from the loyalty, dedication, hard work and strong work ethic that most migrant workers demonstrate.

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Agenda Page 12 A diverse workforce encourages tolerance, acceptance and brings life to the workplace. Employers must give migrants a chance. How can migrants gain New Zealand work experience if employers always give preference to those who already have NZ work experience?

Council should fund credible organisations to coach migrants to become “New Zealand work ready” so as to ease the burden on employers in having to hand- hold or train migrants. Ideally these coaching session should be delivered by experienced and successful migrants, who understand booth employer and migrant issues.

 Awareness to SME about the talent pool that migrants possess.

 If communication is clear from the employer, language should not be a barrier.

 Give people a chance. the 90 day employment contract is a great way to test talent.

 Employment is critical point, especially when considering racial influences which hinder chances of ethnic minorities getting job, for example migrants and refugees may find those barriers a factor. As far as those issues are concerned, it is crucial for council to encourage both private sector employers and council sectors to not overlook other ethnic minorities when picking any rightful candidates for job. In my opinion, cultural awareness and recognition should be immense when dealing with employment ethically, as stereotypes and other forms of institutionalised composition tend to inflicts and creates some despairing expectation for those mentioned groups.

 Encourage employers to have an up-to-date Race Equality Policy

 Provide evidence, based on researches done in New Zealand or in overseas, that clearly show the benefit of having such a workforce for the company and the society in whole.

2. What steps need to be taken to ensure that racism is not a factor for ethnic communities when hiring persons/seeking housing/accessing health care services, etc? If it is deemed to be a factor, how should Council and the person concerned best respond?

 Effective advocacy and representation is key to combating unlawful activity of any kind. This requires resourcing of appropriate organisations to provide that. The Council should play a role in this if it takes the issue seriously.

 Talk to the ‘Gate Keepers’ (HR Managers and Business Owners) either directly or through their professional organisations. Don’t attack them with comments like “white supremacist privileged majority” if you want them to listen. Accentuate the positives like, ‘a diversified work force is directly in representative of your customer base!’ Loyalty, reliability, honesty etc.

 Educating the people and creating awareness of the universally recognized Human Rights is the best way to make the 'Racism' a relic of the past as has been 'Slavery' and 'Aparthied'. Let us emphasise on Humanism rather than Racism. The policies and practices of the Council need to be clear to be on these matters.

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Agenda Page 13  There ought to be ongoing anti-racism workshops. Additionally, there ought to be clear anti-racist policies that guide employers and other representative agents of institutions.

 Public sector heads also need to be come together, preferably with the configuration of their top management staff, to compare notes to see how most of the top positions do not represent the presence of other ethnic groups. Something like having a representative from either race relations office, human rights office or even EPAP representative to sit in the interview panels to ensure each candidate is treated fairly. EPAP could play an important role in identifying certain people from within the community who might from a pool of resources whose expertise can be made available in this regard.

 Civic classes in schools made compulsory and to include information on cultural and religious diversity. Make it the norm within education not someone that is marginalised or seen as “other” or “less than important”.

 Support networking and share information between all social service agencies including NGOs, refugee/immigration agencies. Fund appropriately. Encourage co- operation between ethnic groups.

 Give EPAP more funding and power to influence Govt agencies and employers

 Liaison more with the business sector, commerce

 Set up regular conferences and have more discussion. Also get publicity by attracting such people as Devoy.

 Policy and procedures need to be from top to bottom within any organisation. Example of the Police where Commissioner had directed more ethnic communities be reflected within the police. This needs to happen in all organisations, however the challenge is for the smaller employers. NZ is a nation of small business owners - majority of which employ less than 15 people per organisation. Employers are risk adverse. We should be targeted the small business owners directly. Rather than PaknSave be invited to such a conference, the Chamber of Commerce, Rotary, business round table type organisations be present and participate in such debates.

 Employers need to be fully aware of the requirements of the Human Relations Act that is part of the law of New Zealand and the consequences of breaching this act should they be caught out or reported to the human rights commission.

Hiring persons: Having a code of ethics, recruitment and selection policy, induction, training and socialisation programmes, EEO policy- that explain that discrimination by race is not tolerated by their top managers and organisational members and all violators if proven guilty may be dismissed from their employment immediately.

Seeking housing: Bank managers need to treat minority groups applying for loans the same as they do for anyone else such as from a majority group. The final decision in hiring a person is that the best person with the appropriate qualifications, experiences, knowledge and skills should be selected for a vacant position

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Agenda Page 14 Accessing health care services: Medical practitioners need to treat minority groups wanting health care the same as they do for anyone else such as from a majority group. Treating all ethnic groups as equals should be the norm

 Racism per se is not very evident in New Zealand, but discrimination exists at all levels of society. This is rarely based on appearance. The distinguishing feature that sets people apart is the way they behave and speak. Regardless of complexion individuals speaking New Zealand common English are assumed to be native born and locally educated and therefore familiar with Kiwi custom and acceptable behaviour. Accustoming migrants with the New Zealand lifestyle and public perception, supported by improvements in colloquial spoken English will lead to greater familiarity with our expectations and behaviour resulting in social acceptance. Similarly, generational New Zealanders must be given the opportunity to gains a better understanding of the cultural differences that have the potential to set us apart. Bicultural facilitation from established settlers and ethnic societies can make a meaningful contribution in this regard.

 Employers also need some cultural diversity training and coaching to prevent stereotyping based on presumptions.

When filtering CVs, employers need to select applicants for interview not by the name of the person, but by the skills and experience that demonstrate the merit of the prospective employee.

It is very difficult to get feedback from employers on why the applicant was not successful. Migrants love to receive some feedback so that they can address those issues. Employers may fear repercussions by offering feedback. Therefore some protection needs to be granted to employers where legal impediments may exist in terms of privacy and confidentiality.

 Council should provide and fund a mediation service with the assistance of skilled intermediaries in HR recruitment, housing advocacy and health familiar with ethnic attitudes and cultural differences.

 You cannot change personal behaviour and opinion. BUT you can measure outcome and outputs. You can only do this with government bodies, as you have very little power over private housing.

If (x) numbers apply for housing- breaking down to ethnicity- and ( y ) is allocated. A data analysis will show how the public sector works

The conference highlighted, how hard it is to get work for migrants, BUT it is hard for everyone. I am having Master students from Auckland University applying for receptionist positions. Being an employer , I will pick the best candidate, with a good past history and good references.

 Race should not be a factor or predicament in those critical areas. Under human right act, people should not be discriminated against base on skin colour or race. I believe that, all identified aspects are basic needs and equally important for people to be able to exercise their requirements or needs as the rest of people. In my opinion, council have that capability of promoting cultural consciousness or awareness if those issues do exist.

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Agenda Page 15

 Education! New Zealanders should be fully informed about the dangers of prejudice and racial tension. ... our institutions and systems should implement policies that promote racial equality, for example real estate companies should be updated about racism and how they can help to stop any institutionalised prejudice.

3. How should ethnic communities deal with issues of racism that they believe impact on their opportunities to progress?

 Set performance standards, expectations, within their own communities. Interestingly I commented that the best Asian employees are Pilipino and later in the day it was revealed that they had the highest employment rate….I rest my case! Many ethnic employers are the worst at employing with a racial bia’s. Don’t believe me, drop into any Fruit World and look for the white guy! This is a two sided story.

 The only proven track of world experience has been to continue to struggle, leave not a single opportunity to create awareness, educating the people. Moblise the people, if need be. Mere lip service does not work always.

 Communities ought to organise and agitate for change. communities must lobby and demand change.

 Register them with EPAP or even with Human Rights Commission and between them they could assist individuals to call for the review of the decision made against them. Please be mindful that many a times these employees are part of the organisations as low level employees and there is a fear of further discrimination against them and therefore many a times they do not register their grievances with outside organisations.

 Expand the scope of the ethnic panel.

 Employ suitably trained pan cultural advisors to work in CABs and WINZs

 Have ethnic communities represented in the council and in Parliament

 Report racism or suspicion of racism within the workplace that hinders opportunities of promotion to appropriate body

 More liaison between ethnic communities to discuss such issues and lobby those organisations that are guilty of such practices.

 They need to report any violations of the act such as discrimination in employment and including the recruitment and selection process to the human rights commission if they have sufficient evidence to build a case against those parties that violate any relevant clauses of the act.

 Official channels and legal redress rarely achieve the desired outcomes. In many instances the lead to a hardening of attitudes based on resentment and retaliation. Informal mediation leading to constructive dialogue and understanding should be the preferred method of overcoming obstacles to entitlements and services based on assumed discrimination. In such cases access to qualified culture brokers as mediators, who have an understanding of the sensitivities that have given rise to the

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Agenda Page 16 concern should be the preferred option. Situations of this kind are frequently the result of misunderstandings that can be resolved in facilitated meetings between the provider and the affected party. Again, an element of counselling both parties individually will go a long way towards creating a harmonious multi-ethnic society.

 This is hard to prove unless it is overt and evident with recorded or written substance. To get a reliable witness may be difficult as many such incidents arise on a person to person basis. Deficiencies in language skill can also get in the way and lead to misunderstandings.

It is questionable whether Council could play a role in this area of concern, which is already covered by other agencies of the State.

 I am a third generation Indian KIWI, but I am always going to be brown and my name is Patel, so I am judged before I get to step 2. No easy answer or solution.

 I believe that, tolerance is important in these aspects. There should to be cultural understanding and not ok slogan to help and persuade people not to tolerate any forms of prejudice. I strongly believe that, racism is totally negative and it separates people rather than bringing people together, as I think that people can learn some undiscovered and unique things from each other rather fearing each other.

 Racism is an on-going issue in all Western countries so it should also be an on- going task for all the communities to address it and constantly monitoring it by collecting and analysing information from their members , making recommendations for the authorities.

And also considering other activities such as: - Publish regular newsletters providing information and evidence about their communities’ achievements and contributions to the society such as contributions towards schools. - Promote the safety of the society and campaigning against all shapes of racism , prejudice and discriminations , by organising cultural events and gatherings supported by the Council.

4. Other generalised/uncategorized responses through emails:

 I am a Social Entrepreneur re-defining status, race, religion, gender and age while I work towards a doctorate in the philosophy and pioneering of an entrepreneurial education system for youth as an alternative to the employment driven education system which breeds a culture of abuse and violence. For me, entrepreneurism is the answer to combat racism, discrimination and all sorts of abuse and violence being passed on from one generation to another. My vision is that charging for time – employment – is a practice of the past – the third millennium society will be entrepreneurs and therefore a healthy society.

So let the Council and yourselves encourage those without jobs to become entrepreneurs and if they want to know how let them ask me as I had to trade myself out of poverty.

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Agenda Page 17

 Other additional comments: 1. Having a forum on Racism with a focus on employment with a single business person present is not destined to achieve much. 2. Attacking the job creators, who have worked twice as hard as the average person, and who have risked everything they have time and time again is counter productive. 3. Get some serious buy -in from the Mayor, not just political posturing! 4. Recognise that solution to Employment is a Governmental issue more than one that can be solved at a Local Authority level. 5. Recognise that there is a fixed pool of jobs, that people are not moving around, that many business’s are retrenching and reducing staff. 6. The only answer is to expand the pool of jobs. 7. Suggestions for Government;  Support any initiative that will bring down the NZ Dollar which will stimulate manufacturing and the job market.  Support any other Government initiative that will support the growth in jobs….particularly in the Regions where the infrastructure is under utilised and housing is more affordable. An example - Government could offer Tax breaks for Companies to establish new enterprises in the Regions ie Unemployment in Taihape is say 13%. Company tax is 28c - 13c = 15c. That Company then has funds to expand and grow and employ more people and when the “white privileged owners” draw there funds out of the business they have to pay 15c extra tax rather than 2c because they only have 15c imputation credits….and Government breaks even!  Reduce the pool of available employees by freezing immigration for a couple of years. Create a demand for employees rather than a demand for jobs. This will achieve what the Unions are looking for.  Reverse the direction of the Superannuation with an option of retiring at 60. Create perhaps 100,000 jobs, those jobs become available to young people, new immigrants and unemployed. Pay for it by the reduction in the unemployment benefit and the cost young people not being employed at the other end of the employment chain. That alone will not pay the super for 100,000 so ‘means test’ the Super (at a generous level)…it is ridiculous that persons in my position can collect a benefit….it should be a safety net!

 Inland Revenue endorse and support the successful integration of all migrant families into NZ communities. Our focus is on ensuring newcomers seeking employment or starting a business in NZ is aware of their tax obligations and entitlements.

My feedback to the panel from an Internal Revenue perspective would be our ability using education and relationship management – to ensure ethnic communities are well informed on correct tax information/support before they begin employment or start a new business.

This component is important to ensure newcomers are not disadvantaged when starting a job and to mitigate the risk of growing tax debt or not receiving their correct entitlement e.g. income tax, student loans, child support, working for families tax credits, KiwiSaver.

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Agenda Page 18 Inland Revenue actively encourage feedback from the community on how we can improve our products and information.

A request: In one of the workshops I attended the presenter (I think Prof Edwina Pio) verbally shared some statistics on countries, ethnic makeup, trust in government, employment opportunities etc. that were very interesting. Are you able to contact Edwina and see if I can get a copy of those statistics via email? As the workshops were rushed there was not an opportunity to chat. I also sat in with Ann Pala workshop so may have them confused on who presented that information.

 Recruitment should be based on racial balance. For example out of 100 percent some percentage of intake of candidates in hiring should be allocated to ethnic groups including Maoris. Not all the vacancies should be allocated to people of one race. This practice should be implemented for all types of positions.

The Equal Employment Opportunity policy should be made into law so that a much fairer racially balanced diverse workforce exists as well as to regulate employers and businesses in relation to equal employment opportunity practices.

In situations when ethnic groups experience racism or racial bias they should exercise their right to raise their complaint to the Race Relations Commissioner to investigate and offer an apology, compensation as well as the declaration by the offending person or persons that it will not continue to have racist practices.

It is also essential to eradicate 'who you know' practice of appointing people and qualifications, skills and merits of an application should not be ignored.

Employer and businesses that have hired one race should be approached by the Race Relations Commission by inviting employers and businesses to discuss the need of racial balance in hiring and give equal employment opportunity policy a fair go and setting a time frame for employers and businesses to take such affirmative action towards implementing EEO policies and practices.

After all, employers and businesses should be approached and told to adopt EEO policies and practices because it is a moral and ethical responsibility to do so.

To eradicate the criteria of English as first language in selection of candidates.

To educate in racial diversity and human rights law and have avenue for legal redress.

A system should be implemented by government to undertake research and collect data to see to what extent are businesses and employers and the community groups or organisations reflecting equal racial balance in all aspects of employment.

 I am providing answers in my capacity as a fully integrated migrant and citizen by adoption, employer and association executive. My company, a typical SME of two principals with seven co-workers has a track record in successfully employing staff from diverse national and ethnic backgrounds. In various volunteer governance positions I have assisted migrants in engaging with native New Zealanders with participation in associations of common interest as a pathway into gainful employment, a formula that has enabled my own assimilation and career development. As such I feel qualified to reply, based on personal experience, to the three specific questions contained in your

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Agenda Page 19 invitation to comment of 2 May.

1. Auckland in common with other major centres has an abundance of small businesses, operating predominantly in the retailing, service and maintenance sectors. They represent an enterprise culture based on informality and workplace relationships that have a common denominator. Employers fitting this description are reluctant to break the homogenous mould of the organisation structure on the assumption that the admission of a foreign born and trained worker will not provide a good fit with the introduction of a different behaviour and language pattern. Such employees are also seen as requiring a disproportionate amount of supervision and hand-holding that carries a cost in terms of lost productivity and communication barriers. To change these attitudes requires a lot of convincing with the support of skilled intervention involving work brokers and mentors, preferably from an ethnic background to facilitate the absorption in measured doses of new settlers into employment. Specific trade and skill sector membership organisations should also be involved in the process to familiarise their members with an effective prescription for workplace diversity.

2. Racism per se is not very evident in New Zealand, but discrimination exists at all levels of society. This is rarely based on appearance. The distinguishing feature that sets people apart is the way they behave and speak. Regardless of complexion individuals speaking New Zealand common English are assumed to be native born and locally educated and therefore familiar with Kiwi custom and acceptable behaviour. Accustoming migrants with the New Zealand lifestyle and public perception, supported by improvements in colloquial spoken English will lead to greater familiarity with our expectations and behaviour resulting in social acceptance. Similarly, generational New Zealanders must be given the opportunity to gains a better understanding of the cultural differences that have the potential to set us apart. Bicultural facilitation from established settlers and ethnic societies can make a meaningful contribution in this regard.

3. Official channels and legal redress rarely achieve the desired outcomes. In many instances the lead to a hardening of attitudes based on resentment and retaliation. Informal mediation leading to constructive dialogue and understanding should be the preferred method of overcoming obstacles to entitlements and services based on assumed discrimination. In such cases access to qualified culture brokers as mediators, who have an understanding of the sensitivities that have given rise to the concern should be the preferred option. Situations of this kind are frequently the result of misunderstandings that can be resolved in facilitated meetings between the provider and the affected party. Again, an element of counselling both parties individually will go a long way towards creating a harmonious multi-ethnic society.

I arrived in New Zealand, when ethnic people were very much in the minority. We the come-latelies easily slotted into the social fabric of New Zealand. Regrettably this is no longer possible with greater numbers from a variety of nationalities and ethnicities entering our country. It cannot be denied that it creates unexpected complexities that have the potential to create distortions in the population mix. Official sanctions and regulations are unlikely to redress any imbalances arising from multiculturism. Such issues are best addressed with information sharing, education and informed debate. Like with any other form of remediation there is a cost involved. Both central and local government have a role to play in partnership with the private sector to achieve the desired outcomes in preference to allowing New Zealand society to be divided along sectarian lines with all the negative consequences that are evident in

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Agenda Page 20 some overseas countries. Being seen as welcoming to new arrivals calls for patience and understanding. I would be happy to share my knowledge and experience in this respect.

 My experience is that racism in places like New Zealand is first a mindset issue. There are people who always carry the mindset that because I'm different, everything I experience its because I'm different. When things then manifest and we experience discrimination, you will hear someone say; I knew it! So my request would be to start by changing our mindset of looking everything through eyes of colour and know that we are all the same, irregardless of where we were born.

Let me qualify my first line above. In Places like New Zealand where on the surface it's not encouraged to discriminate people, a person needs a lot of information before they can prove discrimination. I think for the time, effort and money it takes to prove that, a person's life stops and people around him/her suffer stagnation because they have to support that person. This I see as self sabotage in a sense. A person might succeed to prove a point but they still have their lives to live. So, I believe we came here to progress in life, no matter what reason brought us here and we have to make sure we achieve that, and we can't make an excuse that someone else is doing it on us. I am responsible for me, my thoughts and my actions.

What can a person do who believes there's racism: that can be reported to proper authorities. The city council as a corporate body I think can educate her people on what language borders on someone viewing it as racism. If they can reduce the stereotyping of cultures and just be mindful of the differences, and carry on with their work. I say that because sometimes the problem starts when someone is thinking they are solving one. They can also encourage their staff to learn to listen to people with different accents. It's easy to pick up that someone is busy trying to decipher you instead of listening to what you're saying.

Before I write a whole essay, EPAP can encourage the people they represent in their communities to be victors instead of victims. As long as we feel victimized as Ethnic people, we don't realize we are giving power away. We mostly come from places where we had to practice a lot of loyalty to rulers, kings and higher authorities, and it's a big change coming to New Zealand where you mind your own business and drive your own bus, let’s take our time to learn that. It's not bad or good, that's just the way it is.

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Agenda Page 21 The following feedback have been received from participants after the conference:

“Thank you, the summary is well captured. I strongly believe there was merit in organising the event.

I am aware now that some thought it was a Susan Devoy public profile event, especially the media rant that followed. I am also aware that other events are being organised for her/with her as I write this email.

The importance of stakeholders such as EPAP who work closely for the wellbeing of diverse communities/organisations together with Council including staff will be integral to action items which again is reflecting the Auckland Plan and People being most important.

I am hoping this summary is circulated widely within Council especially the Co Governance teams the CCO’s, the MSB, the Pacifica Panels and the presenters.

Many thanks again to both you and Rita.

With Kind regards.. Ann Pala “

______

“I'm not part EPAP and was a participant only of the conference and gave feedback to the questions asked of us post conference. Please note that the Racism Conference held on 27 April was extremely interesting and stimulated a lot of debate amongst the participants and also beyond the confines of the conference. I applaud the EPAP for being courageous and hard working in organising such an important conference, and for the Council for its support. Makes me proud to be an Aucklander. It was standing room only at the conference and with such a mixed group of people from all walks of life and professions, this resulted in fascinating discussions and hopefully with some positive outcomes and way forward. I, as well as others who attended the conference, look forward to more of the same, which will hopefully keep this long overdue debate to continue openly. We must not be afraid to discuss these issues and it is conferences such as these which allow intelligent discussion to occur with the ultimate goal of breaking down barriers for the benefit of all...not just those who are effected by racism and acquiring employment or within the workplace, but for all of civil society who must take responsibility for all as good citizens. Well Done EPAP! And the Council for supporting such a conference. I look forward to the next stimulating conference, Kind regards, Rachel Demas”

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Agenda Page 22 EPAP – Sub-committee Member Monthly Report (April 2013)

Subcommittee: Community Engagement & Wellbeing Name of Presenter: Kudakwashe Tuwe Period: 18 April-18 May 2013 EPAP agenda date: 23rd May 2013

Topic/ Event/ Activity: African Debating Forum Date: Thursday 12th April 2013 Present: Entire members Present Location: Auckland Town Hall Planning logistic on the way forward for the debating Forum

Topic/ Event/ Activity: Unitary Plan Forum Date: Saturday 13th April 2013 Present: Tuwe, Ann and Amail. Location: Waitakere Chambers Narrative: Presentation on Unitary Plan

Topic/ Event/ Activity: Unitary Plan Forum Date: Wednesday 17th April 2013 Present: Tuwe Location: Wesley Community Centre Sandrigham Narrative: Provocative Breakfast on Community Development for community practitioners

Topic/ Event/ Activity: AUT African Student Club Date: Thursday 18th April 2013 (3pm -530pm) Present: Tuwe & Camille Location: Auckland Town Hall Camille was the main speaker. Tuwe gave a motivational speech

Topic/ Event/ Activity: EPPA Monthly Meeting Date: Thursday 18th April 2013 (530pm-9pm) Present: Entire members Present Location: Auckland Town Hall

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Agenda Page 23 Topic/ Event/ Activity: EPPA Community Well-being Sub-Comm Conference Planning Meeting Date: Wednesday 24th April 2013 Present: Tuwe, Ann, Amail & Camille Location: Camille’s AUT Office Auckland Town Hall Planning the Racism Conference

Topic/ Event/ Activity: EPPA Racism Conference Date: Wednesday 24th April 2013 Present: All EPAP Members Present Location: AUT WG Building Conference centre Attended & managed the conference

Topic/ Event/ Activity: Meeting with Pam Malcolm (Unitec) Date: Thursday 2nd May 2013 Present: Tuwe & Camille Location: Camille AUT Office To plan a workshop hosted by Unitec in Aug 2013.

Topic/ Event/ Activity: Racism Conference Debrief Date: Thursday 2nd May 2013 Present: Tuwe, Ann, Amail and Camille Location: Camille AUT Office Conference debriefing

Topic/ Event/ Activity: Launch of Mayoral Pacific Fund Date: Thursday 2nd May 2013 Present: Tuwe, Ann, Amail, Bev, Grace and Camille Location: Town Hall Supporting the Mayor

Topic/ Event/ Activity: AfricaNZ Research Workshop Date: Sat 4th May 2013 Present: Tuwe Location: Wesley Comm Centre, Sandrigham Analysing and giving feedback to the African research

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Agenda Page 24

Topic/ Event/ Activity: ACOOFI- Africa Day Celebration Planning Meeting Date: Monday 6th May 2013 Present: Tuwe Location: Unitec, Henderson Planning Africa day celebration

Topic/ Event/ Activity: WEB Monthly Executive Meeting Date: Thursday 9th May 2013 Present: Tuwe, Amail and Camille Location: West Auckland WEB Monthly Executive Meeting

Topic/ Event/ Activity: Health Promotion Forum of NZ Seminar Date: Friday 10th May 2013 Present: Tuwe Location: Three Kings Networked with a lot other Health Promoters in Auckland on community development

Thanks

Prepared By: Kudakwashe Tuwe EPAP Member& Subcommittee: Community and Wellbeing "Our lives begin to end the day we become silent about things that matter" Dr Martin Luther King jnr

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Agenda Page 25

I hereby give notice that an ordinary meeting of the Ethnic Peoples Advisory Panel will be held on:

Date: Thursday, 23 May 2013 Time: 5.30pm Meeting Room: Boardroom Venue: Auckland Town Hall Ground Floor 301-305 Queen Street Auckland

Ethnic Peoples Advisory Panel

OPEN ADDENDUM AGENDA TWO

MEMBERSHIP

Chairperson Dr Camille Nakhid Deputy Chairperson Rev Amail Habib Members Mrs Asoka Basnayake Ms Bevan Chuang Mrs Sadiqa Hajee Mr John Hong Mr Kafeba Mundele Mrs Ann Pala, QSM Ms Grace Ryu Mr Jeet Suchdev, JP, QSM Mr Kudakwashe Tuwe Ms Susan Zhu Cr Richard Northey

(Quorum 7 members)

Tam White Democracy Advisor

17 May 2013

Contact Telephone: (09) 307 7253 Email: [email protected] Website: www.aucklandcouncil.govt.nz

Note: The reports contained within this agenda are for consideration and should not be construed as Council policy unless and until adopted. Should Members require further information relating to any reports, please contact the relevant manager, Chairperson or Deputy Chairperson. Page 1 Page 2 Ethnic Peoples Advisory Panel 23 May 2013

8 Chairperson’s Report Attaching the Chair’s report 5 The chair will also provide an update on the following:  Facebook  Ethnic hui update  Remuneration for Ethnic Planning Group  Public meeting  Racisim conference and council report  Big Sleep Out  Centre for Migrant and Refugee Research  Parking for racism conference

9 Panel Members’ Reports Attaching the report from member Chuang 11

Attaching the request for koha from member Chuang for the Panel’s consideration 19

10 Sub committee discussion of Work programme Activities

Attaching the report from the Sub committee 21

Page 3

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Item 8

EPAP – Camille Nakhid

May monthly report 2013

Period: 11 April 2013 – 6 May 2013

EPAP agenda date: 16 May 2013

Topic/ Event/ Activity: Meeting with Akash Ishaq

Date: Thursday 11 April

Location: MAT’s offices, Sandringham

EPAP in attendance: Ann

Other noted attendees:

Narrative: To discuss Mr Ishaq’s ideas for an EID celebration at the Telstra Clear Stadium in Manukau. Mr Ishaq submitted a proposal.

______

Topic/ Event/ Activity: Unitary Plan Forum

Date: Monday 15 April

Location: Henderson Council Chambers

EPAP in attendance: None other

Other noted attendees: Council staff and Waitakere Ward Local Board members

Narrative: Council presented the key features of the Unitary Plan and what areas they want feedback on. There was only one other member from ethnic communities.

______

Topic/ Event/ Activity: Refugee Intake Farewell Ceremony

Date: Wednesday 17 April

Location: Refugee Resettlement Centre, Mangere

EPAP in attendance: None other

Other noted attendees: Rachel Demas, Senior Immigration Official – Refugee Branch

Narrative: Presentation of Certificates of Identity to the refugees who were leaving the centre after their six weeks of resettlement.

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______

Topic/ Event/ Activity: New African students Welcome

Date: Thursday 18 April

Location: AUT Conference Room, WA 224, AUT University

EPAP in attendance: Tuwe, Camille

Other noted attendees: None other

Narrative: Motivational speech to the African students, many of whom were postgraduate students. Tuwe gave a speech also. There was an opportunity for the students to ask questions.

______

Topic/ Event/ Activity: EthnicA Conference

Date: Saturday 20 April, 9 am

Location: Alexandra Park, Greenlane

EPAP in attendance: Asoka, Amail, Sadiqa, Susan, Bevan, Camille

Other noted attendees: Mayor Len Brown, Mervyn Singham, Dame Susan Devoy

Narrative: A focus on leadership in ethnic communities.

______

Topic/ Event/ Activity: Sri Lankan New Year

Date: Saturday 20 April, 6.00 pm

Location: Avondale College Auditorium, Avondale

EPAP in attendance: Asoka, Camille

Other noted attendees: Richard Northey

Narrative: To celebrate Sri Lanka’s New Year.

______

Topic/ Event/ Activity: Caribbean exhibition proposal

Date: Sunday 21 April

Location: AUT Tower, AUT University

EPAP in attendance: None other

Other noted attendees:

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Page 6 Item 8

Narrative: To interview and discuss with Caribbean Islanders living in New Zealand a proposal for a Museum exhibition on Caribbean culture, arts and profiling of Caribbean Islanders and their achievements in New Zealand.

______

Topic/ Event/ Activity: Social and Well‐being sub‐committee meeting

Date: Wednesday 24 April

Location: Camille’s place

EPAP in attendance: Amail, Tuwe, Ann, Camille

Other noted attendees:

Narrative: To finalize the programme for the Racism conference on April 27

______

Topic/ Event/ Activity: EPAP Racism Conference

Date: Saturday 27 April, 9‐2

Location: Sir Paul Reeves Centre, WG Building, AUT University

EPAP in attendance: Amail, Ann, Jeet, Tuwe, Grace, Sadiqa, Susan, Camille

Other noted attendees: Mayor Len Brown, Dame Susan Devoy – Race Relations Commissioner, MPs Louisa Wall and Rajen Prasad, AUT VC Derek McCormack, Media

Narrative: This was a very successful and informative conference on racism. The conference which was sponsored by the School of Social Sciences and Public Policy was very well attended by ethnic and mainstream communities. There was also very large media presence there and coverage of the conference. Dame Susan Devoy, the new Race Relations Commissioner and Mayor Len Brown were keynote speakers. AUT Vice Chancellor Derek McCormack and a number of members of parliament were also in attendance. The theme of the conference was ‘Racism – Does it impact on Auckland as a diverse city?’ One of the aims of the conference was to find solutions to discrimination in employment which affects a disproportionate number of our ethnic communities. Other presenters at the conference spoke about white supremacy and white privilege, the power of racism and the need to understand racism to enable a dismantling of the structures that exist to sustain and maintain it.

______

Topic/ Event/ Activity: Meeting with Pam Malcolm (Unitec)

Date: Thursday 2 May, 3.00 pm

Location: Camille’s office

EPAP in attendance: Tuwe, Camille

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Page 7 Item 8

Other noted attendees:

Narrative: To discuss an upcoming forum by the Unitec Awhina Health Campus in Waitakere on the Health and Social Development Workforce in the West – 2020.

______

Topic/ Event/ Activity: Social and Well‐being sub‐committee briefing meeting

Date: Thursday 2 May, 4 pm

Location: AUT Tower, level 14

EPAP in attendance: Amail, Tuwe, Ann, Camille

Other noted attendees:

Narrative: Toprovide feedback on the Racism conference and to discuss any issues related to the conference

______

Topic/ Event/ Activity: Launch of Mayoral Pacific Fund

Date: Thursday 2 May, 5 pm

Location: Auckland lTown Hal

EPAP in attendance: Tuwe, Amail, Ann, Bevan, Grace, Camille

Other noted attendees: Mayor Len Brown, Rev Uesifili Unasa, Pasifika community leaders

Narrative: To launch the fund and to introduce the members of the funding board to the Pasifika community

______

Topic/ Event/ Activity: UNESCO World Press Freedom Day

Date: Friday 3 May, 5.30 pm

Location: AUT University, Conference room WA 220

EPAP in attendance: Camille

Other noted attendees: Prof Mark Pearson, Will Ilolahia, UNESCO New Zealand representatives

Narrative: Recognition of World Press freedom day and to highlight the dangers that many journalists face in the carrying out of their eduties. Th keynote address was given by Prof Mark Pearson. Camille was the MC for the event.

______

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Topic/ Event/ Activity: Refugee Coalition Forum

Date: Saturday 4 May, 9.30 am

Location: Wesley Community Centre

EPAP in attendance: Camille

Other noted attendees: Members from the refugee communities, Jill Conway, Antoinette Tanguay, Andrew Lockhart

Narrative: To discuss the Refugee Quota and the Refugee Family Support category.

______

Topic/ Event/ Activity: Growing Confident Communities

Date: Saturday 4 May, 10.00 am

Location: Migrant Action Trust offices, 766 Sandringham Rd.

EPAP in attendance: Camille

Other noted attendees: Richard Barter, Chair – Puketapapa Local Board

Narrative: To discuss a recycling initiative that could be undertaken as a social enterprise. There was also a presentation by the Living Wage campaign.

______

Topic/ Event/ Activity: The opening of the Korean Community Centre

Date: Saturday 4 May, 3 pm

Location: Korean Community Centre, Silverfield Rd, North Shore

EPAP in attendance: Grace, Camille

Other noted attendees: Korean Ambassador, Cr George Wood, MP Jonathon Coleman

Narrative: To wopen the ne Korean Community Centre. Grace ate all my noodle soup.

______

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Page 10 Item 9

EPAP – Sub‐committee member monthly report

Subcommittee: Youth Name (member): Bevan Chuang Period: April – May 2013 EPAP agenda date: 23 May 2012

Topic/ Event/ Activity: Mental Health’s Foundation 1.5 Generation Documentary Date: 15th April 2013 and 8th May 2013 Location: Mental Health Foundation, Pigeon Mountain Road Primary School and Mclean’s College Narrative: The Mental Health Foundation would like to do a documentary and stories on 1.5 generations, examine the issues they face. The documentary will help promote positive mental wellbeing and look at what support system is required for 1.5 generations.

The interview highlighted a number of issues faced by 1.5ers, for example, their conflicts with the family, their conflicts with students of Pakeha background and of international/new migrant background, their views about New Zealand, pressure from family to maintain the language skills or cultural connections.

The video will be launched by Mental Health Foundation in June.

Topic/ Event/ Activity: Meeting with Greg Roebuck, New Lynn Primary School Date: 17th April 2013 Location: New Lynn Primary School Narrative: To discuss matters related to closer working relationships, including support to their new students and families. The school is very multicultural and Greg have been implementing the Asia:NZ Foundation’s education programme for many years.

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Topic/ Event/ Activity: Ethnic A Conference Date: 20th April 2013 Location: Alexandra Park, Greenlane Narrative: The Office of Ethnic Affairs organised their fourth EthnicA Conference at the Alexandra Park (http://ethnicaffairs.govt.nz/events/ethnica‐conference‐2013‐ auckland‐programme). The event was well attended and the young members of the Auckland Pilot Scheme presented themselves to the audience. MixIt has been in touched with the members to look at how they can support MixIt’s programme and work with young people. Their presentation was very well received and is a great model for many other NGOs and government agencies.

Other EPAP Members attended: Camille Nahkid, Sadiqa Hajee, Ann Pala, Amail Habib, Tuwe Kudawakshe, Asoka Basnayake

Topic/ Event/ Activity: Meeting with Jennifer Liu, BA (Hons) student from University of Auckland Date: 22nd April 2013 Location: Box Café Narrative: Met with Jennifer Liu, a BA (Hons) student from University of Auckland exploring biculturalism and multiculturalism in New Zealand.

Topic/ Event/ Activity: TV3’s The Vote – recording Date: 22nd April 2013 Location: Epsom Girls Grammar Narrative: TV3’s The Vote focused on the topic ”Is New Zealand a Racist Country”, and the filming took place at Epsom Girls Grammar. The recording was well attended and the debate was interesting.

You can watch the episode online: http://www.3news.co.nz/TVShows/TheVote/Home.aspx?gclid=CLTBobnN_rYCFSo6p god1RcALQ

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Other EPAP Members attended: Asoka Basnayake

Topic/ Event/ Activity: Interview with WTV on Racism Date: 23rd April 2013 Location: World TV, Mt Wellington Narrative: World TV, a Chinese TV station, interviewed me about the recent racist comments on Facebook and asked about the Racism Conference.

You can watch the episode online: http://www.istars.co.nz/article‐89617‐1.html

Topic/ Event/ Activity: Interview with D100 – Hong Kong Radio Station Date: 25th April 2013 Location: D100 Narrative: D100, an independent digital radio station in Hong Kong, interviewed me about the recent racist comments in NZ.

You can listen to the episode online: http://www.youtube.com/watch?v=Wh9H1PwsRAE

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Topic/ Event/ Activity: Interview with Mingpao – Hong Kong newspaper Date: 25th April 2013 Location: Mngpao Narrative: Mingpao, a newspaper in Hong Kong, interviewed me about the recent racist comments in NZ.

Topic/ Event/ Activity: Taniwha and Dragon Festival – reception hosted by AIA Date: 26th April 2013 Location: Consulate General of the People’s Republic of China in Auckland Narrative: AIA, one of the major sponsors of Taniwha and Dragon Festival, hosted a reception prior to the Taniwha and Dragon Festival. It gave an opportunity for all the VIPs, members of the Organising Committee, members of the Chinese and Maori communities, and the Chinese Consulate to network with each another prior to the event.

Other EPAP Members attended: Susan Zhu

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Topic/ Event/ Activity: Taniwha and Dragon Festival Date: 27th April 2013 Location: Orakei Marae Narrative: Taniwha and Dragon Festival, an event organised by Ngati Whatua o Orakei and Chinese community leaders, together with the support of Te Puni Kokiri and endorsement by Hon Dr Pita Sharples, took place at the Orakei Marae. Ngati Whatua hosted an official powhiri to welcome the Chinese community onto their marae, signifies that they acknowledge that the Chinese community is an important part of the local community.

Chairman of Shanghai Pengxin, Mr Jiang, came especially for this event, and was invited by Hon Dr Pita Sharples. The event attracted many major Chinese and Maori community leaders, was well attended by Chinese and Maori and helps developed better understanding and cultural understanding between each another.

Topic/ Event/ Activity: Interview with David Cheng, WTV Date: 27th April 2013 Location: WTV Narrative: David Cheng has a programme every Sunday that interviews a feature person about their work and take in live phone calls from audiences. The programme is screen on Freeview.

David asked about racism, as well as my role as a member of the Ethnic People’s Advisory Panel, and the racism conference.

You can watch the episode online: http://www.936.co.nz/vod/?mod=view&id=456&auto=1

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Topic/ Event/ Activity: Launch – Mayoral Fund for the Pacific Date: 2nd May 2013 Location: Council Chamber, Auckland Town Hall Narrative: Invited by the Auckland Council to the launch of the Mayoral Fund for the Pacific, after the recent natural disasters. The fund is managed by Auckland Communities Foundation.

Other EPAP Members attended: e Kadawakshe, Amail Habib, Camille Nahkid, Grace Ryu, Ann Pala

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Topic/ Event/ Activity: “Most immigrants feel they belong in NZ” Date: 6th May 2013 Location: NZ Herald Narrative: NZ Herald featured a story on immigrants’ sense of belonging to New Zealand.

You can see the story on http://www.nzherald.co.nz/nz/news/article.cfm?c_id=1&objectid=10881827

Topic/ Event/ Activity: Interview on for Master Thesis Date: 6th May 2013 Location: AUT Narrative: Meeting with Shahriar Rafie Tehrani, a Master student of Social Sciences at Auckland University of Auckland, looking at Confucius and policy development in New Zealand.

Topic/ Event/ Activity: “Most immigrants feel they belong in NZ” Date: 8th May 2013 Location: Mandarin Times Narrative: Mandarin Times, a Chinese Newspaper, featured a story on immigrants’ sense of belonging to New Zealand.

You can see the story on http://www.mpages.co.nz/show.aspx?id=18767&cid=15

Topic/ Event/ Activity: Interview with WTV on Racism Date: 9th May 2013 Location: World TV, Mt Wellington Narrative: World TV, a Chinese TV station, interviewed me about the recent racist comments on Facebook and interviewed Professor Paul Spoonley about the status of Asian communities in Auckland.

You can watch the episode online: http://www.istars.co.nz/article‐90871‐1.html

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Topic/ Event/ Activity: Meeting with Vishal Rishi Date: 9 May 2013 Location: Camille’s Office, AUT Narrative: Vishal Rishi from The Asian Network Incorporated (TANI) called for a meeting with Camille Nahkid, Bevan Chuang and Youth Advisory Panel member Agnes Wong to discuss Ministry of Youth’s Youth Development Partnership Fund, which can only be accessed through Territorial Authority. Agnes has responded that the Youth Advisor for Auckland Council is already looking into this. Camille clarified that it is not our roles to write supporting letters for funding applications.

A youth strategy will be developed and will be seeking public consultation at the end of May.

We advised Vishal to meet with various government departments to discuss partnership opportunities.

Other EPAP Members attended: Camille Nahkid

Topic/ Event/ Activity: Meeting on Ethnic Youth Hui Date: 10 May 2013 Location: Camille’s Office, AUT Narrative: A meeting is called to meet with Project Manager, Mahafrin Variava, to receive an update of the Ethnic Hui project and resources required.

Other EPAP Members attended: Camille Nahkid, Sadiqa Hajee

Topic/ Event/ Activity: Asia:NZ Young Leaders Network – Auckland Cluster Meeting Date: 13 May 2013 Location: The Kitchen, Grey Lynn Narrative: Asia New Zealand Foundation 350+ young leaders in New Zealand globally in their network and needed to run cluster meetings to understand the needs of young leaders, as well as updating them on where Asia:NZ will head. Asia:NZ will focus on education and ensuring that children are more Asia‐aware, as recent reports shows lack of Asia‐awareness amongst students (see http://www.nzherald.co.nz/nz/news/article.cfm?c_id=1&objectid=10883442).

The meeting included a presentation from Daniel Harrison and his experiences travelling with Prime Minister on his recent trip to China.

Topic/ Event/ Activity: Banana Conference 2014 Date: 13 May 2013 Location: Epsom Narrative: The New Zealand Chinese Association (Auckland Branch) is developing the 5th Banana Conference in 2014 on Chinese and its diaspora. More information will be available.

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MEMORANDUM

TO: ETHNIC PEOPLES ADVISORY PANEL – MEMBERS FROM: BEVAN CHANG, CHAIR OF YOUTH SUBCOMMITTEE SUBJECT: ETHNIC YOUTH HUI - RESOURCING DATE: MAY 15, 2013

Objective Proposed to provide koha/gift to formally acknowledge the work of the project team, led by Mahafrin Variava.

Introduction A project team of approximately 10 youth representatives from different ethnic, experiences, industry, gender, age groups have been put together with the assistance of Austin Kim, Diversity Adviser. Project Manager Mahafrin Variava leads the team, and report to Project Director Camille Nahkid.

Background The group meets regularly to brain storm and to form the ethnic hui, including identifying and setting key issues, confirm programme, organise speakers and performers and liaise with relevant stakeholders.

The project team is working at a volunteer bases with some of them having to travel from out of Auckland.

Proposal In additional to providing essential resources required for the development of the Ethnic Youth Hui (for example, marketing and communication, venue hire, catering, etc), I would like to propose providing a koha to the organizing committee to formally acknowledge their contribution to the Ethnic Youth Hui.

The exact form of koha is yet to be decided and is up for discussion.

Recommendation That the proposal be received and be considered.

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Sub-Committee links AUCKLAND COUNCIL’S ETHNIC PEOPLES ADVISORY PANEL: SUBCOMMITTEE REPORT (APRIL – May 2013)

The work programme will guide and prioritise the work of the Ethnic Peoples Advisory Panel (the Panel). The work programme is based on priorities from both Auckland Council and the Panel.

Expected The purpose of the Ethnic Peoples Advisory Panel is to: outcome  identify and communicate to the Council the interests and preferences of ethnic peoples of Auckland in relation to the content of strategies, policies, plans and by laws of the Council; any matter that the Panel considers to be of particular interest or concern to the ethnic peoples of Auckland; and  advise the Mayor, and the council’s governing body and local boards, of the council processes and mechanisms for engagement with ethnic peoples and communities in Auckland. In addition to the legislated purpose, the Panel aims to:  advise Council Controlled Organizations of interests and preferences of ethnic peoples; and mechanisms for engaging with ethnic peoples and communities in Auckland.

Sub-committees Comment on progress

EPAP Communication s & engagement Economic Social &  Social and Wellbeing Conference completed and well received community  wellbeing Youth  African students welcome at AUT to welcome new African students  Worked with the Mental Health Foundation on their 1.5 generation project  Continue to develop Ethnic Youth Hui  Continue to support the work of Office of Ethnic Affairs and the youth programme  Continues to work with schools and youth organisations on developing ethnic youth voice Communication  April newsletter published online s & engagement

Ethnic People Advisory Panel (EPAP) - Work Programme (2011-12) Page 1 of 1 Page 21