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The Auckland Lantern Festival. Photo: russellstreet
The Auckland Lantern Festival. Photo: russellstreet

SocietyJuly 11, 2017

Breaking the cycle of anti-Asian sentiment in NZ demands recognising our racist past

The Auckland Lantern Festival. Photo: russellstreet
The Auckland Lantern Festival. Photo: russellstreet

In order to constructively address anti-Asian sentiment, development of a proud Pākehā identity seems vital, writes K Emma Ng in this extract from her new BWB Text Old Asian, New Asian.

Whiteness was for a long time the informal cornerstone of our nation building in New Zealand. Though the scientific racism of the 19th century has long been cast aside, the historical bigotry it supported persists in the everyday discrimination that is the tail end of our racist past. The historian James Belich has suggested that “we should not necessarily castigate its exponents, who were creatures of their time, but we cannot understand New Zealand history without understanding it”. It may not seem like much; it may seem obvious, but breaking the déjà vu cycle of “othering” – for how else could you describe the Labour Party’s “Chinese-sounding surnames” foray except as an attempt to draw a line between an “us” and a “them”? – depends on this collective acknowledgement.

Sometimes it feels as though we’re at a dead end, as if we have convinced all who might ever be convinced. While we are stuck in a culture of flagging the things that offend us, others dismiss this as the policing of political correctness. How do we go about overcoming this deadlock – ensuring that this conversation is one that all New Zealanders feel they have some stake in, rather than merely chattering among our minority selves?

The development of a proud Pākehā identity seems vital: not one with an agenda of laying a naturalised claim to “being from here”, but one that comes to terms with the historical fact that the Pākehā identity is at its root an immigrant identity. Defending a natural right for Pākehā to be here above others asks us to deny or forget the violence of colonisation. In a country where most of us are tangata tiriti, drawing distinctions between migrant groups based on ethnicity requires us to forget that at the point of immigration we are all new immigrants, who, over time, have come to be “from here”.

The 1973 termination of the unlimited rights of New Zealanders to visit Britain, their “ancestral home”, is often written of as a cutting of the umbilical cord, one which resulted in a pivotal shift in New Zealand’s conception of itself. It might be argued that this shift naturalised the Pākehā identity as the New Zealand identity, in that it gave Pākehā no other place to call home. But I, too, have no other place to call home, and so I, too, claim an identity as a New Zealander. Visiting China as a Chinese person from a small, faraway country is a strange experience. It delivers no magical moment of homecoming. Equally, living in the United States, self-conscious about the possibility of being misread as Asian-American, creates a curious anxiety – one that only entrenches the clarity of my identification as a New Zealander.

Even so, there is no permission in being Chinese to do the things that some white New Zealanders feel entitled to. It is overwhelmingly ethnically European New Zealanders who insist on writing their ethnicity as “New Zealander” on national census forms – though, in a funny twist, this is currently recorded as part of the “Other” grouping. During the flag referendum, I recall seeing a comment on a proposed design, praising its orange colour scheme as an “acknowledgement of the significant Dutch contribution to New Zealand”. Though it was just one opinion on a design that was far from being even a remote possibility for our national flag, I was startled by its audacity. It demonstrated an entitlement that I doubt any Chinese New Zealander could convincingly express. And one, frankly, I hope no Chinese person would ever attempt to claim.

Being Tauiwi

Ultimately it is the uncertainty of how to negotiate multiculturalism – a multiculturalism that already exists – on the foundations of our nation’s entrenched biculturalism that paralyses us. The relationship of non-Pākehā-non-Māori to the Treaty is rarely discussed. For Asian immigrants, an understanding of New Zealand history only deepens confusion around the seeming hypocrisy of anti-immigration or anti-Asian attitudes held by some Pākehā.

Reframing our biculturalism as a relationship between tangata whenua and tauiwi, rather than Māori and Pākehā, offers us a starting point for negotiating multiculturalism in our contemporary moment. For in seeking acceptance as New Zealanders who have made lives here by way of colonisation and the Treaty, we tauiwi must also take on the responsibilities that this entails. No nation is a blank historical slate – but it often feels like we treat this place as if it were. Too many of us readily accept the rewards of colonisation without considering the ethical obligations of being tauiwi.

The Asia New Zealand Foundation tracks attitudes towards Asia and Asian New Zealanders in its Perceptions of Asia reports. Though some researchers have expressed reservations about the methodology underpinning the findings, the reports indicate that, while Pākehā attitudes towards Asian migrants are generally improving, those of Māori are becoming increasingly negative.  It is in this context that this question of multiculturalism becomes urgent. Interestingly, the 2002 poll tax apology, made to the Chinese community by Helen Clark on behalf of the government, was opposed by both the Office of Treaty Settlements and Te Puni Kōkiri (the government’s principal adviser on the Crown’s relationship with iwi, hapu and Māori) during an internal feedback process. One concern was that an apology would open the door to financial reparations being sought. Another recommendation was that this acknowledgement of past wrongs should be a “formal expression of regret” rather than an apology, lest it diminish apologies made to Māori.

The Auckland Lantern Festival. Photo: russellstreet

Manying Ip has edited and published a weighty volume on the relationship between Māori and Chinese in New Zealand, The Dragon and the Taniwha: Māori and Chinese in New Zealand. In her introduction, Ip suggests that this relationship was negatively impacted by the fact that new Asian migrants after 1987 arrived at a vulnerable time “closely following the reassertion of Māori pride and redress”. Ip also accuses the government of making the decision to change immigration policy based largely on economic motivations, and subsequently doing little to prepare New Zealanders for the social impact.

From this perspective it seems natural that Māori were generally apprehensive of immigration from this point onwards, and some of these fears can be seen to have played out. Many migrants do have a poor understanding of the Treaty of Waitangi, its contestation and our bicultural dynamic. This poor understanding is shared across many New Zealanders, not just Asian, but being visually identifiable as possible immigrants sediments the generalisation. In her contribution to The Dragon and the Taniwha, Margaret Mutu observes that this is not the first time that Māori have watched immigration turn from a “trickle” into a “flood”, while figures such as the late Ranginui Walker have made it clear that their opposition to Asian immigration has been on this basis.

It is easy to demand acceptance as New Zealanders from Pākehā. It is much more difficult to ask for the same from Māori. We have all seen how easy it is for the desire to belong to teeter and slip into a neocolonial agenda of “laying claim” to a place. How can we belong here, become “from here”, without re-enacting the violence that is historically embedded in the gesture of trying to belong?

Here, Now

This is an uncomfortable question that we can only begin to think through, let alone answer. But we can at least be grateful that we are not starting these relationships from scratch. The rapid growth of New Zealand’s Māori, Pacific and Asian populations, as projected by Statistics New Zealand, will in part be due to greater numbers claiming mixed ethnic identities – and there have long been New Zealanders whose identities are testament to deep-rooted relations between these groups.

The evidence of this shared history throughout the Pacific is close at hand if we care to look – nestled in everyday life we find family resemblances in sapasui and chop suey, keke pua’a and cha siu bao. Long genealogical threads interweave the Pacific and Asia, as well as mutual values of strong family and clan/iwi bonds, the importance of hospitality, and respect for the elderly.

These values are often highlighted as having laid a foundation for early friendships between Māori and Chinese in New Zealand – particularly as they worked the land together from the 1900s on. At the time, these two groups had much in common; working class and rural in background, they often shared meals as friends, co-workers, neighbours – and, eventually, as families.

On the cover of Helene Wong’s memoir, Being Chinese: A New Zealander’s Story, the author smiles at the camera, pounamu around her neck. It’s a bold assertion of personal affinity with tangata whenua, and it shines out as a reminder that within a contentious history there is also a legacy of friendship, family and exchange.

A poignant episode in New Zealand history is that of the SS Ventnor. In the late 1800s, money was scraped together by the Chinese community to exhume the bones of gold miners who hadn’t earned enough to return home before they died, so that they could be returned to China (burial in one’s homeland being particularly significant to Chinese). The Ventnor, carrying the remains of 499 men, set out in 1902. But not long into its journey, the ship sank off Hokianga Heads. Some of the human cargo washed ashore. The remains were found by local Māori of Te Roroa and Te Rarawa iwi, who carefully buried them on their own lands or in nearby Pākehā cemeteries.

For many years it was rumoured that these gold miners’ remains had been cared for by local Māori – but it wasn’t until the late 2000s that filmmaker Wong Liu Shueng discovered that their recovery and burial were very much remembered by the local iwi. The connection between them and Otago Chinese was made. Chinese descendants have since made emotional visits to Te Rarawa and Te Roroa to thank them for caring for their ancestors. The relationship has brought to light shared customs with regard to death and tending to tupuna, or ancestors, as well as a deep connection formed through respect for common values. Chinese bones rest as grateful guests of the iwi; their connection literally embedded in the whenua of Hokianga.

My own grandfather, who died long before I was born, is buried in Mangere. All my life we have visited him there. It’s my grandma who decides when we’ll visit, according to significant days in the Chinese calendar – although no matter what the date, it always seems to be drizzly or raining. Walking the rows of headstones, with their litany of Asian, European, Māori and Pasifika names, tells the story of an Auckland for whom “diversity” is not a new challenge but a longstanding condition of everyday life. When we are there, there are often Pacific Island families, too, also tending to their relatives. And as we burn incense and joss paper for granddad – in a cemetery 9,000 kilometres from where he was born – it feels natural in the way that things you have never known any alternative to feel absolutely ordinary.

The above is an edited extract from K Emma Ng’s Old Asian, New Asian (Bridget Williams Books). More details here


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Simplicity general manager Sam Stubbs, left, and economist Shamubeel Eaqub
Simplicity general manager Sam Stubbs, left, and economist Shamubeel Eaqub

SocietyJuly 10, 2017

The Kiwisaver fund planning to buy back New Zealand

Simplicity general manager Sam Stubbs, left, and economist Shamubeel Eaqub
Simplicity general manager Sam Stubbs, left, and economist Shamubeel Eaqub

Via their KiwiSaver accounts, ordinary New Zealanders are beginning to buy back New Zealand. They deserve to have a say in how the companies they own are managed.’ Sam Stubbs, GM of Kiwisaver provider Simplicity, and economist Shamubeel Eaqub – a Simplicity board member – explain why they’re putting Simplicity’s funds to good use.

KiwiSaver is the first successful mass market savings product in a generation. It’s well-regulated, well-trusted, and growing fast. It’s already $41 billion big, and Treasury estimates it will be a $200 billion savings pool by 2030. Around half of that will be invested in our local share and bond markets by 2030, which is the equivalent to 30% of GDP, and 66% of New Zealand’s current share market capitalisation.

This is a rising tide of capital, and a king tide at that. In our lifetime, New Zealand hasn’t seen anything like it. NZ companies have traditionally been starved of capital, largely due to a tax regime which heavily favours real estate investment. To compete, companies on the stock exchange have to pay high dividends, restricting their ability to fund R&D and investment.

We think that’s about to change, big time, and we wonder whether the companies, and KiwiSavers, have fully embraced what this means. Via their KiwiSaver accounts, ordinary New Zealanders are beginning to buy back New Zealand.

As owners, they deserve to have a say in how the companies they own are managed. At Simplicity, since launch we have had over $170m come into our funds in nine months, and it’s our ambition to eventually own more than 5% of every listed company in New Zealand on behalf of our members.

We intend to use these ownership stakes to actively push New Zealand businesses into behaving in ways which benefit both themselves and this country. It’s called being an ‘activist investor’, and we intend to use our voice to help transform our business sector into a more diverse and far-sighted place (more detail about those goals deeper in this piece).

For a long time fund managers in New Zealand have been pretty quiet. They roar about the value of takeovers from time to time, but by international standards, they are a fairly passive bunch.

Why so quiet? One reason is the traditional New Zealand way of having a private word rather that a public fight. But there is an inherent conflict of interest too. Let’s face it, the banks and insurance companies, who dominate KiwiSaver, want to lend these New Zealand companies lots of money, and sell them services. Doing so is very profitable. Why upset management of companies when you want to sell them something?

So, as good as they are, fund managers in NZ are often muzzled by their management. When did you last see a fund manager working for a bank criticise a big company in public?

Measuring time in decades, not quarters

This short termism is bad news for KiwiSavers. They are saving for decades, and the companies they are invested in need to thrive on the long term, not shine in the short. Their KiwiSaver manager should play a key role in encouraging long term thinking. That makes them richer in their retirement, and allows the companies to hire more Kiwis in added value jobs.

Companies also need stakeholder support to make the tough decisions that will underwrite their future. The best example here is with spending on R&D (research and development). It’s persistently lower in NZ than nearly all of our international peers. Why? Because given the option of investing in R&D or paying a bigger dividend, CEOs get the ‘show me the money’ message from retail shareholders, and silence from the institutional ones.

How many times have you heard a CEO say ‘we could pay a bigger dividend, but it’s best we spend it on R&D for long term shareholder benefit’. Why not? Because too few large shareholders stand up and applaud this. Where it makes sense, Simplicity will.

The plan to increase executive diversity

If a picture paints a thousand words, looking at the photo of NZX-listed company boards would tell you we live in a country dominated by white men, with a few women and almost no Māori, Pasifika or Asian leaders. Diversity is seriously lacking in our listed companies. And this from a country that gave women the vote first.

Here are the sad facts: just 4% of CEOs and Chairpersons of NZX 50 companies are women. Only 13% of Directors are women. Even fewer are Māori, Polynesian or Asian. All this is likely because just 33% of listed New Zealand companies have some form of diversity policy – meaning two thirds do not.

This contrasts with public sector boards, where significant progress has been made through a dedicated programme to increase diversity. Public sector boards now have 43% women directors, with 45% of senior leadership roles within the public sector held by women.

We want to see that come to the private sector. Simplicity, as a shareholder in all the NZX50 companies, has asked each one to plan for full diversity over the next six months, and to have it fully implemented in five years. With enough time, and a clear direction, this is absolutely achievable.

Simplicity general manager Sam Stubbs, left, and economist Shamubeel Eaqub

The facts are indisputable, and progress has been slow, witnessed by the ongoing research of Professor Judy MacGregor at AUT. Too many workplaces still insist on rigid work hours for managers, with insufficient allowances for the realities of parenting and higher pressure roles.

The evidence is overwhelming that diversity is great for business. The Petersen Institute released a study in 2016 showing that companies which embraced diversity significantly outperformed those which failed to. It’s just one of many studies showing a positive correlation between diversity and shareholder returns.

Quite apart from the clear benefit to investors, though, isn’t this also the New Zealand we want to live in?

So from today on, in conjunction with leading academics, Simplicity will monitor progress and regularly publish results. We’ll work with AUT diversity researchers to keep accurate data on the process. We’ll praise those companies working sincerely towards it. Conversely, as a shareholder, will have a range of options available for those who don’t.

What does diversity in this context mean? It will be what works for the company. It could be by gender, ethnicity, age or ability. Each company has different customers, employees and stakeholders, and diversity must reflect whats best for their long term growth. We do not support quotas, which create artificial notions of acceptability. When you see pictures of the board and management, it’ll be obvious whether diversity has been achieved, or not.

Why ask companies to implement full diversity over five years? Because it takes that length of time to effect structural change. Five years allows for orderly Board rotations, the promotion of diverse talent, and policies to accommodate parenting and modern work practices. True diversity is unlikely without a root and branch overhaul of those practices which prevent it.

We expect companies to welcome this, and embrace the change. In a recent visit to most NZX Top 50 CEOs, we were greatly encouraged by their desire to have a long term stakeholder who has their long term interests at heart. They want to feel empowered by their shareholders to make decisions for the benefit of all. They care passionately about the companies they work for, and want the best for New Zealand.

As a KiwiSaver manager, we are here to make our members wealthier in retirement, and do this with a conscience. In most cases, what’s good for long term, sustainable business is good for our KiwiSavers, and good for NZ. As an owner and long term stakeholder, it’s our responsibility to advocate changes for the best long term welfare of our members, and NZ.

We can have fully diverse governance and senior management in all of New Zealand’s biggest companies within five years. It can be done. As a shareholder of behalf of our members, Simplicity is determined to play its part.


The Society section is sponsored by AUT. As a contemporary university we’re focused on providing exceptional learning experiences, developing impactful research and forging strong industry partnerships. Start your university journey with us today.