NEW PROJECTS

Hāpai Tūhono, in collaboration with some of Aotearoa's Māori Career Development experts, has designed a Māori Career Development Programme to tackle and overcome the inequities that our rangatahi and whānau face when accessing career advice and planning. We have divided our approach into two distinct and complementary work streams. He Taonga Pūrakau and Mana Tūroa.

He Taonga Pūrākau - He Taonga Pūrakau recognises our commitment as advocates for equitable access to quality and culturally appropriate career development advice. It honours the tradition of activism and change agents that have paved the way before us to recognise the right of Māori to equity from our Tiriti o Waitangi partner. We are committed to the articles of Te Tiriti o Waitangi and Tino Rangatiratanga and hold fast to our values and tikanga. We focus on strengthening our expression of article two to address the mamae of article one.

After significant changes to the delivery of career services in Aotearoa, most New Zealanders now face inequity in accessing career development and planning support. Māori are disadvantaged because "responses from the career industry to the needs of Māori remain patchy" (Reid, 2010). Whilst this research was undertaken over a decade ago, the sad reality is that it is still relevant in 2022, where existing practice models fail to address the cultural context within which most Māori operate adequately. There is also little open acknowledgement of the systemic classist and racist barriers for Māori in pursuing their career aspirations. Often, the lack of employer cultural knowledge further subverts these aspirations. These issues culminate in systems that exclude Māori from participating in authentic career conversations or development. Hapa Tūhono advocates for 2-3 career practitioners per whanau and hapu. We are also challenging the current career ecosystem and tertiary qualifying bodies and associations to hand over the power to Maori to co-design and create our system in partnership.

Hāpai Tūhono, aspire to lead the career space by amplifying indigenous rangatahi response and advocating for racial justice. A key focus is future-proofing workforce development and understanding the future world of work for Māori, prioritising sustainability and 'careers for climate'. This includes choosing career pathways that will be around in 40 years (i.e. high emissions factory jobs will be gone) and progressing positive action for the climate through our jobs and careers, which is about us living the pūrākau (story) of our tupuna (ancestors).

Mana Tūroa – 12 week programme 

Mana Tūroa describes the innate and enduring power and potential of the individual and their environment and the legacy we leave for others. The Mana Tūroa rangatahi career planning programme draws on stories from te ao Māori to identify the values, aspirations and skills rangatahi Māori have to help them navigate their career pathway, take action today and leave a legacy they can be proud of.

There are four modules within the programme.

1. Mana Ao Tūroa| Exploring my connection to atua  and our environment
2. Mana Tangata | Identifying my skills, values and interests
3. Mana Whenua | Exploring career pathways
4. Mana Reo | Finding my voice

Pūrākau in this programme encompasses traditional stories and the experiences of our wider community, including kaumātua, rangatahi, academics and activators of today. While some have been identified here, facilitators are encouraged to share their pūrākau and connect rangatahi with role models and whānau from their local communities. 

Each module is designed to be delivered over four sessions, with an estimated 4 hours per session. Facilitators are encouraged to review the programme as a team before delivery and consider what works best for their rohe and rangatahi, and whānau.

Traditionally these sorts of programmes have targeted those who have left school and are entering the workforce for the first time (and we do). But our experience has shown that this programme is also critical for those already in mahi. This includes whānau in low-paid jobs that are often part-time, with little to no job security, where there are fewer or no progression opportunities; and Kaimahi Māori in secure employment for many years who are overlooked for promotion and management roles and are unable to access advice, support and training to progress their careers (particularly wāhine Māori). WATCH THIS SPACE !!