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The world is changing and migration is contributing to that change. More people are travelling in search or work, moving temporarily to other countries, staying longer or returning to their countries of origin. Many countries that traditionally receive migrants (such as New Zealand) are losing both nationals and migrants through large emigration flows. Global competition for skills and labour supply is accelerating as never before.
New Zealand’s immigration policy actively encourages migration to fill labour shortages and respond to industry growth. Migration brings talent that can greatly enhance our productivity and our links to markets both local and overseas. Despite these benefits however,, an examination of recruitment practice in New Zealand has identified employment difficulties for newcomers in finding work and in particular, work equivalent to their skills and experience.
Migration brings both challenges and opportunities. Newcomers contribute much needed skills to our economy. In addition, they make a cultural contribution to our increasingly diverse society. Building a life together at home, at work, at school requires adjustment from both ‘sides’ - the newcomer as well as the host society. Getting this relationship right in the workplace will promote similar gains towards a well adjusted multi-cultural society. Having the skills and perspectives to engage across cultures ultimately improves our chance of business success at home and on the world stage.
The benefits of migration cannot be demonstrated until newcomers have the opportunity to find meaningful work in an environment that responds positively to cultural diversity. A culturally-sensitive recruitment process is a means by which newcomers can get ‘a foot in the door’ and employers can reap the benefits of a culturally diverse workforce.
Equal employment and the New Zealand State Sector
New Zealand Public Service Policy
Public Service employment processes should be guided by the New Zealand Public Service Equal Opportunities Policy – Equality and Diversity that gives focus to the positive impact that equality and diversity can have on departmental performance, while maintaining the principle of fairness. This policy supports the integration of equality and diversity into departmental planning and reporting.