Since 2008, Barnardos has intensified the focus on developing a workforce that is more culturally safe, competent and effective in working with tamariki and whānau. A number of strategies and initiatives have been developed to move this ‘mainstream’ organisation into a place whereby staff can move between Te ao Māori and Te ao Pākehā with respect and mana, and have an ability to negotiate that space ‘in-between’. The intent is that a robust understanding of each worldview is developed in order to achieve outcomes for whānau and tamariki.
The following documents and initiatives have been developed with that intent in mind:
- Ngā Pou E Whā – The Barnardos Māori Strategy.
- Te Huarahi Atawhai – designed to prepare staff for the implementation of Ngā Pou E Whā. Comprised three ‘kete’/modules – Kete Tuatahi – Ko wai au, Ko wai koe?, Kete Tuarua – Te Tiriti o Waitangi, Kete Tuatoru – Noho Marae (focussing on how to apply the strategy to day-to-day practice). Implemented nationwide & all staff expected to attend.
- Annual Māori staff hui – a two day noho marae, held in alternating cities, open to all permanent staff who identify as Māori.
- General Manager Māori Development (as part of the Executive Leadership Team) and Pou Ārahi roles established.
- Te Rōpū Tikanga-a-Rua: The Bicultural Reference Group established to provide advice to the Chief Executive & Executive.
- Responsiveness to Māori – programme logic framework developed outlining the business case for Māori development.
- Tikanga and kawa – Working with Māori at Barnardos – ties into the Māori Strategy and lays down the tikanga, kawa and behavioural expectations for staff and offices. The intent is that local tikanga and kawa is defined through relationships with local iwi and hapū supported by a small pūtea for cultural support. The launch of this resource was accompanied by noho marae to introduce leaders to the resource, engage their hearts and minds, develop implementation plans and clarify expectations for leadership of this mahi.
