A source has revealed the following (in italics):
“1. DEI (diversity, equity, and inclusion) is well underway. A
DEI course is now mandatory for all new staff as part of their induction. Use
of pronouns is being encouraged, though not mandatory. There is talk of a
'Maori Employment Strategy' to increase the number of 'Maori' staff to 25% of
total staff numbers to reflect the percentage of the Maori population in
Northland, though this has not been officially announced yet. This has created
division and exclusion at NRC, the complete opposite of the 'supposed'
intention of DEI. Up until recently, the culture at NRC was a great place to
work, but that's all changing, and not for the better.
An internal memo written by a senior staff member says:
“Use of pronouns at NRC. As part of our
Diversity, Equity, Inclusion, and Belonging (DEIB) journey, we’ll be seeing
some new initiatives this year which I am very supportive of. One of these
initiatives is the option and ways to share your pronouns. Pronouns like ‘he,”
“she,” and “they” are essential in identifying and respecting each other’s
identities. Using the correct pronouns is as important as pronouncing names
correctly as it acknowledges who we are. For some, the pronouns they use may
differ from what others assume, especially for those who are trans, non-binary,
or from different cultural backgrounds. To help create a safe environment where
everyone feels comfortable sharing their pronouns if they choose to, there are
a few ways to do this… My small way of supporting this mahi, is by adding my
pronouns to my email signature. I’m looking forward to seeing other ways we can
make this a safe and supportive workplace for everyone.’
2. Staff Performance Criteria. Annual staff appraisals are
underway and all staff were informed of the new criteria. The criteria forms
part of the salary review process at NRC. There are nine criteria. The ninth is
'Te Whariki' and was added this year. Staff must attend a full day course at a
Marae to learn about Maori culture and The Treaty of Waitangi. The online
courses mentioned in the criteria teach staff that Maori did not cede
sovereignty, the incorrect version of the treaty is being used, that all the
land was stolen etc. Basically everything that comes out of Te Pati Maori. By
not fulfilling this criteria could affect a staff member's salary review
process.
3. Proposed restructure - NRC have announced a restructure.
NRC are proposing to further increase staff numbers. The biggest proposed
change is the rebranding of the 'Governance and Engagement' team to 'Te Tiriti
Partnerships and Community Engagement'. Knowing that the Maori ward referendum
for NRC will likely see the seats being removed in 2028, it appears that NRC
are embedding a department within the council to counter the removal of the
seats. The staff numbers (and budget) in that team have more than doubled in
the last 12 months. Due to the increasing staff numbers, the NRC has run out of
space at the Whangarei Office and are reducing the standard desk size and only
providing 80% of the required desks for all staff. Most staff have been advised
they will be hot-desking.”
These internal communications confirm our concerns that the
NRC has become captured by ideological agendas. Ratepayers have an opportunity
to correct that at the October elections by electing candidates who will stand
up to this nonsense.