Obstacles real for Pasifika leaders

When there are gaps that need to be filled in the boardroom, organisations should take time to assess what they need, and why. And this is especially true when considering diversity. 

Sina Wendt (ONZM, MInstD) has more than 25 years’ experience in governance and executive leadership roles across the commercial, public and not-for-profit sectors. She is currently chair of the Centre for Pacific Languages, a trustee of the New Zealand Opera Foundation, and a member of the the RNZ board. 

This October, she is taking part in a panel discussion about the challenges for Pasifika leaders and directors when navigating recruitment for board roles. 

“Ten to fifteen years ago, there were very few people at the board table that looked like me, and organisations really weren’t recruiting for diversity, but it’s changed a lot today,” says Wendt. 

Open and frank, she says the obstacles faced by Pasifika leaders are both internal – within the individual – and in the external environment. 

“I think one of the biggest obstacles is external – the system,” she says.  

Wendt believes more could be done by recruitment agencies to genuinely tap into the relevant communities and networks to source diverse, and Pasifika talent. But instead, she says recruiters have a tendency to rely on their own limited networks, which becomes a barrier to access.   

“In some organisations, there's a level of ignorance around the value of diversity. The recruitment agencies used by bigger boards are only as good as their networks and the people who are already part of that world,” Wendt says. 

She believes that if these organisations don’t take a different approach in their recruitment process, nothing will change. 

“Why wouldn't a mainstream agency build their own networks to really engage more authentically with the communities to source the board members they’re looking for?” 

Wendt suggests a partnership model between recruitment agencies and community groups and networks would benefit the process. That would also include building in cultural intelligence and upskilling recruiters so that they have an understanding of the true value of diversity and what Pasifika leaders bring to the table. 

But taking that first step onto a governance path also requires some clarity and preparation when applying for board roles. Wendt says this includes knowing how to make a CV stand out, and having an in-depth understanding of the knowledge and value you can bring to a board.    

Once an interview is secured, often an ‘internal’ battle begins, according to Wendt, who is also a mentor on the upcoming Tautua Pasifika Mentoring Programme. 

One of the challenges is having an ability to ‘sell yourself’, which is contrary to the cultural values inherent across Pacific cultures, one that is imbued with a focus on family and the wider community. 

“For Pasifika directors, it's about the level of preparation, and doing the work to identify their skill set, and their value…and tapping into other information and networks that might assist with the interview process,” she says.   

Equally, understanding the types of board roles and sectors you’re looking to engage with as a director is important. Wendt says identifying this will help directors define their ‘purpose’ and reason for wanting a board role in the first place.  

Alan Cassidy, Manager of Governance Services and Consulting at the Institute of Directors, will also be joining the panel. 

“I am really interested in helping people transition into governance roles, so I’m keen on exploring some of the practical tips to help people secure a board role,” he says of the event. 

Cassidy has spent more than 30 years in human resources, people development and organisational change across the public and private sectors. He says there is an underrepresentation of some communities on boards, and points to an ‘unconscious bias and conservatism’ that continues to play a role in restricting access to opportunities for Pasifika leaders. 

“We need boards who can identify and understand the needs and aspirations of their customers or stakeholders. Having a board that is representative of the wider community has to be a good thing,” Cassidy says. 

If organisations are to cater to New Zealand’s evolving demographic mix, a skills-based approach alone may not be enough for boards to understand the stakeholder environment. Cassidy says lived experience, especially through a cultural lens, could also benefit boards and is becoming ‘increasingly relevant’.

“It means you are more likely to understand the nuances regarding the application of those skills. Governance is about applied application which comes more from lived experience,” Cassidy says.

‘Navigating recruitment for Pasifika leaders’ event
Date: 14 October
Venue: 18 Viaduct Harbour, Auckland.

Register here