Ō and hapai learning from each other at
the Amohia Ai workshop in Wellington.
Corrections’ efforts to get more Māori into management positions are bearing fruit.
Corrections had aimed to have 13 per cent of managers classifying themselves as Māori by 2010. This year, however, we easily exceeded this target, with a record 19 per cent of managers identifying as Māori.
Now, more Māori managers are on the way thanks to the Amohia Ai (Borne With Support) Māori mentoring programme.
The Amohia Ai programme, which involves frontline Māori staff being mentored by Māori managers, is the brainchild of Senior Human Resources Advisor Simon Jobson.
“The State Services Commission recognised, from a survey of public sector employees, that many Māori were already mentored - perhaps through a relationship with a kuia or kaumatua (older woman or man), or a tuakana/teina (younger sibling/older sibling) arrangement. Our aim is to formalise that arrangement, and assist the Department’s strategic drive to create a capable and responsive workforce,” he says.
For Jeana Jurisich, from the Mt Eden Service Centre, the programme offers a chance to learn from her hapai (mentor), Partnership Manager Northern Region Neil Campbell.
“I have worked with Neil on other occasions, so I trusted him and I really value the chance to take his wisdom and use his experiences to grow both in the Department and my networking across the disciplines and the Māori community.”
For Neil, it is a chance to learn too.
“It’s not often you get the opportunity, in a busy Department like ours, for reflective growth…to look at what you have done well, or not so well, and then help the Ō (mentee) develop from your experiences.”
Both agree that tikanga principles applied through formalised work processes will greatly benefit Māori staff.
“Whanaungatanga (close relationships) and kohitahitanga (unity and oneness) are strongly valued by Māori, and Corrections acknowledging this, and implementing initiatives to show its commitment to its staff will go a long way to ensuring that our managers of tomorrow are strong and well prepared for the roles ahead of them,” says Neil.
The programme is open to all groups and services, and this year involves 15 Ō/hapai pairs. The Integrated Māori Staff Network nominated five staff applicants from each of the three regions. There was a pool of eight mentors from each region that mentees could choose from.
At the end of October a two-day workshop was held in Wellington for all involved in the programme. The workshop set expectations for both the Ō and hapai, as well as providing a forum to discuss personal and professional vision and goal setting, Māori core values in the Department, and tools for self management.
Chief Executive Barry Matthews attended the workshop, to meet with staff and speak of his experiences of being mentored throughout his career.
“No matter what status or importance you have, every person, whether being mentored or being a mentor, has the opportunity to learn and reflect…and maybe adjust behaviours or strategies to ensure you are on the right path, and know where you’re going in life,” he said, addressing the group.
Although the Ō/hapai relationship formally ends after 12 months, many pairs may well continue their contact.
Following the successful evaluation of the programme, Corrections will offer it again, and will consider making similar mentoring programmes available to other groups of staff.
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ISSN 1178-8453