New research has identified ways of improving recruitment and retention of Mâori in the health workforce.

Taupua Waiora, AUT’s Centre for Mâori Health Research, carried out the study to identify what factors influence Mâori recruitment and retention in the health and disability workforce. Their report Rauringa Raupa was launched by Associate Health Minister Mita Ririnui at the Hauora.com national Maori workforce conference in Rotorua on 26 June.

The researchers found that despite improvements over time, Mâori are either not represented or vastly under represented in many occupational or specialist health areas. Mâori tend to work in areas that require lower levels of formal qualifications, with only 5.7 percent of the ‘professional’ workforce being Mâori.

Rachel Brown, Taupua Wairoa’s research officer, says a representative New Zealand health workforce is necessary to facilitate the best possible health outcomes for Mâori and other New Zealanders.

Key factors identified that will improve Mâori recruitment include addressing institutional racism; improving the socio-economic position of Mâori; improving school education to better prepare Mâori students for careers in health; addressing the high cost of tertiary education; putting in place clear career pathways and increasing educational institution commitment to Mâori health workforce development.

“Mâori rates of participation in tertiary health education continue to be low compared to non-Mâori,” says Brown. “There is extensive health career information in the public domain – however knowledge and skills are often required to access this. There are also few examples of engaging Mâori-specific health career resources.

The study found that once in the workforce, retention is negatively affected by factors including; high expectations placed on Mâori in mainstream roles to be expert in Mâori matters; dual responsibilities to employers and Mâori communities; a lack of value given to Mâori cultural competencies; and limited access to Mâori cultural support.

“No one intervention will address this range of barriers. Instead multiple co-ordinated interventions that target Mâori and work across the workforce development pathway are needed,” says Brown.

“We now understand enough about the Mâori health workforce to put stronger measures in place that will make a big difference.

Alongside measures to increase recruitment, retention would benefit from strengthening Mâori presence in the sector; supported transitions from study to work; adequate pay rates; culturally safe working environments; institutional commitment to Mâori workforce development; and opportunities to work in Mâori settings and use Mâori practice models.

“Strong national Mâori leadership and a wider range of targeted intervention programmes are needed,” says Brown

“There are examples of successful interventions, particularly in mental health, which has benefited from consistent and comprehensive investment in Mâori workforce development. Programmes like Te Rau Matatini and Te Rau Puawai, provide models that can be applied to other health fields