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Purpose– The purpose of this paper is to examine the "other-group orientation" (OGO) of New Zealand (NZ) workers as a way of measuring their attitudes to the growing ethnic diversity in the contemporary workplace.Design/methodology/approach– In all, 500 randomly selected NZ employees were surveyed through computer-assisted telephone interviews. Males, females and ethnic groups were included according to their current proportions in the NZ workforce. Analysis is based on 485 useable cases.Findings– While New Zealanders generally have a high level of OGO, minority ethnic groups and graduates score higher on OGO. Among people under 38 years, males tend to have a higher OGO, while among those over 38, females tend to be higher.Research limitations/implications– The study shows the value of studying the attitudes of workers in relation to diversity and OGO. Workers bring their own orientations into the workplace, affecting the way they relate to their co-workers.Social implications– The pathway to more inclusive workplaces in NZ lies largely in influencing the attitudes and behaviour of NZ Europeans. The study suggests that inclusive educational experiences may be a key part of that process.Originality/value– While the research shows that NZ workers are generally very positive about ethnic diversity, it reveals variations among ethnic and educational groups in terms of their openness to others.

New Zealand society is unique in that New Zealanders of European descent (the majority group) are regularly labeled in institutional and popular discourse using an ethnic group label created by Maori (the indigenous minority group). This label is "Pakeha." Endorsement of this label is by no means consensual, and opposition to its use is often claimed on the grounds that the term is pejorative. We tested the validity of this concern in a national sample (N = 6,507) by assessing differences in the ingroup and outgroup evaluations of Maori and New Zealanders of European descent based on their label preferences. We found no support for the claim that the term "Pakeha" is associated with a negative evaluation of the majority group. Rather, Maori expressed positive attitudes toward New Zealanders of European descent regardless of the label they preferred to describe them. For Maori, use of the term "Pakeha" was instead indicative of ingroup cultural engagement, including the use of Maori language, and had little to do with outgroup attitudes. New Zealanders of European descent who preferred the term "Pakeha," in contrast, expressed more positive attitudes toward Maori than those who preferred the terms "New Zealand European," "New Zealander," or "Kiwi.". Adapted from the source document.

AbstractBy the year 2030, 19–21 per cent of the population of New Zealand (NZ) is projected to be aged 65 and over. Like many countries, life expectancy in NZ differs by gender but also ethnicity: in 2019, life expectancy for Māori (indigenous) women was 77.1 years compared with 84.4 years for non-Māori women. If Māori and NZ European women are to flourish in later life, examining the factors associated with their wellbeing is paramount. The current study draws on the Life Course Perspective to explore how wellbeing is associated with age-related life events among mid- to later-life NZ women. The women in this study (N = 19,624) are participants in the 2018 wave of the New Zealand Attitudes and Values Study, a national probabilistic 20-year longitudinal study (mean age = 55.62; Māori = 10.8%, NZ European = 89.2%). We found that stressful life events were negatively associated with life satisfaction but positively associated with meaning in life. Māori women exhibited lower levels of life satisfaction but there were no ethnic differences for meaning in life; however, Māori and NZ European women showed different patterns of significant correlates associated with meaning in life. Findings highlight the necessity of an intersectional approach to the study of mid- to later-life wellbeing and the utility of measuring wellbeing in more than one way within NZ's unique cultural-historical context.

Māori, New Zealand's Indigenous people, are projected to make up over 20% of the New Zealand workforce in 20 years. Employment plays a big role in determining one's well-being. Drawing on data from 2,378 Māori who completed the survey-based Māori Identity and Financial Attitudes Study in 2017, this article examines differences in subjective well-being between workers in three categories: paid employees, employers (who employ staff) and sole traders (with no employees). Several measures are used to capture well-being across multiple domains. Sole traders were significantly more satisfied with their standard of living and health and higher in self-efficacy compared to paid employees. Māori employers were significantly more satisfied with their standard of living, future security and personal relationships, and reported greater self-esteem and financial satisfaction than sole traders and paid employees. Although only one cultural context is examined, this article demonstrates the potential benefit of understanding the implications of self-employment for Indigenous peoples.