26 August 2009

Looking at Diversity through new lenses

Mervin Singham

Several weeks ago, I met a charming young Kurdish girl in Christchurch who
speaks Te Reo fluently. Gasping for air as she tore around the playground,
she proudly greeted me and introduced herself in Maori then ran off to grab a
swing before her friend got there first. A refugee child from a far-off country
speaking the indigenous language of New Zealand! What a compelling
impression of ethnic diversity this child conjured. This is a wonderful
manifestation of growing ethnic diversity in our country.

The world is changing. It has become globalised - for better or for worse. This
phenomenon has fuelled the development of ethnic diversity on a number of
levels. Policy makers are increasingly perplexed about the idea of ‘borders’ in
a world dominated by internet technology and migration. People are more
connected as a result of technology that enables a free flow of people and
information across the globe. Because of this connectedness, events in one
part of the world quickly have a domino effect on another and yet another. The
global economic recession, for example, began in Wall Street and has
affected every country. The lesson is surely that no one is immune from
changes created by globalisation. In order to survive and thrive in this context,
we must adapt and change. We must also have an eye for the opportunities
this new environment provides, for it is not the strongest of the species that
survives, nor the most intelligent, but the one most responsive to change.

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Diversity and its implications
Today, diversity is a fundamental feature of New Zealand society. We are one
of the most diverse societies in the OECD (Organisation for Economic Co-
operation and Development), with over 200 ethnicities recorded in the last
census. Almost 23 percent of people in New Zealand were born elsewhere,
over 17 percent speak two or more languages and nearly 10 percent of our
population is Asian. New Zealanders eat fusion foods, work and interact with
people from other cultures, and live in landscapes that increasingly reflect
ethnic diversity. Diversity affects us in very personal ways too. Intermarriages
are now a feature of contemporary New Zealand life. Our youth, like the
Kurdish girl, identify with multiple identities, much more easily than in previous
generations.

Diversity remains one of the most compelling issues of our time. Why?
Because it has had a deep and profound effect on society and on our
individual and collective lives. Because diversity is about people, it permeates
every aspect of our lives. The DNA of our society has been changed and
there is no turning back. These changes affect the way societies operate –
from politics, to international trade to community social events, to the ever-
vibrant activities of civil-society organisations. Diversity enriches, excites,
frustrates and bewilders us all at the same time. Our lives would not be the
same without it.

Cognisant of the ‘diversity effect’ on society, governments, private-sector and

civil-society organisations throughout the world have responded in different
ways. A spectrum of diversity initiatives have sprouted throughout the world -
particularly since the dramatic and tragic event of ‘September 11’. Some
initiatives have focused on equality, others in promoting cultural respect or the
maintenance of harmony, while yet others have sought to make ethnic
minorities more visible. Throughout the world these efforts to deal with
diversity constructively have varied according to changing circumstances or
contexts. However, after the colossal collapse 2009 collapse of finance
markets around the world, the value of funding diversity programmes along

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with many other social programmes have, not surprisingly, been called into
question.

Diversity – still a priority?

So, how much priority do we in New Zealand really place on understanding
and dealing with ethnic diversity?

Several weeks ago, I had some good friends over for dinner. As usual, over a
home-cooked Malaysian meal, we debated issues affecting the world.
Naturally, the topic of the flailing global economy arose. During this
discussion one of my guests argued that diversity should take a back seat in
light of the current economic climate. ‘Surely, the economy rather than
diversity must be the focus,’ he said emphatically. He argued that diversity is
not as much a priority today because employment and improving economic
performance must surely take precedence in these difficult times. ‘What good
would talk of different cultural mores and values and accommodating
differences do in this environment?’ he asked. ‘If we don’t have jobs for
people, how does this matter?’

Unfortunately, this view is echoed by many people across the world. When
times get tough, people hunker down and begin focusing only on things they
believe really matter. It is no revelation then, that in recent times a range of
diversity-based programmes and initiatives have all been shunted down the
list of priorities. Some have been completely dumped. As people tighten belts
and focus on gaining efficiencies, initiatives that do not yield immediate results
are difficult to justify. Diversity issues, it would appear, have often had the bad
fortune of being seen as only important during good times and not when times
get tough.

Why is this so? I believe it is because we have not developed a full

appreciation of what diversity means and how it affects us all. A common
problem with understanding diversity is that it is only about song, food and
dance. Others firmly consider it to be only about addressing inequity for ethnic
minorities. It is not surprising then, that efforts to respond to ethnic diversity

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matters are thwarted when ‘more compelling’ issues arise, such as the current
problematic economic environment.

Because diversity affects every aspect of society it cannot be ignored at any

time. We do so at our peril, particularly during hard times. History is a
testimony to the fact that when times get tough, mechanisms need to be put in
place that generate opportunity while preserving valued community
relationships.

There are already many current examples round the world of ethnic minority
communities being made the scapegoats of the economic downturn. When
resources are scarce, fear often prevails and our natural human tendency is to
find someone to blame. Unfortunately, ethnic minorities, particularly migrants
and refugees, are often the focus in these situations, even in the face of
strong evidence that they have not contributed to any of the problems they are
blamed for.

In the long term these dynamics are destructive for everyone, not just ethnic
minorities. Erosion of community cohesion is attended by many problems.
One need look no further than the events of Cronulla in Australia in 2005 to
witness the immense and lasting destructive effect the racially motivated riots
caused. The once-thriving commercial district has only recently begun to
recover from the harmful effects caused by the riots. Businesses failed as
fewer people flocked to Cronulla than in the past. Australia’s reputation was
tarnished and its image as a first-class migrant destination suffered as a
result.

Developing a holistic understanding and response to diversity

We need a meaningful response to ethnic diversity that withstands the test of
time and changing circumstances. We must avoid simplistic formulas that deal
with only the most visible aspects of diversity such as cultural rituals and
festivities, as important as these expressions are. We need to be more
sophisticated in our approach. Efforts are needed to deal with ethnic diversity

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on multiple levels. In order to do this, we need to gain a better grasp of what
diversity means and its implications.

So what is diversity about? There is no easy answer to this simply because

diversity affects just about every facet of life. What is clear is that diversity
cannot be boxed as something relating to ‘others’ because it is about
everyone. To effectively respond to diversity we must resist the inclination to
see it, narrowly as an issue relating to ethnic minorities.

My response to my dinner guest is that diversity is about the economy. Why?

New Zealand businesses are increasingly led by people of diverse
backgrounds. Employees are increasingly people from diverse backgrounds.
The goods and services they produce are marketed to diverse populations.
The success of our exports is dependent on our knowledge of diverse off-
shore markets. So, diversity cannot be seen in isolation from the economy. On
closer examination it becomes apparent that it is a fundamental part of
economic performance. Similarly, diversity has impacts on all spheres of our
social, political and cultural lives.

So the challenge is to view and deal with diversity in a more holistic and
complex way than we currently do. This more comprehensive and coherent
approach would focus on the big picture and surpass political, economic, and
social changes.

How does diversity affect our communities? What are the implications for our
social and cultural fabric? What are the issues for civic participation and
political life? What does it mean for our economy and our efforts to build
stronger links with Asia? When we see diversity in this comprehensive way,
we are able to respond to it far more effectively. The trade-offs of not dealing
with it and the opportunities it presents become far more visible. The pathway
forward becomes clearer.

Globalisation has created a market place of diverse ideas and opportunities

that did not exist before. In the current environment we need to tap into every

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opportunity we can find to rejuvenate our economy. Instead of pushing
diversity initiatives into the ‘too hard basket’ or viewing their consideration as
only suited to times of bounty, we should be viewing them as a source of
economic rejuvenation.

Research reveals that diversity can be a strength in a number of ways. It is

linked with increased productivity and innovation in the workforce. It is strongly
associated with improved problem solving for organisations and communities.
Diaspora communities have also opened up vast new markets overseas for
our goods and services. These are current opportunities that are ripe for the
picking.

We need a lot more focus on the benefits that diversity brings. Managed well,
diversity can yield fruit for all New Zealanders. We should begin to frame the
diversity discourse around the opportunities it presents instead of focusing
only on the challenges it creates. What are the avenues for tapping into these
opportunities for New Zealand? This is a key policy question that government
agencies are already considering.

An example of creative responses to diversity - developing links with

China
Constructive and forward-thinking approaches to tapping into the opportunities
that diversity presents have already begun to spring up around the globe. For
example, the uptake of Chinese language classes around the world is
unprecedented and the number of Chinese speakers who are not Chinese is
growing everyday. This is happening in New Zealand too. Recently there was
a newspaper article in a newspaper’s Business section about a teenager who
is learning Mandarin and who has entered herself in a Chinese language
competition run by the Chinese Language Association. The reason for
learning Mandarin is a rising recognition of the role of China in our world.

Today, more than 70% of New Zealanders regard the Asian region as the
most important for the country’s future. In a time of economic recession, China
is one of the few growing economies in the world. So people often talk about

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the economic miracle of China and recognise that the world’s economy will be
increasingly driven by what happens there.

However, apart from the economy, China will also undoubtedly have a big
impact on culture and values. Any growing superpower wields this potential. In
years to come, we will certainly witness a change in global cultures as
Chinese culture and values become more prominent. Countries that are well
acquainted with China and its people will indisputably have greater
opportunities for economic, social and cultural ties with it. There is a growing
recognition that the diaspora Chinese community comprise a reservoir of
talents, contacts and energies that could be utilised to facilitate New Zealand’s
multifaceted, complex and challenging economic relationship with this giant
economy.

As I was reflecting on this chapter, my mind returned to my homeland

Malaysia, a very multicultural country. Chinese Malaysians have been living
in Malaysia for generations and now make up over a quarter of the population.
Chinese culture and values have permeated almost every aspect of Malaysian
life – from the names of busy streets in Kuala Lumpur to amazing fusion
cuisine, which combines noodles with Malay spices, to a strong work ethic in
the pursuit of education. The Chinese are an enormous force within
Malaysia’s economic engine.

Just two weeks ago, Judy, a Chinese friend of my mother in Malaysia came to
visit her daughter in Wellington. She is 69 and is fondly known as ‘poh-poh’, a
respectful term for a woman elder with whom one has a close family
relationship. We invited her to dinner, on my mother’s instruction from
Malaysia! She is a dynamic and energetic third-generation Chinese
Malaysian. Over dinner she told us that she was running a business importing
Chinese medicines to Malaysia for a growing market of people seeking natural
remedies. She is also involved in frequent busy trips to China taking groups of
tourists to the Three-River Gorge area. She tried to convince us to participate
in her tourism enterprise because she understood how to do business in
China and believed she was always able to get the best deals. This

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remarkable woman is living evidence of how cultural connections that the
Chinese have with China, even after generations of being Malaysian, have
added to Malaysia’s economic strength.

Now consider New Zealand. We are a small country, but our diversity can be
our strength. We are one of the most diverse countries in the OECD and also
one of the most tolerant of diversity. Ethnic festivals such as Chinese New
Year and Diwali are celebrated all over the country. The Chinese lantern
festival is hugely popular and attracts large numbers of people who believe
that Auckland is all the better for its presence. New Zealand recently had its
first Governor-General of Fijian-Indian descent, His Excellency Sir Anand
Satyanand, and its first Cabinet Minister of Asian descent, the Honourable
Pansy Wong. Ethnic communities have become more confident and proud of
who they are in an environment in which they are a minority. So we already
have strong foundations for relations across diverse communities. In fact we
were also recently voted the most peaceful country in the world by the
reputable Economist magazine – something we must preserve and always
treasure.

Tapping into the benefits of diversity

So what next? How can we make the best use of New Zealand’s growing
ethnic diversity? How can we turn our growing awareness and interaction
with other cultures into something that will benefit the whole country? How
can we make our diversity count?

I would like to put three ideas forward for the steps we must take to make our
diversity yield fruit for New Zealand. Everyone – individuals, families, schools,
communities, private and public sectors – can play a role in bringing these
concepts to life. These ideas form the backbone of the Office of Ethnic Affairs
policy advice and community interventions.

First, we must cherish diversity. We must move beyond tolerating difference to

valuing and genuinely respecting it. We are enriched by openness to new
ideas and different ways of viewing the world. We do not have to accept or

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approve of every idea or way of doing things, but we should respect that
others have a right to their own beliefs. This is a fundamental aspect of
democracy that we should bear in mind, particularly in light of increasing
ethnic diversity.

Second, we must connect people together. Evidence confirms that societies

that are cohesive out-perform those that are not when it comes to economic
performance. This means creating spaces and opportunities for people from
diverse backgrounds to interact with each other. There are too many
examples abroad of communities living in isolation from each other, not out of
choice but through a process of ghettoisation. This then can, over time,
contribute to ethnic conflict or other forms of community erosion.

We need to create spaces for people to get to know each other and to engage
on issues of common interest. We need to share our stories. Despite our
cultural differences, people share common aspirations and concerns. For
example, everyone is commonly concerned about safety and security. People
share concerns about the future of their children. Groups of people may share
common goals around environmental improvement. These common
aspirations and concerns transcend cultural and ethnic boundaries. One
proven way for building community cohesion is through engaging people on
issues of common interest such as these.

We need to enable people to form stronger bonds of trust and compassion

across diverse groups. These bonds create a much stronger and more
sustainable community from which spring many benefits, benefits that are
even more relevant today. More importantly, they create a more humane and
exciting place to live for everyone.

Third, we must increase our cultural awareness and competency so people

can interact effectively with respect and appreciation of different world-views.
Cultural awareness arms us with information about our own and other world-
views. It emphasises that there may be divergent but equally compelling views

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on any given issue. When there are opposing views, society needs skills to
enquire and negotiate its way through these cultural issues.

A classic example of this is the case of the Muslim women who wished to
wear a veil that covered her face during a New Zealand court hearing, against
established legal protocol that required the faces of witnesses to be visible
during hearings. Instead of asserting the old rules immediately, the judge took
counsel from a number of sources, including Muslim community leaders,
before making a decision. Eventually, the judge determined that the woman’s
religious beliefs needed to be respected. However, so did the rules of the New
Zealand courts. He decided to allow the woman to wear a head scarf in a
manner that did not conceal her face. He agreed to perform the hearing in a
closed court in which only a limited number of people were able to see the
woman’s face. The woman agreed and the hearing continued as planned.

This form of ‘cultural negotiation’ involved weighing various facets of a

problem against each other, including cultural or religious traditions and
beliefs that are valued by different communities. In the case above, a
compassionate solution was found that was satisfactory to everyone. Most
importantly, the case set a standard for how we as a society should deal with
cultural value differences through intercultural negotiation.

Cultural awareness is the oil that makes the wheels of multicultural societies
move more smoothly. This is why the Office of Ethnic Affairs offers diversity
management advice and cultural awareness training. Cultural awareness was
once seen as a soft skill. Today it is regarded as essential for successful
global business whether it is in the field of business, diplomatic relations or
humanitarian aid. In reality a lack of cultural awareness about how to do
business in China has been a cause of failure for some businesses that have
attempted to capitalise on the vast opportunities opening up there.

When people from different backgrounds and experiences get together,

innovation is more likely to occur. We should not be concerned about
disagreements or having a different perspective on issues. Indeed it is often

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these differences that spark off innovation. Bouncing ideas off each other,
people often come up with new solutions to problems. We need more of this.
We need to take advantage of all the new ideas which diversity brings. If we
do these things in a smart way, we will enable people to channel their efforts
constructively. We will also generate innovation, enterprise and change.

Now I’ve told you what I think. My challenge to you is to think about how you
can play a part in maximising the benefits of your diversity. Now is the time to
turn our diversity into action. We must move beyond merely celebrating our
cultures to actively unlocking the creative potential our diversity brings for New
Zealand.

I believe New Zealand is a unique country with equally unique opportunities.

We are small and isolated but known for punching above our weight. We truly
are in a position to lead the way in ensuring the tree of ethnic diversity yields a
rich and bountiful harvest for everyone who lives here.

Reprinted from ‘Longing & Belonging – Asian, Middle Eastern, Latin American and African peoples in New Zealand’
by Edwina Pio, ISBN 978-1877399-50-3
Copyright © Edwina Pio 2010

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