The Māori workforce holds significant untapped potential for industry. Māori are a younger and growing population and are critical to a sustainable national workforce. Te Ōhanga Māori 2023 notes that Māori made up 18% of the total population in 2023, up from 14% in 2013. 55% of the Māori population was under the age of 30, compared to 35% for non-Māori, and Māori represented just over 25% of all 15 to 19-year-olds and 23% of all 20 to 24-year-olds. Between 2018 and 2023, the working-age population for Māori grew by 19%, significantly outpacing non-Māori at 6% (Schulze et al., 2024, pp. 25–26).
Māori now comprise a growing share of the national workforce, particularly in high-skilled roles. For the first time since 2006, more Māori were employed in high-skilled jobs (46%) than in low-skilled ones (40%) (Schulze et al., 2024, p. iii).
Crucially, the Māori economy is also shifting. Once heavily concentrated in primary industries, Māori economic activity is now increasingly represented in sectors such as professional, scientific and technical services (valued at $5.1 billion) and administrative and support services ($4.2 billion) (Schulze et al., 2024, p. 31). This evolution mirrors the growing capacity and adaptability of the Māori workforce, and the need for industries to match that shift with more inclusive and future-focused workplaces.
Despite these gains, systemic barriers remain. Around 65% of Māori adults have literacy or numeracy levels below what is needed to fully participate in work and training (Tertiary Education Commission, 2020, as cited in Schulze et al., 2024, p. 34). This is significantly higher than the national average and highlights an ongoing equity gap in foundational skills. As a result, improving literacy and numeracy is a strategic priority for the Māori workforce, not just for individual outcomes, but for building a strong, skilled pipeline into high-growth sectors. Targeted foundational skill interventions, alongside whānau and community-based support, are essential to achieving this (Schulze et al., 2024, p. 34).
Schulze, H., Kukutai, T., & McDonald, K. (2024). Te Ōhanga Māori 2023: A report on the Māori economy. BERL. https://berl.co.nz
Tertiary Education Commission. (2020). Skills action plan for the adult foundation education system 2020–2024. https://www.tec.govt.nz
Employers face an ongoing challenge of attracting, retaining and progressing a skilled workforce. With the Māori population growing and having a younger average age, employers have a significant opportunity to realise the potential of this underutilised workforce for generations to come. However, challenges persist, including limited visibility of career pathways within our industries for Māori jobseekers, and a need for workplace practices that are responsive, inclusive and culturally grounded.
Our Hanga-Aro-Rau Workforce development needs in New Zealand’s logistics sector 2023 research, undertaken in partnership with Deloitte, highlights that employers who evolve their practices, such as offering culturally safe onboarding, investing in Māori leadership and building visible progression pathways, are more successful in engaging Māori talent. Making industries attractive is not just about marketing. It is about genuinely shifting the workplace experience to be more inclusive and empowering.
Strengthening foundational skills such as literacy and numeracy is essential to unlocking the full potential of the Māori workforce. While system-level change is needed, employers also have a role to play by offering accessible workplace training, embedding clear communication practices, and supporting initiatives that build confidence and capability on the job. These actions not only benefit individuals, but also contribute to higher retention, productivity, and long-term workforce sustainability.
Complementing this effort is the role of whānau, community and employers in building a strong work ethic through positive role models and support. Encouragement in kura, whānau, sport and marae settings can foster the values, behaviours and confidence needed to thrive in the workforce.
For educators, government, iwi and employers alike, realising this potential requires intentional support for rangatahi Māori in education and employment. Employers, in particular, must be ready to recognise and invest in the opportunities presented by this next generation, now and into the future.
Hanga-Aro-Rau is committed to supporting and advocating for industries to be ready for the changing demographics of the labour force. This Mahere aims to enable industry across our sectors to unlock the full potential of the Māori workforce to benefit all of Aotearoa New Zealand.
Stay informed about the latest updates and developments regarding the Ports qualification and standards review. Your involvement is crucial as we shape the future of our industry.
Δ
Thank you for your interest in the review of the Port and Machinery operations qualifications and associated standards..
For getting in touch with the Whanake Māori team
