Central Region Māori Health Workforce Priorities 2018

Central Region Māori Health
Workforce Priorities 2018
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Front Cover:
Kia Ora Hauora rangatahi Jade Kikorangi Kopua and Te Waihuka Herewini in the Radiation Therapy
department, Wellington Hospital, 2016.
A Report on the Māori health workforce within District Health Boards in the Central
Region, Aotearoa.
Prepared for Kia Ora Hauora Central Region and commissioned by Capital and Coast
District Health Board for Kia Ora Hauora on behalf of the Central Region Māori Health
Managers (CRM
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MIHIMIHI
E ngā mana, e ngā reo, tēnā koutou katoa.

He mihi whānui tēnei ki a koutou e tautoko ana i te kaupapa nei;
Kia whai tika i te matauranga hauora mō te iwi Māori,
Kia whakapakari i te kāhui hauora,
Kia pūāwai te oranga o te iwi Māori
He mihi mihi mīharo hoki ki a koutou mā, ngā ringa raupa e mahi ana
i roto i ngā whare hauora
Nō reira e rau rangatira mā,

Tēnā koutou, tēnā koutou,tēnā koutou katoa.
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ACKNOWLEDGEMENTS
For provision of data, thank you to Amanda Newton and Fazleen Rahiman (TAS) and to Simon Weaver
and Beth Rust (Ministry of Education).
Grateful thanks to those who participated in the key informant interviews, your time is appreciated.
I would like to acknowledge all those who took time out to provide feedback on the draft report. For
specific feedback and consultation, thank you to Jim Smith, Christine King, Rowena Kui, Jim Wiki and
Kerry Dougall.
Thank you for the following groups for feedback and consultation: Tū Pounamu Steering group, Central
Region Workforce Development Hub, Central Region Directors of Allied Health, Central Region Kia Ora
Hauora.
Special thanks also to Patrick Le Geyt, Leigh Andrews, Jason Kerehi and Cheryl Goodyer.
Ngā mihi nui ki a koutou katoa.
Shirley Simmonds
shirleysimmonds@gmail.com
Citation:
Simmonds S (2018) Māori Health Workforce Priorities, a report on the Māori health workforce within
District Health Boards in the Central Region, Aotearoa. Commissioned by Capital and Coast DHB for
Kia Ora Hauora Central Region. May 2018.
Disclaimer
This report has been commissioned by Capital and Coast District Health Board for Kia Ora Hauora
Central Region.
It provides information about the Māori Health Workforce with a particular focus on the Central
region. While care has been taken to ensure accuracy and academic robustness in the development
of this report, Capital and Coast District Health Board cannot accept responsibility or legal liability for
any actions taken or not taken in reliance on this information.
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EXECUTIVE SUMMARY
Kia ora Hauora

Kia Ora Hauora is a Māori health workforce development initiative aimed at increasing the overall
number of Māori in Health and Disability services. Operating since 2009 and funded by the Ministry
of Health, Kia Ora Hauora has consistently met or exceeded its targets each year. Nationally, over the
next four years (2018-2021), KOH aims to increase its programme targets by 10% to recruit each year;
660 new Māori onto a health study pathway, at least 165 new Māori to enter into first year health
related tertiary study, and to support 110 new Māori graduates to transition into health sector
employment.
This current report will provide data to support Kia Ora Hauora Central Region in meeting its aims for
this period and to aide planning at DHB level. The overall objectives of the report are to identify:
 Māori health workforce need;

 the potential supply of Māori health workforce;
 current and projected demand for prioritised professions; and
 training pathways that correspond with these professions.
An equity framework for estimating Māori health workforce needs

This report takes a rights-based, kaupapa Māori approach that acknowledges the right of Māori to the
highest attainable standard of health, autonomy, self-management, leadership and control, and the
need for a health workforce that is responsive to the indigenous population of Aotearoa. An equity
framework is applied in this report in order to estimate the health workforce need, and includes the
following principles; equity (the health workforce should reflect the community it serves), tino
rangatiratanga (Māori have the right to be self-determining), demography (the health workforce
should be responsive to the demographic circumstances of the community it serves), Māori health
need (areas of highest health need for Māori should be prioritised), and by examining the potential
Māori student supply in secondary school, tertiary study and in the community. The prioritised
professions have been finalised following an assessment of job opportunities for these occupations. It
is expected that this data is combined with knowledge of the community and health workforce at DHB
level in order to develop local Māori health workforce goals and strategies. Training pathways have
been developed for the prioritised professions (provided as separate PowerPoint slides), and a
template provided for use in development of further pathways.
There are limitations to the data presented in this report. It focuses on DHB employees only, as there
is a standardised collection of data for this workforce, therefore excluding a considerable proportion
who are employed by private organisations, Māori providers, Non-Governmental Organisations and in
the wider Primary Care sector where a large number of Māori are employed. The linkages between
health workforce populations across primary, secondary and tertiary health are important to
acknowledge, however at present there is no comprehensive data collection for this section of the
health workforce outside DHBs, which presents a considerable data gap. This report presents an equity
framework that may be applied or modified in order to estimate Māori health workforce needs when
such data becomes available.
The DHB data in this report has been grouped according to the Australia and New Zealand Standard
Classification of Occupations (ANZSCO) categorisation, and sometimes the desired detail is not possible
due to either the nature of the groupings, or suppression of low numbers for confidentiality reasons.
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Employee data in this report shows headcount as at December 2017, regardless of FTE, and excludes
casual employees.
The Central Region

The Central Region comprises six District Health Boards (DHBs); Capital and Coast, Hawke’s Bay, Hutt
Valley, MidCentral, Wairarapa and Whanganui. An estimated 17.7% of the Central region population
identifies as Māori, with higher proportions in Hawke’s Bay (25.6%), Whanganui (25.8%) and
MidCentral (19.4%) and lower in Wairarapa (16.9%), Hutt Valley (16.9%) and CCDHB (11.2%). The
Māori population is structurally youthful, with a high proportion in the tamariki and rangatahi age
groups, and a smaller proportion of kaumatua, although the population is projected to age.
Approximately 7.9% of the DHB employee workforce in the region identifies as Māori, with higher
proportions in Hawke’s Bay (13.9%) and Whanganui (10.9%) and, and lower in MidCentral (7.7%), Hutt
Valley (6.4%), CCDHB (5.3%) and Wairarapa (4.8%). In total, in the Central Region, there are 1,100
Māori DHB employees, making up just over a fifth (22.2%) of the nation’s Māori DHB staff (4,958
employees). There is extremely low representation of Māori in both senior and junior medical roles,
nurses, midwives, dentists, radiographers, psychologists and physiotherapists. A relatively higher
representation is found in the care and support roles. Approximately 78.4% of the Central region
Māori DHB employees were women, and the average age of all employees was 46 years, with a mean
length of stay slightly lower than non-Māori at 7.4 years. A higher proportion of Māori DHB employees
were in the younger age groups. There are approximately 1,292 staff (9%) across the region who do
not have their ethnicity recorded, a high proportion of these in the medical and nursing professions,
and in the older age groups.
The Central Region Regional Services Plan (RSP) 2017/18 aims to address health inequities by ensuring
a focus on Māori health is woven through all health plans. There is a commitment to developing a
sustainable workforce to meet future health needs, and a focus on increasing Māori participation in
the health workforce.
Māori health workforce needs for DHBs in the Central region

The equity framework has been applied to data on DHB employees in the Central region to estimate
the Māori health workforce requirements to 2023. The data is presented in
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Table 1 below (this is also found in the body of the report as Table 16 ). During the fifteen-year time
period 2018 to 2033, the Māori DHB workforce must more than double in order to achieve population
parity (from 1,100 to 2,463). This equates to approximately 91 new permanent Māori health
professionals placed in health positions across the region each year over the next 5 years to 2023.
Specific calculations for each DHB are provided in Section one.
Table 2 below shows a summary of the equity framework, applying the four principles; equity,
rangatiratanga, demography and Māori health need and assigning a level either; high, medium or
moderate to each occupation group accordingly. This provides a visual of the level of need for each
profession group. This table has contributed to the following selection of prioritised professions.
The greatest areas of need are for Doctors, Nurses, Midwives, Dentists, Dental Therapists and
Hygienists, Hospital Pharmacists, Health Service Managers, Social Workers, Physiotherapists, Nursing
Support Workers, Support Workers (aged care) and Community Workers. Associated study pathways
have been developed for these professions, and are described in section five of this report, and
available as separate PowerPoint slides.
This report has also provided useful background information on Māori secondary school students
studying Science in each DHB within the Central region. In general, both participation and attainment
in Science are low compared to non-Māori and decrease further in the higher NCEA levels. In tertiary
study of health-related subjects, nationally Māori have relatively high participation in low level
qualifications and also in Public Health and ‘other’ health which includes Sports Science. Māori have
lower representation in the higher-level qualifications.
In an attempt to gain a picture of potential supply of Māori in the community, the report has included
data on adults with qualifications of level 2 or higher in each DHB (a lower proportion of Māori
compared to non-Māori, ranging from 43% to 64% of Māori across the six DHBs), employment status
(showing the number of Māori unemployed or not in the labour force that are a potential pool of
health workforce supply), and those undertaking unpaid work in the community (a high proportion of
Māori, particularly looking after a disabled or ill person).
Job opportunities for each of the prioritised professions have been estimated using information from
the Ministry of Business, Innovation and Employment (MBIE), and Careers NZ.
Conclusion
It is hoped that this report presents data to gain a picture of the pipeline of the Māori health workforce
in the Central region and reveals areas where promotional efforts can be focussed. This report is
intended to support Central Region Kia Ora Hauora activities over the next five years and can also be
combined with local knowledge and context to refine Māori health workforce targets for each of the
Central Region District Health Boards.
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Table 1: SUMMARY TABLE A: Equity analysis of Māori employees in the Central Region, 2018-2023
Current employees Dec17 Equity analysis Level of
need
Māori Total target deficit average
2033 2018- per year
n ( %) n (17.7%) 2023 2018-2023
MEDICAL Senior medical 13 (1.4) 961 170 52 10 HIGH

Junior medical 25 (2.9) 877 155 43 9 HIGH
Registered nurses 328 (6.8) 4,827 854 175 35 MEDIUM
NURSING Nurse manager 17 (4.7) 362 64 16 3 MEDIUM
Enrolled nurses 10 (7.5) 133 24 5 1 MODERATE
All Others 8 (4.5) 179 32 8 2 MEDIUM
MIDWIFERY Midwives 18 (5.6) 322 57 13 3 HIGH
Community worker 19 (31.7) >56 10 1 1 MODERATE
Māori health 52 (88.1) >55 10 1 1 MODERATE
assistant
Nursing support 99 (13.9) 710 126 9 2 MODERATE
CARE AND
SUPPORT workers orderly
Hospital 14 (20.9) 67 12 1 1 MODERATE
Health prom officer 24 (31.2) 77 14 1 1 MODERATE
Counsellors ** (8.7) >42 7 2 1 MEDIUM
All Others 15 (12.1) 124 22 2 1 MODERATE
Dental Therapist 6 (5.2) 116 21 5 1 MEDIUM
Dental Assistant 6 (4.9) 123 22 5 1 MEDIUM
Technician 18 (4.5) 404 72 18 4 MEDIUM
Medical diagnostic 7 (3.3) 214 38 10 2 MEDIUM
Radiographer
Phlebotomist ** (50.0) ** 1 1 1 MODERATE
ALLIED AND Psychologist 11 (7.9) 139 25 5 1 MEDIUM
SCIENTIFIC Physiotherapist ** (1.1) >170 30 10 2 MEDIUM
Dietitian ** (6.3) >44 8 3 1 MEDIUM
Therapists & other 12 (2.5) 488 86 25 5 HIGH
Social worker 45 (15.1) 299 53 3 1 MODERATE
Pharmacist ** (1.1) >83 15 5 1 MEDIUM
All Others ** (14.8) >23 4 1 1 MEDIUM
Receptionists 25 (12.4) 202 36 4 1 MODERATE
Personal assistant 26 (10.4) 251 44 6 1 MODERATE
CORPORATE Clerks & admin 146 (10.7) 1,362 241 32 6 MODERATE
AND OTHER Managers 33 (9.5) 349 62 10 2 MODERATE
Environmental ** (10.3) >25 4 1 1 MODERATE
Health Officer
Analysts & other 22 (5.7) 388 69 16 3 MEDIUM
Total 1,100 (7.9) 13,918 2,463 454 91
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Table 2: SUMMARY TABLE B: Equity analysis, Central Region Māori health workforce, 2018
Equity Rangatiratanga Demography Māori health
need
MEDICAL Senior medical HIGH HIGH HIGH HIGH
Junior medical HIGH HIGH HIGH HIGH
Registered nurses MEDIUM HIGH HIGH HIGH
NURSING Nurse manager MEDIUM HIGH HIGH HIGH
Enrolled nurses MODERATE HIGH HIGH HIGH
All Others MEDIUM HIGH HIGH
MIDWIFERY Midwives HIGH HIGH HIGH HIGH
Community MODERATE MEDIUM HIGH HIGH
worker
Māori health MODERATE MEDIUM MODERATE
assistant support
Nursing MODERATE HIGH HIGH MEDIUM
CARE AND
Hospital MODERATE MEDIUM MEDIUM HIGH
Health promotion MODERATE HIGH HIGH HIGH
officer
Counsellors MEDIUM HIGH HIGH
All Others MODERATE HIGH HIGH HIGH
Dental Therapist MEDIUM HIGH HIGH HIGH
Dental Assistant MEDIUM MEDIUM HIGH
Technician MEDIUM MEDIUM MEDIUM
Medical MEDIUM MEDIUM MEDIUM
diagnostic
Phlebotomist MODERATE HIGH MEDIUM MEDIUM
ALLIED AND Psychologist MEDIUM MEDIUM HIGH
SCIENTIFIC Physiotherapist MEDIUM MEDIUM HIGH
Dietitian MEDIUM MEDIUM HIGH
Therapists & other HIGH HIGH HIGH MEDIUM
Social worker MODERATE HIGH
Pharmacist MEDIUM MODERATE
All Others MEDIUM MODERATE MODERATE
Receptionists MODERATE HIGH HIGH MODERATE
Personal assistant MODERATE MEDIUM HIGH
CORPORATE Clerks & admin MODERATE
AND OTHER Managers MODERATE HIGH
Environmental MODERATE
Health Officer
Analysts & other MEDIUM
All Others MODERATE
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FURTHER RECOMMENDATIONS
This section is largely in response to peer review feedback received on the initial draft report. Several
suggestions could be attended to directly by changes to this final draft, however many suggestions sit
outside the scope of this report and are detailed here.
Classification of health professions

1. ISSUE: Peer review feedback noted that Social workers incorrectly coded as Care and Support (allied
Health code 272511)
RESPONSE: This is a new classification of Social Workers, and the data had been extracted according
to the old classification. Data has been corrected.
2. ISSUE: non-health professions are often not considered in the health workforce. Students at Work
Experience Day/ Week noted the limited focus on other professions and course of study such
as business studies, lawyers, accountants/clerks and receptionists (Māori Health Development
Group 2014).
RESPONSE: Agreed, and while this report shows data on non-health professions that exist in the DHB
(such as Managers, receptionists, clerks), no specific focus is made on these professions. This
is an important area, and there is recent research that indicates the importance of reception
staff, for example (Manhire-Heath, 2016)
RECOMMENDATION: include a specific focus on non-health professions in the Health System in

future reports.
3. ISSUE: High level HWIP data has been used for each DHB (reporting by occupation group 1 only)
RESPONSE: In response to this feedback, further tables have been added to the report in Section One
showing numbers of Māori in health professions in each DHB at occupation level 2, and also a
table for the Central Region showing exact numbers of Māori in each profession. As this table
shows counts below 5, permission for publication was gained from each GMHR in the six
Central Region DHBs (see Table 13).
4. ISSUE: more visibility needed for Allied Health Professions. Some of the groupings in the tables
obscures some of the professions. Also further detail desired for Tertiary study data.
RESPONSE: unfortunately, it wasn’t possible to disaggregate data further for this report, and further
detail on these professions would require an additional data request.
RECOMMENDATION: More detailed data to be requested for future analyses, for both employment
data and Tertiary education data.. Close consultation with those in Allied Health workforce
development in order to develop the data scope.
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Secondary School Science
5. ISSUE: students need to take Science in order to progress into health studies. It was noted at Work
Experience Day/Week that many students were not taking science and/or maths (17%
participation in Science).
RESPONSE: This present report includes data on Secondary School Science and participation. The data
has been extracted to include the following subjects: Agriculture/ Horticulture, Biology/
Biological Science, Chemistry, Earth Science/Astronomy, Human Biology, Physics, Science.
Unfortunately this includes non-health related sciences (such as Agriculture, Horticulture,

Earth Science and Astronomy) and doesn’t include Maths, therefore the data is not a strictly
accurate representation of Science participation and attainment, and is likely an overestimate.
There wasn’t time available to do another data extraction before the completion of this report.
RECOMMENDATION:
 Future data extractions for secondary School Science participation and attainment to specify
health-related Sciences and Maths.
 Promotion of health workforce careers to target specifically those undertaking Science
 Further focus needed on increasing science participation (in health-related sciences) to
Māori students. This encouragement to start as early as years 7 and 8.
6. ISSUE: there’s concern that some Secondary School students are not undertaking the correct
Science Subjects to gain entry into health professions.
RECOMMENDATION: for future analyses investigate the possibility of gaining more specific data on
Secondary School Science and Maths to include the NCEA code (or other level of detail). Also
include detail on entry level requirements for each health profession.
Ethnicity data collection

7. ISSUE: Improvements to ethnicity data collection – some DHBs have strategies to improve ethnicity
data collection, particularly at payroll, and to also include permission to use ethnicity data for
health workforce initiatives (rather than permission for ‘statistical purposes only’). Some
intend to include iwi data to align with the Census data collection.
RESPONSE: In the Census, iwi data collection is not obtained from the ethnicity question, rather from
the ancestry question. The ancestry question asks: “Are you descended from a Māori?” if the
answer is YES, then respondents are prompted to answer the iwi question, if NO, then
respondents are prompted to skip the iwi question1.
Therefore iwi information doesn’t necessarily relate directly to ethnicity. As an example, there
are a group of individuals that state Māori ethnicity on the Census, but not Māori ancestry
(therefore, no iwi data). Also there is a group that do not state Māori ethnicity, but do state
Māori ancestry (with or without iwi data).
1
See questions 7, 11, 12 and 13 on the sample 2018 Census form at this link:
www.englishlanguage.org.nz/sites/englishlanguage/files/kcfinder/images/2018/2018%20Census%20Individual
%20Form.pdf
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Note that while the MOH has ethnicity data protocols in place, they are currently undergoing
review, with an update expected in June 20182.
RECOMMENDATION: To align directly with Census data, health workforce data collection (and
patient data collection) should:
 Use the standardised Census ethnicity question recommended by MOH

 Use the Census descent question and iwi questions
 Use the StatsNZ iwi and iwi-related groups statistical classification3
Further data
8. ISSUE: the request was made for graduation numbers per health profession (nationally)
RESPONSE: The Ministry of Education has a number of data collections that relate to tertiary study,
such as: participation, retention and achievement, course completion, attrition, earnings
following graduation and whether students stay in NZ following graduation.
Much of this data is readily available (see the following link:

https://www.educationcounts.govt.nz/statistics/tertiary-
education/retention_and_achievement) however not all of it is available by: ethnicity or field
of Study (health-related subjects).
Therefore a customised data request from the Ministry of Education would be required to
obtain this data. It is beyond the scope (and time available) for this report, however might be
considered for future reports.
RECOMMENDATION: consider requesting detailed tertiary data for future health workforce reports
in order to determine the number and proportion of graduates of health related tertiary
studies, and their destination following study.
9. ISSUE: the request was made regarding data from DHB annual reports that provides a breakdown
of workforce by salary band (for salaries over $100,000), and whether this data could be
provided by ethnicity4
RESPONSE: unfortunately this was out of the scope and time for this current report, however it is
agreed that this would be a valuable contribution to the picture of equity in the health
workforce. It is thought that this data is collected by payroll in each of the DHBs
RECOMMENDATION: investigate obtaining ethnicity data on salary levels for future reports.
2
Current ethnicity data protocols can be found at this link: www.health.govt.nz/publication/hiso-100012017-
ethnicity-data-protocols
3
Further information and a list of iwi classifications can be found at this link:
www.archive.stats.govt.nz/methods/classifications-and-standards/classification-related-stats-
standards/iwi.aspx
4
As an example, the CCDHB has the salary band breakdown on p92 of their latest Annual Report:
https://www.ccdhb.org.nz/news-publications/publications-and-consultation-documents/ccdhb-annual-report-
2016-2017-web.pdf
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10. ISSUE: the request was made for health utilisation data, to determine the numbers and proportions
of Māori accessing health services.
RESPONSE: again, this sits outside the scope of this report, however is of considerable interest. There
are various data collections held by the Ministry of Health that would contribute to the picture
of health utilisation, such as:
o National Minimum Dataset (Hospitalisations)

o National non-admitted patient collection
o National patient flow (this is a new collection that provides data on the outcomes of
referrals from primary care to secondary care)
o Pharmaceutical collection (filling of prescriptions)
o PHO enrolment
Detail on this data can be found on the MOH website (https://www.health.govt.nz/nz-health-

statistics/national-collections-and-surveys/collections ) however a customised data request
would be required to obtain the data by ethnicity.
Some data is available in the recent Māori Health Profiles, and most DHBs have utilised this
data in Māori health Plans and other planning documents5.
RECOMMENDATION: consider obtaining health utilisation (demand) data by ethnicity for future
health workforce reports.
11. ISSUE: the request was made to employee age profile data for each DHB
RESPONSE: unfortunately this information wasn’t in the original data extraction, and would require a
separate request
RECOMMENDATION: include employee age profile data in future analyses.
12. ISSUE: More specific detail is needed on Māori in Allied Health professions, to reveal where Māori
are needed. Allied Health is a diverse category with over forty different professions.
RESPONSE: Further detail has been added to the report (see point 3 above)
RECOMMENDATION: Include specific detail on Allied Health professions in future analyses.
Pathways into health careers

13. ISSUE: more visibility is needed scaffolding pathways supporting Māori currently working in health
and or social services to upskill into further health careers.
RESPONSE: targetting those currently in employment is one of the four main pathways for Kia Ora
Hauora. This report shows the high numbers of Māori in Care and Support roles in DHBs, many
of whom may be candidates for further study and training into other health professions such
as nursing or social work.
5
These can be found at: www.otago.ac.nz/mhp2015
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There are recently developed courses for qualifications such as The NZ Certificate in tiaki Kuia,
Koroua (Te Wānanga o Aotearoa)6, or the New Zealand Diploma in Whānau Ora (Toi Ohomai)7,
and there are also on the job training opportunities, and distance learning options. There are
also Professional development programmes that might serve to develop skills and transition
into further study8.
RECOMMENDATION: Ensure all options for training and study are known and promoted to those
currently in the health workforce, consider a professional development approach. This could
be coordinated at a Central region level, or individual DHB.
14. ISSUE: the desire was expressed for more detailed information on where students are undertaking
Allied Health study. This would help connect with the information that Kia Ora Hauora has,
and develop better connections with AH tertiary students and secondary school students.
RECOMMENDATION: obtain this data for future analyses. As recommended earlier, further detail
on Tertiary students is required.
Training pathway diagram

15. ISSUE: some feedback suggested too much information on the diagram (although
acknowledgement that this is a difficult balance to strike), and also to:
 Add Māori design and kupu Māori to engage rangatahi

 Consult with rangatahi for feedback and input to the overall design
 Include scholarship information on the diagram.
RESPONSE: information has been trimmed back where possible, and scholarship information (or link)
added where relevant.
RECOMMENDATION: to consult with a group of rangatahi about the design and content of the
training pathways to ensure that they are appropriate and engaging for rangatahi in
particular.
16. ISSUE: the request was made to include training pathways for additional Allied Health professions.
RESPONSE: unfortunately time wasn’t available to develop these pathways, however the template for
the pathways will be provided with this report.
RECOMMENDATION: develop training pathways for the following professions: Occupational

Therapist, Audiologist, Radiation Therapist, Medical Radiation Technologist, Speech
Language Therapist, Psychologist, Anaesthetic Technician, Sonographer.
6
https://www.twoa.ac.nz/Nga-Akoranga-Our-Programmes/Social-Services/Certificate-in-Tiaki-Kuia-Koroua
7
See: https://toiohomai.ac.nz/study/new-zealand-diploma-whanau-ora-level-5
8
See for example: https://www.healthnavigator.org.nz/clinicians/c/continuing-professional-development/
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CONTENTS
Mihimihi .............................................................................................................................................1
Acknowledgements ............................................................................................................................2
Executive Summary ............................................................................................................................3
Further Recommendations .................................................................................................................8
Contents ...........................................................................................................................................13
Background ......................................................................................................................................16
Kia Ora Hauora..............................................................................................................................16
Aims of this report ........................................................................................................................17
Overview of this report .................................................................................................................18
Māori health workforce Policy Direction .......................................................................................18
National ....................................................................................................................................18
Central Region ..........................................................................................................................19
3DHB.........................................................................................................................................20
Introduction .....................................................................................................................................21
An equity framework for estimating Māori health workforce priorities .........................................21
Methodology ....................................................................................................................................24
Methods ...........................................................................................................................................24
A National overview of the Māori health workforce ..........................................................................29
SECTION ONE: Current profile of the Central Region DHB Māori Health workforce ...........................31
DHB employees, Central Region ....................................................................................................31
SECTION TWO: Estimating Māori health workforce needs ...............................................................49
Central Region – occupational group one ..................................................................................50
Central region – occupational group two ...................................................................................54
CCDHB ......................................................................................................................................57
Hawkes’ Bay ..............................................................................................................................57
Hutt Valley ................................................................................................................................57
MidCentral ................................................................................................................................57
Wairarapa .................................................................................................................................57
Whanganui................................................................................................................................57
Tino Rangatiratanga ......................................................................................................................59
Demography .................................................................................................................................60
Demographic characteristics of Central region Māori population ..............................................60
Estimating health workforce need by considering Central region demography ..........................63
Māori health need ........................................................................................................................66
Impact on DHB Māori health workforce need ...............................................................................66
13
SECTION THREE: Estimating Māori health workforce Supply .............................................................68
Secondary School Science Participation.........................................................................................68
Secondary School Science Attainment...........................................................................................70
Science participation and attainment over time, by DHB 2012-2016 .............................................71
Capital and Coast DHB ...............................................................................................................71
Hawke’s Bay DHB ......................................................................................................................72
Hutt Valley DHB ........................................................................................................................72
MidCentral ................................................................................................................................73
Wairarapa DHB .........................................................................................................................74
Whanganui DHB ........................................................................................................................75
National ....................................................................................................................................75
National Māori tertiary enrolments 2016 ......................................................................................77
Community ...................................................................................................................................80
Adults with qualifications ..........................................................................................................80
Unpaid work .............................................................................................................................84
SECTION FOUR: Estimating job opportunities for health professions .................................................85
Essential Skills in Demand .........................................................................................................85
Jobs in skill shortage..................................................................................................................86
SECTION FIVE: Prioritised health professions and training pathways ................................................89
References........................................................................................................................................91
Appendix ..........................................................................................................................................93
Appendix 1: Appendix of Allied health, Scientific & Technical Professions ....................................93
Appendix 2: geographic distribution of practising Māori dentists by DHB, Central region, 2012-
2015 .............................................................................................................................................94
Appendix 3: List of Kaiāwhina (non-regulated) roles .....................................................................95
Appendix 4: List of secondary schools in the Central region ..........................................................96
Appendix 5: List of Tertiary institutions in the Central region...................................................... 101
List of Tables
Table 1: SUMMARY TABLE A: Equity analysis of Māori employees in the Central Region, 2018-2023 .6
Table 2: SUMMARY TABLE B: Equity analysis, Central Region Māori health workforce, 2018 ..............7
Table 3: Occupational Groups ..........................................................................................................28
Table 4: Count and proportion of Māori DHB employees, national, December 2017 ........................30
Table 5: Māori DHB employees, Central Region, by occupation group 1 and 2, December 2017 .......32
Table 6: Māori DHB employees in each DHB, Central Region, Occupation group 1, December 2017 ..35
Table 7: Capital and Coast DHB Māori employees, Central Region, Occupation group 2, December 2017
.........................................................................................................................................................37
Table 8: Hawke's Bay DHB Māori employees, Central Region, Occupation group 2, December 2017 38
Table 9: Hutt Valley DHB Māori employees, Central Region, Occupation group 2, December 2017 ...39
Table 10: MidCentral DHB Māori employees, Central Region, Occupation group 2, December 2017 40
14
Table 11: Wairarapa DHB Māori employees, Central Region, Occupation group 2, December 2017 ..41
Table 12: Whanganui DHB Māori employees, Central Region, Occupation group 2, December 2017 42
Table 13: Central Region DHB Māori employees by occupation, Dec 2017........................................44
Table 14: Central Region DHB Māori employees by sex, December 2017..........................................45
Table 15: Central Region DHB Māori employees, occupational level 2, male and female, Dec 2017 ..47
Table 16: Estimated level of DHB Māori Health workforce need, occupation group 1, totals for the
Central Region, 2014-2018, based on achieving 17.7% Māori in the DHB Health Workforce by 2033 54
Table 17: Estimated level of DHB Māori Health workforce need, occupation groups 1 and 2, totals for
the Central Region, 2018-2023, based on achieving 17.7% Māori in the DHB Health Workforce by 2033
.........................................................................................................................................................56
Table 18: Estimated level of DHB Māori Health Workforce need for the Central Region, by DHB, 2018-
2023 .................................................................................................................................................58
Table 19: Impact on DHB Māori health workforce need, Central region, when applying the principle of
Tino rangatiratanga ..........................................................................................................................59
Table 20: Population projections, Māori population, Central Region DHBs 2018-2033......................61
Table 21: Māori proportion of population in each DHB for age 1-14 and 65+ age groups,2018-2033,
median age of Māori in each DHB 2018 and 2033 .............................................................................63
Table 22: impact of Māori demographic features on Māori health workforce need ...........................65
Table 23: Māori health and health service priority areas, National and Central region 2018 .............66
Table 24: Impact on Māori health workforce need from Māori health need .....................................67
Table 25: Science participation, NCEA levels 1-3, Central region and National, 2016 ........................69
Table 26: Science attainment, NCEA levels 1-3, Central region and National, 2016 ...........................70
Table 27: Māori school leaver Science participation and attainment 2012-2016, CCDHB ...................71
Table 28: Māori school leaver Science participation and attainment 2012-2016, HBDHB..................72
Table 29: Māori school leaver Science participation and attainment, 2012-2016 ..............................73
Table 32: Māori school leaver Science participation and attainment 2012-2016 ...............................75
Table 33: Māori school leaver Science participation and attainment 2012-2016 ...............................76
Table 34: Domestic tertiary students studying health related subjects, Māori and non-Māori
participation by health-related subject, national, 2016 .....................................................................80
Table 35: Number and proportion of adults aged 18+ with level 2 certificate or higher, Māori and non-
Māori, Central region DHBs, 2013 .....................................................................................................81
Table 36: Labour force status for Māori and non-Māori in the Central region, 2013 .........................83
Table 37: Unpaid work, adults 15+, Central region DHBs, 2013.........................................................84
Table 38: Essential skills in demand lists, health and social services, December 2017 .......................85
Table 39: job opportunities for selected professions as at March 2018 ............................................88
Table 40: Number and proportion of Māori dentists, Central Region DHBs, 2012-2015 ....................94
Table 41: School roll by TLA, funding year level and ethnic group as at 1 July 2014 ...........................96
Table 42: Directory of Tertiary Institutions as at 01/06/2014 .......................................................... 101
List of Figures
Figure 1: Central Region DHBs ..........................................................................................................17
Figure 2: Central Region Māori DHB employees, distribution by age, December 2017 .......................48
Figure 3: Age structure of the Māori and non-Māori populations in the Central Region ....................62
Figure 4: Secondary School participation in Science, levels 1-3, Māori and non-Māori for Central region
DHBs.................................................................................................................................................69
15
BACKGROUND
Kia Ora Hauora
“Whakamau, whakaū, whakaora i te ao Māori!”

Recruit, retain and revitalize the Māori health workforce
Developed in response to a recognised shortage of Māori in the health and disability workforce, and
an over-representation of Māori in need of health and disability support, Kia Ora Hauora is a Māori
health workforce development initiative aimed at increasing the overall number of Māori in health and
disability services.
Kia Ora Hauora addresses barriers for Māori entering health and disability services by improving Māori
access to health career information, improving the uptake and achievement levels of Māori students
in secondary school sciences, and by improving the recruitment and retention of Māori students
studying health related subjects at tertiary level. Kia Ora Hauora has four target groups for
recruitment: secondary students, tertiary students, Māori already in work, and Māori in the
community considering study.
Funded by the Ministry of Health, Kia Ora Hauora has a national coordination centre which sits with
Canterbury DHB and delivered through Mokowhiti Consultancy as of October 2018. The programme
is regionally driven through four hubs; Northern, Midlands, Central and Southern. This report is specific
to the Central Region which is comprised of six DHBs; Hawke’s Bay, Wairarapa, Hutt Valley, Capital and
Coast, MidCentral and Whanganui (see map in Figure 1 below).
The original objective of the Kia Ora Hauora programme was to recruit 1,000 new Māori nationally into
health career pathways over four years between 2008 and 2012. This objective was exceeded with
over 1,600 Māori recruited on a health career pathway in that time, and 3,670 enrolled on the website
(Corter, Pipi, Wehipeihana, & King, 2013). Kia Ora Hauora completed 100% of year 1-3 contract
deliverables from the National Action Plan and evaluations both internal and external have
demonstrated clear evidence of contribution to the health workforce, providing recommendations for
ongoing delivery of the programme (King, Pipi, & Wehipeihana, 2012; Reanga Consulting Ltd, 2013).
The updated national aims 2013-2015 for Kia Ora Hauora were to increase recruitment to a national
target of 2,000 new Māori on a health study pathway and to support at least 400 Māori into first year
tertiary study in health9.
The current National Business Case which runs from 1 Jan 2018 - 31 Dec 2020 highlights the
achievements of KOH in the 8 years of its existence. Over the next three years, KOH aims to increase
its programme targets by 10% to achieve the following:
 Recruit 560 new Māori onto a health study pathway per year
 Support at least 160 new Māori to enter into first year health related tertiary study (480 over
the three-year period)
9 Kia Ora Hauora Midland Region Business Case 2013-2017

16
 Support 160 new Māori graduates to successfully transition into health sector employment
(480 over the three-year period)10
Figure 1: Central Region DHBs
Source: http://www.kiaorahauora.co.nz/region/central-region
Aims of this report
The aim of this research is to identify priority professions for Māori in the health workforce in the
Central region over the next five years by identifying:
1. Māori health workforce need
2. Potential supply of Māori health workforce
3. Current and projected demand for prioritised professions
10
Kia ora Hauora National and Regional Contracts January 2018 – 31 December 2020
17
3. Training pathways that correspond with these professions
This research will draw on available statistical data, a review of national and international literature,
and perspectives obtained from key informant interviews. Because of the limited availability of data,
this report only considers the DHB employee workforce.
Overview of this report
The framework used in this report to determine health workforce needs has been applied in an earlier
study for DHBs in the Midland region11. In the development of this current report, consultation was
undertaken on the effectiveness and appropriateness of the framework to ensure its continued
application.
There are five main sections in this report:
SECTION ONE: Current profile of the Central region Māori health workforce
SECTION TWO: Estimating Māori health workforce needs
SECTION THREE: Estimating Māori health workforce supply
SECTION FOUR: Job opportunities
SECTION FIVE: Prioritised professions and training pathways
Māori health workforce Policy Direction
National
Health Workforce New Zealand (HWNZ) is responsible for the national coordination and leadership on
health workforce issues. HWNZ sits within the Ministry of Health, and contains five taskforces: Allied
Health, Kaiāwhina, Medical, Midwifery and Nursing. HWNZ acknowledges the need for a health
workforce that is responsive to Māori, and therefore requires more Māori health professionals.
Funding is allocated to DHBs to provide mentoring, cultural supervision and development activities to
support Māori trainees, however it has been noted that this funding is not currently accessible for the
majority of Allied Health trainees, and should be available to any new graduate, or new Māori staff
member. The Hauora Māori training fund helps DHBs develop Māori staff in the non-regulated
workforce. HWNZ also provides funding to Te Rau Matatini to deliver programmes for the Māori
health and addictions workforce (Ministry of Health, 2014).
Health Workforce New Zealand will be releasing an updated Strategic Plan in 2018.
Raranga Tupuake (Ministry of Health, 2006) is the Māori health workforce development plan of the
MOH which aims to guide the development of the Māori health and disability workforce of the 10-15
years following 2006. It stems from He Korowai Oranga, the Māori Health Strategy12, and the aim to
increase Māori participation in the health and disability sector. It contains three goals:
11 Simmonds S (2013) Māori Health Workforce Priorities, a report on the Māori Health Workforce within District Health
Boards in the Midland Region, Aotearoa. Commissioned by Lakes District Health Board for Kia Ora Hauora Midland
12 https://www.health.govt.nz/our-work/populations/maori-health/he-korowai-oranga
18
1. Increase the number of Māori in the health and disability workforce
2. Expand the skill base of the Māori health and disability workforce
3. Enable equitable access for Māori to training opportunities
This current report specifically contributes to the first goal by examining equity in numbers of Māori
and non-Māori in the health workforce, and also to the third goal by developing training pathways for
Māori seeking careers in health.
Whakapuāwaitia Ngai Māori is an aspirational strategy for the Māori health workforce to 2030 (Reanga
Consulting Ltd, 2013). It defines the following six priority goals:
1. Establish affirmation targets for Māori health and disability workforce development
2. Establish a Māori Health and Disability Workforce Development Centre of Excellence
3. Embed Māori cultural competencies and whānau-centred values-based practice into the
Aotearoa New Zealand Health and Disability workforce
4. Accelerate the development and enhancement of early intervention and primary care
workforce development
5. Accelerate the development of the Māori health and disabilities non-regulated workforce, and
6. Prioritise taitamariki and taiohi as future leaders in whānau and in health
This current report specifically contributes to the first goal, but also goals 5 and 6.
The Medical Council of New Zealand monitors the proportion of doctors that identify as Māori against
the proportion of Māori in the population (Medical Council of New Zealand, 2015), and has a strategic
aim to “engage with colleges and other stakeholders to influence an increase in the number of Māori
doctors entering and completing vocational training” (Medical Council of New Zealand, 2017).
The National Nursing Organisation has a specific goal to improve the employment of Māori nurses to
match their population demographics (National Nursing Organisations, 2014).
Other professional organisations also have Strategic Plans which contain specific goals related to the
Māori health workforce.
Central Region
The regional workforce objectives and initiatives are guided by the National Health Workforce Strategic
Plan and the Regional Services plan (Central Region District Health Boards, 2017). There are two key
objectives:
1. Enable, maintain and support a consistent and sustainable workforce for staff groups who are
either vulnerable or hard to fill
2. Enable, maintain and support a positive work culture across all DHBs, ultimately supporting
staff wellbeing
Within objective one, are the aims to; improve ethnicity data, and support a Dedicated Education Unit
for Māori and Pacific students (for nursing students). The aim to implement a cultural responsiveness
programme sits within objective two13.
The Central Region Regional Services Plan (RSP) 2017/18 has a strong focus on equity and a
commitment to “ensuring that a focus on Māori health is woven through all health plans to address
health inequities” (Central Region District Health Boards, 2012). There is a commitment to developing
13
https://tas.health.nz/assets/Uploads/Regional-workforce-development-structure.jpg
19
a sustainable workforce to meet future health needs, and a focus on increasing Māori participation in
the health workforce. However, there are no specific goals or targets pertaining to equity for Māori in
the Central Region health workforce.
The Central Region DHBs Regional Māori Health Plan, Tū Ora, has identified Māori workforce
development as one of the key focus areas and has specific goals for strengthening Māori workforce
capacity and capability (Wiki, 2011).
3DHB
The 3DHB AHS&T Strategic approach has identified workforce development as a priority, and
recognised the need to increase health equity, stating the desire for a ‘responsive and aware workforce
which reflects the population’
(Epps & Simpson, 2015). There is a goal to increase Māori workforce in this area, and to work with Kia
Ora Hauora14, and a target to increase the proportion of Māori practitioners to align with the local
Māori population15.
14
3DHB Allied Health Scientific and Technical Strategic Planning 2018-19 Draft version 1.1
15
3.4(a) CRWorkforce Dev Table 17-18
20
INTRODUCTION
Māori have the right to the highest attainable standard of health and high quality, timely healthcare.
This is a basic human right (United Nations, 1976), is further conferred upon Māori as an indigenous
right (Hunt, 2006; United Nations, 2007) and through the recognition of health as a taonga, with
protection guaranteed by the Treaty of Waitangi (CERD, 2007). The position of Māori as tangata
whenua comes with the associated responsibility of ensuring the wellbeing of all peoples in our
territories (Reid & Robson, 2007). Tino rangatiratanga denotes the right to self-determination, to self-
management, to leadership and control of Māori futures by Māori. This report is positioned in the
context of indigenous rights and societal equity. This necessarily includes ensuring there is a health
workforce that is responsive to the needs of the indigenous population of Aotearoa.
Increasing the number of Māori in the health workforce will ensure patients and whānau have a
greater chance of engaging with a Māori health professional when they encounter the health system.
Research has found that ethnic concordance between healthcare professionals and patients leads to
improved health outcomes (Wikaire & Ratima, 2011) and is also associated with improved adherence
to treatment (Huriwai, Sellman, Sullivan, & Potiki, 2000; Sue, 1998), greater acceptability of services
and better treatment outcomes.
Conversely, misdiagnosis can result where clinicians do not understand the client’s culture (Johnson &
Cameron, 2001). Culture influences how behaviours and symptoms are perceived, understood and
responded to. Further to this, research indicates that secure and positive cultural identity offers Māori
some protection against ill health (Forster, 2008) and that Māori patients feel valued if te reo Māori is
used during a clinical encounter (Pitama, Ahuriri-Driscoll, & Huria, 2011).
These studies and others indicate that an increase in the participation of Māori in the health workforce
is likely to lead to greater shared understanding between Māori patients and their whānau, and health
professionals. This will contribute towards creating a health care environment for Māori that
reinforces positive cultural identity, provides an environment where Māori values, beliefs and
practices are understood and therefore better facilitate an appropriate pathway to health for the
indigenous population of Aotearoa.
The development of a critical mass of Māori in the health workforce can also serve to provide stronger
practical support and guidance for non-Māori health workers to deliver culturally appropriate care,
enabling stronger Māori representation in decision-making roles and priority setting process, and
stronger Māori advocacy within the system.
An equity framework for estimating Māori health workforce priorities
This report refers to ‘health workforce need’ which is the number and mix of health professionals
required to effectively meet health sector objectives and population health need. This differs from
‘demand’ which is further defined by funded places for health professional positions.
There are many entry points into a career in health, which correspond to the four intervention points
for Kia Ora Hauora:
a) Māori in Secondary School

b) Māori in Tertiary institutions
c) Māori in the community
d) Māori in the workforce (either health or general)
21
This report aims to look at the available data for these entry points in an effort to estimate the Māori
health workforce ‘supply’.
Estimating areas of need in the Māori health DHB workforce for the Central region will be assessed
based on the following five factors and associated rationales:
Equity The health workforce should reflect the community

that it serves
Tino rangatiratanga Māori have the right to be self-determining
Demography The health workforce should be responsive to the
demographic circumstances of the community it
serves
Māori health need Areas of highest health need for Māori should be
prioritised
Māori student supply The potential Māori health workforce is dependent
on the supply of Māori students who may undertake
study in health-related subjects
In order to generate the numbers required in each health profession in the Central region, the principle
of equity will be applied to match proportions of Māori in the current health workforce with the
proportion of Māori in the DHB population. The numbers of each profession required to fulfil an
equitable obligation will be calculated.
Following the estimation of numbers required, a ‘rating’ will be assigned to each health profession or
profession grouping according to the expected impact on health workforce need from each of the five
factors listed above. The rating will be as follows:
HIGH MEDIUM MODERATE
The rating system will be used to estimate the relative impact on Māori health workforce need, when
considering the principle of tino rangatiratanga, when estimating the impacts of changing
demography of the regional Māori population and the current and projected health needs of Māori.
Consideration of Māori health needs will also highlight prioritized areas of specialization.
The potential supply for the Māori health workforce will be considered; regional and local Māori
students’ participation and attainment in secondary school science, and national Māori participation
in health-related subjects at tertiary level. An impact on the need for Māori health professions based
on expected tertiary student supply of Māori tertiary graduates over the next 3-5 years will be
estimated.
The combination of the two methods of projecting health workforce need (numbers) and estimating
the level of need (rating) can combine as an overall method of prioritisation of these health professions
for Māori. The list of prioritised professions will be finalised following an assessment of the market for
employment opportunities in these areas.
This framework will be applied to Māori health workforce data for DHBs only, as there is a lack of data
for private providers, primary care and NGOs. This is a considerable limitation.
22
Target Setting
It is expected that the information generated in this process is refined further at local planning level.
Those involved in DHB planning will have an intimate knowledge of their community and health
workforce and can integrate information presented in this report, situating it within a local context in
order to produce realistic and achievable targets for each District Health Board in the Central Region.
Timeframe for assessing Māori health workforce needs in the Central Region
Shorter timeframes are more appropriate for detailed health workforce forecasting. With longer
timeframes, more uncertainty is introduced and the forecasts are riskier (Dussault 2010). This report
provides estimates for the next five years, 2018-2023, but will also consider population impacts for the
next 15 years up to 2033. While the five-year timeframe is deemed suitable for planning, it is
acknowledged that some courses of study are of longer duration than this (such as medicine) and that
the project will therefore not fit within the timeframe for expected graduates of longer courses of
study.
23
METHODOLOGY
A kaupapa Māori approach is undertaken in this report. Kaupapa Māori as a research theory prioritises
the needs of Māori and acknowledges our socio-political and historical landscape. Kaupapa Māori is
responsive to the demographic circumstances of our population, and considers the implications of
population structure and changes, age structure and geographical distribution of our people.
Māori have the right to high quality data. This report includes a focus on improving data collection,
including appropriate ethnicity data collection. Where comparisons are drawn, these are made with
the non-Māori population – i.e. individuals who do not identify Māori as their ethnic group, or one of
their ethnic groups. This comparison acknowledges the Treaty relationship between the two groups,
and the right to equity as stated in the Treaty of Waitangi.
This research is by Māori, for Māori and is undertaken by Shirley Simmonds, a kaupapa Māori
researcher who affiliates to Raukawa, Ngāti Huri and Ngā Puhi.
METHODS
Literature Review
A literature review was conducted to identify literature identifying models of health workforce
projection, for the workforce in general, for specific professions within the health workforce, and
factors that affect health service demand and supply. Literature was also sought regarding workforce
prioritisation, particularly for indigenous health and more specifically literature regarding Māori health
workforce was identified. Articles and documents on human rights and indigenous rights, particularly
in health, were sought, as was literature on Māori health, the Treaty of Waitangi, and equity. Google
scholar search supplied the majority of academic literature, and key reports were obtained from
relevant websites such as Ministry of Health and Health Workforce New Zealand. Information on
different study pathways was obtained from the relevant websites of each institution, and clarity or
further information sought by email or phone contact where necessary.
Data Sources
Population projections by District Health Board (2013 base) from Statistics New Zealand, DHB Māori
Health Profiles 2015.
District Health Board health workforce data was obtained from Central Technical Advisory Services
(TAS) for the December quarter 2017. Ethnicity is collected according to the Ethnicity data protocols
for the health and disability sector (Ministry of Health, 2004) which allows collect of up to three
ethnicities. Ethnicity data is then prioritised to produce one ethnicity for analysis.
National Secondary School data on Science participation and attainment, and Tertiary enrolment data
was obtained from the Ministry of Education.
24
Key informant interviews
Semi-structured interviews were undertaken with General Managers Māori Health from across the
Central region DHBs, and where possible, with workforce development personnel, human resources
personnel and data analysts for the DHB region.
Health Workforce Data
Regulated Health Workforce

The Health Practitioners Competency Assurance Act (HPCAA) 2003 provides the basis for regulating
health practitioners in order to protect the public where there is a risk of harm from the practice of
the profession. Professions currently registered under the HPCAA include; chiropractors, dentists,
dental technicians, clinical dental technicians, dental therapists and dental hygienists, dietitians,
dispensing opticians, medical laboratory scientists and technicians, medical practitioners, medical
radiation technologists, midwives, nurses, occupational therapists, optometrists, osteopaths,
pharmacists, physiotherapists, podiatrists, psychologists. There are a number of other qualified health
professions in the allied Health S&T group that are not under the HPCAA act but are self-regulated
through a professional body. Further detail is provided in Appendix 1.
Māori are largely underrepresented in regulated health professions.
Until recently, a key source of data on the regulated health workforce has been the Health Workforce
Annual Survey, which also collected ethnicity data. These surveys have not been undertaken since
2010 (2009 for Dental practitioners) as it was found that a low response rate for the professions with
small numbers gave the misleading impression that there was no one practicing in these areas of
specialty16.
Non-Regulated Health Workforce

The non-regulated health workforce is defined by DHBNZ as health workers (paid or unpaid) who have
direct, personal care interaction with clients, within the health and disability sector and who are not
subjected to regulatory requirements under health legislation. The focus of care for the non-regulated
health workforce is restoration, recovery and rehabilitation, and therefore includes roles such as
caregivers, health care assistants, orderlies, community and home-based care workers, support
workers, Māori health workers and whānau ora navigators.
Data on the non-regulated health workforce is not routinely collected, consequently there is no reliable
source of information on this portion of the Māori Health workforce, and no reliable baseline data
from which to project workforce needs. The largest proportion of the Māori health and disability
workforce overall is located within the non-regulated health workforce (Reanga Consulting Ltd, 2013).
Therefore, while this report does not include such analyses, the importance of the non-regulated
Māori health workforce is emphasized.
Health Workforce Data for Private Providers and Non-Governmental Organizations

There is no comprehensive centralised data collection on the health workforce employed by private
and Non-Governmental Organization (NGO) Providers. These include:
16 Personal communication, Robert Hipkiss, Ministry of Health, email 13 June 2013

25
 Pharmacists, laboratories, radiology clinics;
 PHOs, GPs, midwives, independent nursing practices;
 Private Allied Health practitioners, i.e. Physiotherapists, Dietitians, Psychologists, Counsellors,
Audiologists, Occupational Therapists, Speech Language Therapists;
 Voluntary providers;
 Community Trusts;
 Private Hospitals;
 Māori and Pacific Providers; and
 Disability Support Services
The lack of data on the non-regulated health workforce, and for private providers and NGOs indicates
a considerable data gap in the representation of the health workforce. For the purpose of this project,
it is unfortunate that this data is unavailable as it is likely to represent a substantial proportion of Māori
in health. Whakapūāwaitia Ngāi Māori has recommended the establishment of one single dataset
and repository for collecting all workforce information nationally (Reanga Consulting Ltd, 2013).
Primary care services can be considered ‘gatekeepers’ for secondary and tertiary health care, and as
such are vital in facilitating access for Māori. A strong primary care system helps prevent illness and
death and is associated with a more equitable distribution of population health (Starfield 2005).
Therefore, data on the primary care health workforce would be beneficial for the assessment of Māori
health workforce needs in this area.
Health Workforce Data for District Health Boards

Health workforce data is routinely collected for health professionals employed by District Health
Boards and includes data on both regulated and non-regulated professions. Ethnicity is collected as a
variable, using the ethnicity data protocols for the Ministry of Health17. Ethnicity is then prioritised
and one ethnicity provided for data analysis.
The numerical data in the following sections are representative of Central Region DHB employees only.
The DHB provider arms are predominantly hospital services, but also some community services, public
health services and assessment, treatment and rehabilitation services.
DHB employee numbers are a headcount of all permanent part time and full-time employees and
includes fixed term employees. Casuals and those on leave (maternity leave, leave without pay) have
been excluded. Also excluded are those who left during this quarter.
Usually the data is collated into seven high-level occupational groups defined by the Australia and New
Zealand Standard Classification of Occupations (ANZSCO); Medical, Nursing, Midwifery, Care and
Support, Allied and Scientific, Corporate and Other. However, for the purposes of this research the
categories have been further divided into occupational groups 2 in order to gain a more comprehensive
picture of where the Māori Health workforce is placed within the Central Region. In general, numbers
below 5 have been suppressed in order to preserve confidentiality (and represented with **). Analysis
is provided by DHB where numbers allow.
17 http://www.health.govt.nz/publication/ethnicity-data-protocols-health-and-disability-sector
26
Table 3 lists the job titles within each occupational group. In Section one, one table provides detailed
information on numbers of Māori in each health profession for the Central Region. As this table
contains numbers below 5, permission to include this was gained from the General Managers of
Human Resources in each of the Central Region DHBs18.
Note that the category ‘other’ in the ‘Corporate and other’ grouping includes DHB employees who do
not hold a health-related position. This includes kitchenhands, storepersons, cleaners, cooks, security
officers, laundry workers, technicians and tradeworkers, labourers, carpenter, fitter, warehouse
administrator, gardener. These have been included in the data for the purposes of calculations,
however have not been commented on in the analyses.
The ‘corporate and other’ category contains many professions that don’t have face-to-face contact
with Māori clients, however many of these positions can have a role in decision making and priority
setting, such as those in management.
18
Confirmed by email, 22 May 2018
27
Table 3: Occupational Groups
Occupational
Occupational Group 2 and (ANZSCO Description)
Group 1
Senior Medical
MEDICAL
Junior Medical
Registered nurses
Nurse Managers
NURSING
Enrolled nurses
‘other’ (e.g.: nurse educators, nurse practitioners)
MIDWIFERY Midwives
Support workers (Nursing support workers, Māori health assistants and Community Workers)
Hospital orderly
CARE AND Health Promotion Officer
SUPPORT Counsellors (rehabilitation, drug and alcohol, counsellors nec)
All others (family support worker, personal care assistant, residential care officer, indigenous
health worker, health diagnostic and promotion nec etc)
Dental Therapist
Dental Assistant
Technicians (Sterilisation, Medical, Anaesthetic, Medical Laboratory, Cardiac, Respiratory,
Renal, Neuro, Pharmacy, Science, Dental etc)
Medical diagnostic radiographer
Psychologist, Clinical Psychologist
Physiotherapist
Dietitian
ALLIED AND Social worker
SCIENTIFIC Therapy Aide / Allied Health Assistants
Occupational Therapist
Medical Radiation Therapist
Audiologist
Medical Laboratory Scientist
Sonographer
Speech Language Therapist
Other Therapists
Hospital pharmacist
Receptionists (Medical and general)
Personal Assistants and secretaries, Clerks and administrators (General Clerk, Switchboard
operator, program/project administrator, admissions clerk, clerical and office support, filing
or registry clerk, accounts clerk, word processing operator, recruitment consultant, human
resource clerk, payroll clerk, clerical and administrative workers nec)
CORPORATE
Managers (ICT managers, specialist managers nec, policy and planning manager, corporate
AND OTHER
general manager, HR manager, Health and Welfare services Managers nec, Quality Assurance
Manager, Corporate Services Manager)
Environmental Health Officer
Analysts and other (Policy analyst, workplace relations adviser, public relations professional,
systems analyst, intelligence officer, ICT Business analyst, ICT Support engineer, Liaison
officer, accountant, management accountant)
Other (kitchenhands, storepersons, cleaners, cooks, security officers, laundry workers,
technicians and tradeworkers, labourers, carpenter, fitter, warehouse administrator,
gardener)
Source: Health Workforce Information Programme, Central Region Technical Advisory Services
Notes: Occupational groups are defined by ANZSCO, nec = not elsewhere classified.
28
A NATIONAL OVERVIEW OF THE MĀORI HEALTH WORKFORCE
The 2015 report Health of the Health Workforce provides an overview of the main occupational groups
(Ministry of Health, 2016). Data from June 2015 show that just 2.7% of the medical workforce identify
as Māori which represents just under 400 individuals (Ministry of Health, 2016). There is evidence of
increasing numbers of Māori medical students, suggesting an emerging generation of Māori doctors
(Pacific Perspectives, 2013).
In 2015, there were a total of 229 practising Māori oral health practitioners, 66 (28.8%) of these were
employed by DHBs nationwide (Dental Council, 2017).
A total of 71 dentists and dental specialists identified as Māori across the country, representing 3.1%
of the total dental workforce (Dental Council, 2017). This number has increased from 63 in 2012 (see
Appendix 1). Data also show that there were 99 dental therapists in 2015 (11.3%), 50 dental hygienists
and orthodontic auxiliaries (6.8%) and 9 dental technicians (2.5%). These numbers have also increased
in recent years (Dental Council, 2017).
In 2015, Nursing Council New Zealand data showed that 6.5% nurses identified as Māori, and this
proportion has risen since 2009 when it was 3.6% (Ministry of Health, 2016). The National Nursing
Organisation acknowledges the imperative to increase the Māori nursing workforce to match
population demographics (National Nursing Organisations, 2014). Data from the midwifery Council’s
2014 survey indicate that 9% of midwives identify as Māori (National Nursing Organisations, 2014).
National ethnicity data on the Allied Health workforce is varied and limited, particularly for those
professions not regulated under the Health Practitioner Competency Assurance act (HPCA) (National
Nursing Organisations, 2014). Similarly, ethnicity data for the Kaiāwhina workforce is scarce. This is a
non-regulated workforce that includes those working in administrative, support, or care roles. A list
of Kaiāwhina roles is provided in
29
Appendix 3
National data on DHB employees are produced by HWIP. The current report indicates that in the last
quarter of 2017, 7.0% of the DHB workforce identified as Māori (see Table 4 below). Highest
representation of Māori is seen in Care and Support roles with 15.6% (1,169 individuals) identifying as
Māori. Of the DHB senior medical workforce, 82 (1.6%) identified as Māori and 170 (4.1%) of the junior
medical workforce. Of other staff employed in DHBs, 5.7% (1,539) nurses and 6.8% (92) midwives
identified as Māori (DHB workforce Information, 2018). Nationally, 595 Māori were employed by DHBs
in Allied Health professions, representing 5.2% of AH staff.
Table 4: Count and proportion of Māori DHB employees, national, December 2017
Occupation group n (%)

Senior Medical 82 (1.6)
Junior Medical 170 (4.1)
Nursing 1,539 (5.7)
Midwifery 92 (6.8)
Allied and Scientific 595 (5.2)
Care and Support 1,169 (15.6)
Corporate and other 1,311 (9.2)
TOTAL 4,958 (7.0)
Source: DHB Workforce Information, Strategic Workforce Services, TAS (DHB workforce Information, 2018)
The quarterly report also examines the ethnic representation of DHB staff to the resident population,
and demonstrates an underrepresentation of Māori in each of the Central region DHBs (DHB workforce
Information, 2018).
30
SECTION ONE: CURRENT PROFILE OF THE CENTRAL REGION
DHB MĀORI HEALTH WORKFORCE
DHB employees, Central Region
The following data is the headcount of DHB staff employed as at December 2017. It excludes casuals,
those on long term leave, parental leave, or leave without pay, contractors, and those who leave within
this quarter. Data with a headcount lower than 5 has been suppressed for confidentiality reasons.
Central Region
Overall, there were an estimated 1,100 employees who identified as Māori in the Central region,
comprising 7.9% of the total DHB workforce (see Table 5). The proportions of Māori DHB workers were
lower than those for non-Māori for each of the professions apart from, as would be expected, Māori
health assistants of whom 52 (88%) identified as Māori. Relatively high representation of Māori was
found amongst community workers (31.7%) and health promotion officers (31.2%).
Low representations of Māori were found in both senior (1.4% or 13) and junior medical professions
(2.9% or 25). Less than 7% of the Central region DHB registered nurses identified as Māori (328 nurses),
and less than 6% of the region’s DHB midwives (18 midwives).
The proportion of Māori were relatively high in the care and support professions, although there were
less than five Māori counsellors (8.7%) in the Central region. In the allied and scientific occupational
group, there were low numbers of Māori dental therapists and dental assistants across the region (6
of each), and numbers were also low for phlebotomists, physiotherapists, dieticians and pharmacists,
with less than five in each of these professions. Note, however, that phlebotomy services are often
contracted out. There was a total of 45 Social workers who identified as Māori, comprising 15.1% of
social workers in the Central region. Of psychologists in the region, 11 (7.9%) identified as Māori.
In the corporate group of professions, Māori representation varied between 5.7% of analysts to 12.4%
of receptionists. Just over 10% of personal assistants, and clerks and administrators identified as
Māori. There were less than five environmental health officers in the region (10.3%). Of interest is
that one fifth of the employees in the ‘all others’ category identified as Māori, and it may be
worthwhile obtaining the data to determine what these professions are.
31
Table 5: Māori DHB employees, Central Region, by occupation group 1 and 2, December 2017
Māori non-Māori Unknown Total
n ( %) n (%) n ( %) n
MEDICAL Senior medical 13 (1.4) 811 (84.4) 137 (14.3) 961
Junior medical 25 (2.9) 696 (79.4) 156 (17.8) 877
NURSING Registered nurses 328 (6.8) 4,086 (84.6) 413 (8.6) 4,827
Nurse manager 17 (4.7) 308 (85.1) 37 (10.2) 362
Enrolled nurses 10 (7.5) 97 (72.9) 26 (19.5) 133
All Others 8 (4.5) 151 (84.4) 20 (11.2) 179
MIDWIFERY Midwives 18 (5.6) 281 (87.3) 23 (7.1) 322
CARE AND Community worker 19 (31.7) 39 (65.0) ** (3.3) >56
SUPPORT Māori health 52 (88.1) 5 (8.5) ** (3.4) >55
assistant
Nursing support 99 (13.9) 527 (74.2) 84 (11.8) 710
workers
Hospital orderly 14 (20.9) 46 (68.7) 7 (10.4) 67
Health promotion 24 (31.2) 47 (61.0) 6 (7.8) 77
officer
Counsellors ** (8.70) 37 (80.4) 5 (10.9) >42
All Others 15 (12.1) 93 (75.0) 16 (12.9) 124
ALLIED AND Dental Therapist 6 (5.2) 103 (88.8) 7 (6.0) 116
SCIENTIFIC Dental Assistant 6 (4.9) 111 (90.2) 6 (4.9) 123
Technician 18 (4.5) 353 (87.4) 33 (8.2) 404
Medical diagnostic 7 (3.3) 187 (87.4) 20 (9.3) 214
Radiographer
Phlebotomist ** (50.0) ** (50.0) 0 (0.0) **
Psychologist 11 (7.9) 120 (86.3) 8 (5.8) 139
Physiotherapist ** (1.1) 163 (93.7) 9 (5.2) >170
Dietitian ** (6.3) 44 (91.7) ** (2.1) >44
Social worker 45 (15.1) 238 (79.6) 16 (5.4) 299
Therapists & other 12 (2.5) 440 (90.2) 36 (7.4) 488
Pharmacist (hosp) ** (1.1) 79 (90.8) 7 (8.0) >83
All Others ** (14.8) 22 (81.5) ** (3.7) >23
CORPORATE Receptionists 25 (12.4) 165 (81.7) 12 (5.9) 202
AND OTHER Personal assistant 26 (10.4) 207 (82.5) 18 (7.2) 251
Clerks & admin 146 (10.7) 1,113 (81.7) 103 (7.6) 1,362
Managers 33 (9.5) 294 (84.2) 22 (6.3) 349
Environmental ** (10.3) 24 (82.8) ** (6.9) >25
Health Officer
Analysts and other 22 (5.7) 346 (89.2) 20 (5.2) 388
All Others 83 (20.1) 292 (70.9) 37 (9.0) 412
Grand Total 1,100 (7.9) 11,526 (82.8) 1,292 (9.3) 13,918
Source: Health Workforce Information Programme, Central Region Technical Advisory Services, extracted 15 March 2018.
Notes: Data shows headcounts of employees regardless of FTE ** data counts less than 5 have been suppressed to preserve
confidentiality
DHBs within the Central Region

The following data are presented by the seven occupational group one categories in Table 6 below.
Data is headcount for permanent employees only and doesn’t include casual staff. Further detail at
occupational level 2 is provided in
32
Table 7 to
33
Table 12.
In December 2017, Capital and Coast employed the largest number of DHB employees in the region
with 5,132 overall. Of these 5.3% (or 270 staff members) identified as Māori. The majority of Māori
staff were in the corporate category (86), care and support roles (50) or nursing (81). The highest
proportions of Māori were in care and support roles (16.6%) and corporate and other (8.2%). There
were less than five Māori senior medical staff and just five junior medical doctors, representing 1.4%
of this group in CCDHB. Twenty-five staff members (3.6%) in CCDHB identified as Māori in the Allied
Health professions.
Hawke’s Bay employed 2,656 staff members in total as at December 2017, 13.9% (370) identified as
Māori. The greatest numbers of Māori were in nursing or corporate roles with 118 employees in each
group. Care and support roles had the highest proportion of Māori, with 27.4% (61 individuals). There
were less than five senior medical staff in Hawkes Bay, and ten junior doctors. There were just five
Māori midwives, compared to 55 non-Māori midwives. Thirty-eight staff members (8.8%) identified
as Māori in the Allied Health professions.
Hutt Valley employed 2,085 people overall, with 134 of these employees identifying as Māori. This
represented 6.4% of the DHB staff. The highest number of Māori were in the corporate or other group
(51 employees), followed by nursing (44) and then those in care and support roles (26). There were
less than five Māori in either senior or junior medical roles, or midwifery. In the Allied and Scientific
group, just 9 employees identified as Māori, representing 2.5% of this group.
MidCentral had 2,502 employees in 2017 of which 193 (7.7%) identified as Māori. The majority were
in nursing roles (70 employees, 6.8%). A high proportion of Māori were in care and support roles
(13.7% or 18 employees). There were five Māori senior medical staff in MidCentral (3.0%) and eight
junior doctors (5.2%) which is quite a high proportion compared to other regions. There were 32 Māori
employees in allied and scientific roles, representing 8.2% of this group.
Wairarapa employed 579 staff in 2017, 28 of whom identified as Māori. This represented 4.8% of
employees. There were no Māori medical staff, 7 nursing staff (2.8%), and 7 Māori employees in care
and support roles (13.7%). Six employees (9.7%) identified as Māori in allied and scientific roles, and
8 in corporate and other (6.1%).
In 2017, Whanganui DHB employed 964 staff overall, 105 of whom identified as Māori representing
10.9% of the total. There were no Māori senior medical staff, and less than five junior medical. The
greatest numbers of Māori were in nursing roles, with 43 employees (10.6%). A high proportion of
those in care and support roles identified as Māori, with 26 employees (33.3%). Ten staff members
(7.5%) identified as Māori in the Allied Health professions.
34
Table 6: Māori DHB employees in each DHB, Central Region, Occupation group 1, December 2017
Māori (%) Non-Māori (%) Unknown (%) total
Capital & Coast 270 (5.3) 4,174 (81.3) 688 (13.4) 5,132
Senior medical ** ** 291 ** 111 ** >401
Junior medical 5 (1.4) 218 (58.9) 147 (39.7) 370
Nursing 81 (3.9) 1,790 (86.0) 210 (10.1) 2,081
Midwifery 6 (5.4) 97 (86.6) 9 (8.0) 112
Care and support 50 (16.6) 198 (65.8) 53 (17.6) 301
Allied and scientific 39 (4.8) 712 (87.9) 59 (7.3) 810
Corporate and other 86 (8.2) 868 (82.4) 99 (9.4) 1,053
Hawke's Bay 370 (13.9) 2,231 (84.0) 55 (2.1) 2,656
Senior medical ** ** 140 ** ** ** >143
Junior medical 10 ** 138 ** ** ** >146
Nursing 118 (11.4) 897 (86.8) 19 (1.8) 1,034
Midwifery 5 ** 55 ** ** ** >58
Care and support 61 (27.4) 158 (70.9) 4 (1.8) 223
Corporate and other 118 (21.3) 426 (76.8) 11 (2.0) 555
Hutt Valley 134 (6.4) 1,769 (84.8) 182 (8.7) 2,085
Senior medical ** ** 139 ** 14 ** >151
Junior medical ** ** 146 ** ** ** >147
Nursing 44 (6.3) 592 (84.1) 68 (9.7) 704
Midwifery ** ** 39 ** ** ** >40
Care and support 26 (13.5) 136 (70.8) 30 (15.6) 192
MidCentral 193 (7.7) 2,104 (84.1) 205 (8.2) 2,502
Senior medical 5 (3.0) 163 (97.0) 0 (0.0) 168
Junior medical 8 (5.2) 145 (94.8) 0 (0.0) 153
Nursing 70 (6.8) 846 (82.7) 107 (10.5) 1,023
Midwifery 6 ** 56 ** ** ** >62
Care and support 18 (13.7) 91 (69.5) 22 (16.8) 131
Wairarapa 28 (4.8) 389 (67.2) 162 (28.0) 579
Senior medical 0 (0.0) 28 (77.8) 8 (22.2) 36
Junior medical 0 ** 12 ** ** ** >11
Nursing 7 (2.8) 152 (60.6) 92 (36.7) 251
Midwifery 0 (0.0) 13 (68.4) 6 (31.6) 19
Care and support 7 (13.7) 33 (64.7) 11 (21.6) 51
35
Whanganui 105 (10.9) 859 (89.1) 0 (0.0) 964
Senior medical 0 (0.0) 50 (100.0) 0 (0.0) 50
Junior medical ** ** 37 ** 0 ** >34
Nursing 43 (10.6) 364 (89.4) 0 (0.0) 407
Midwifery 0 (0.0) 21 (100.0) 0 (0.0) 21
Care and support 26 (33.3) 52 (66.7) 0 (0.0) 78
Grand Total 1,100 (7.9) 11,526 (82.8) 1,292 (9.3) 13,918
Source: Health Workforce Information Programme, Central Region Technical Advisory Services, extracted 15 March 2018
Note: Data shows headcount of employees regardless of FTE, includes fixed-term employees, and excludes casuals, ** data
counts less than 5 have been suppressed to preserve confidentiality.
Unknown ethnicity
In the Central region as a whole, over 9% of employees (1,292 staff members) did not have their
ethnicity recorded and are listed in Table 5 and Table 6 as ‘unknown’. This is a considerable amount.
High proportions of unknown ethnicities are found in the medical professions, nursing, and midwifery
which contributed more than half of the total unknown category (812 individuals).
The proportion of staff for whom ethnicity was not recorded differed greatly by DHB. There were no
unrecorded ethnicities for staff in Whanganui DHB. Hawkes Bay had a low proportion with just 2.1%
of their staff (55 individuals), whereas 28% of Wairarapa employees did not have their ethnicity
recorded (162 individuals).
Table 14 shows that the majority (74%) of the unknown ethnicity group was female (which is consistent
with the higher proportion of females in health professions in general). The median age of the
unknown ethnicity group was almost 49 years old, which is higher than the median age of Māori (46.2
years) and non-Māori (45.8 years), indicating that staff members for whom there is no ethnicity data
are of an older age group. This is also seen in Figure 2 below. The mean length of stay for employees
with unknown ethnicity was also greater than the other two groups at 11.3 years, which likely reflects
the older age group.
Improving the quality of ethnicity data is a key goal of the Ministry of Health and is reflected in the
plans of each DHB. The high number of those who do not have their ethnicity recorded is a
considerable concern, particularly as a large proportion are medical or nursing staff who have a vital
role in patient engagement. Ethnicity data collection should be a mandatory requirement for each
DHB employee and obtaining complete ethnicity data is essential for working towards goals of equity
in the health workforce.
DHB Māori employees, occupation group 2

The following tables provide the number and proportions of employees in each DHB at occupation
level 2. They are arranged in alphabetical order and counts less than 5 have been suppressed.
Commentary is not provided for these tables as they are intended to provide further detail to Table 6
above.
36
Table 7: Capital and Coast DHB Māori employees, Central Region, Occupation group 2, December 2017
Māori Non-Māori Unknown TOTAL
n (%) n (%) n (%) n
Capital & Coast 270 4,174 688 5,132
All Others 24 (8.8) 215 (79.0) 33 (12.1) 272
Clerks and administrators 35 (8.1) 357 (82.8) 39 (9.0) 431
Counsellors 0 (0.0) 9 (75.0) ** ** 12
Dental Assistant 0 (0.0) 9 (90.0) ** ** 10
Dietitian ** ** 19 (95.0) 0 (0.0) 20
Enrolled nurses ** ** 22 (81.5) ** ** 27
Environmental Health Officer 0 (0.0) ** ** 0 (0.0) 2
Health Promotion Officer 0 (0.0) ** ** ** ** 3
Hospital orderly ** ** ** ** ** ** 6
Junior medical 5 (1.4) 218 (58.9) 147 (39.7) 370
Managers 10 (8.5) 96 (82.1) 11 (9.4) 117
Maori health assistant 16 (80.0) ** ** ** ** 20
Medical diagnostic radiographer ** ** 52 (86.7) 6 (10.0) 60
Midwives 6 (5.4) 97 (86.6) 9 (8.0) 112
Nurse manager 7 (4.3) 136 (84.0) 19 (11.7) 162
Nursing support workers 41 (12.7) 241 (74.6) 41 (12.7) 323
Personal assistant 12 (11.8) 80 (78.4) 10 (9.8) 102
Pharmacist 0 (0.0) 28 (93.3) 2 (6.7) 30
Physiotherapist 0 (0.0) 57 (96.6) 2 (3.4) 59
Psychologist 5 (7.2) 57 (82.6) 7 (10.1) 69
Receptionists 8 (11.0) 58 (79.5) 7 (9.6) 73
Registered nurses 69 (3.8) 1567 (86.4) 177 (9.8) 1813
Senior medical ** ** 291 (71.9) 111 (27.4) 405
Social worker 14 (12.0) 95 (81.2) 8 (6.8) 117
Technician ** ** 126 (88.7) 13 (9.2) 142
Therapists and other 0 0.0 176 (89.3) 21 (10.7) 197
Note: Data shows headcount of employees and excludes casuals, ** data counts less than 5 have been suppressed to preserve
confidentiality.
37
Table 8: Hawke's Bay DHB Māori employees, Central Region, Occupation group 2, December 2017
n (%) n (%) n (%) n
Hawke's Bay 370 (13.9) 2,231 (84.0) 55 (2.1) 2,656
All Others 51 (31.5) 106 (65.4) 5 (3.1) 162
Analysts and other 6 (12.5) 40 (83.3) ** ** 48
Clerks and administrators 42 (17.8) 192 (81.4) ** ** 236
Community worker 9 (30.0) 21 (70.0) 0 (0.0) 30
Counsellors ** ** 12 (85.7) 0 (0.0) 14
Dental Assistant ** ** 15 (83.3) 0 (0.0) 18
Dental therapist ** ** 21 (87.5) 0 (0.0) 24
Dietitian ** ** 11 (91.7) 0 (0.0) 12
Enrolled nurses ** ** ** ** 0 (0.0) 8
Environmental Health Officer ** ** 5 (71.4) 0 (0.0) 7
Health Promotion Officer 7 (46.7) 8 (53.3) 0 (0.0) 15
Hospital orderly 6 (17.6) 27 (79.4) ** ** 34
Junior medical 10 (6.7) 138 (92.0) ** ** 150
Managers 7 (10.9) 55 (85.9) ** ** 64
Maori health assistant 24 (92.3) ** ** 0 (0.0) 26
Medical diagnostic radiographer ** ** 42 (91.3) ** ** 46
Midwives 5 (8.1) 55 (88.7) ** ** 62
Nurse manager 5 (6.0) 79 (94.0) 0 (0.0) 84
Nursing support workers 22 (18.5) 94 (79.0) ** ** 119
Personal assistant 8 (18.2) 34 (77.3 ** ** 44
Pharmacist ** ** 26 (92.9) ** ** 28
Phlebotomist ** ** ** ** 0 ** **
Physiotherapist ** ** 34 (94.4) ** ** 36
Psychologist ** ** 13 (86.7) 0 (0.0) 15
Receptionists 10 (22.2) 35 (77.8) 0 (0.0) 45
Senior medical ** ** 140 (95.2) ** ** 147
Social worker 17 (31.5) 36 (66.7) ** ** 54
Technician 6 (5.8) 95 (91.3) ** ** 104
Therapists and other ** ** 99 (93.4) ** ** 106
confidentiality.
38
Table 9: Hutt Valley DHB Māori employees, Central Region, Occupation group 2, December 2017
n (%) n (%) n (%) n
Hutt Valley 134 (6.4) 1,769 (84.8) 182 (8.7) 2,085
All Others 18 (12.9) 104 (74.8) 17 (12.2) 139
Analysts and other 5 (12.2) 35 (85.4) ** ** 41
Community worker ** ** 8 (66.7) 0 (0.0) 12
Counsellors 0 (0.0) ** ** 0 (0.0) 1
Dental Assistant ** ** 41 (89.1) ** ** 46
Dental therapist 0 (0.0) 45 (95.7) ** ** 47
Dietitian ** ** 10 (83.3) ** ** 12
Enrolled nurses ** ** 12 (75.0) ** ** 16
Environmental Health Officer 0 (0.0) 10 (83.3) ** ** 12
Health Promotion Officer 9 (27.3) 22 (66.7) ** ** 33
Hospital orderly 6 (22.2) ** ** ** ** 27
Junior medical ** ** 146 (96.7) ** ** 151
Managers ** ** 67 (94.4) 0 (0.0) 71
Medical diagnostic radiographer 0 (0.0) 29 (90.6) ** ** 32
Midwives ** ** 39 (88.6) ** ** 44
Nurse manager 0 (0.0) 18 (81.8) ** ** 22
Personal assistant ** ** 26 (86.7) ** ** 30
Pharmacist 0 (0.0) 8 (100.0) 0 (0.0) 8
Physiotherapist 0 (0.0) 32 (94.1) ** ** 34
Psychologist 0 (0.0) 25 (96.2) ** ** 26
Receptionists ** ** ** ** 0 (0.0) 6
Senior medical ** ** 139 (89.7) 14 (9.0) 155
Social worker ** ** 36 (90.0) ** ** 40
Technician ** ** 48 (85.7) 7 (12.5) 56
Therapists and other ** ** 58 (90.6) ** ** 64
confidentiality.
39
Table 10: MidCentral DHB Māori employees, Central Region, Occupation group 2, December 2017
n (%) n (%) n (%) n
MidCentral 193 (7.7) 2,104 (84.1) 205 (8.2) 2,502
All Others 9 (9.3) 81 (83.5) 7 (7.2) 97
Community worker ** ** ** ** ** ** 3
Counsellors ** ** 7 (70.0) ** ** 10
Dental Assistant 0 (0.0) 26 (100.0) 0 (0.0) 26
Dental therapist ** ** 19 (90.5) ** ** 21
Dietitian 0 (0.0) ** ** 0 (0.0) 2
Enrolled nurses ** ** 34 (72.3) 12 (25.5) 47
Environmental Health Officer ** ** 7 (87.5) 0 (0.0) 8
Health Promotion Officer ** ** 10 (62.5) ** ** 16
Junior medical 8 (5.2) 145 (94.8) 0 (0.0) 153
Managers 8 (12.3) 50 (76.9) 7 (10.8) 65
Maori health assistant ** ** 0 (0.0) 0 (0.0) 3
Midwives 6 (9.4) 56 (87.5) ** ** 64
Nurse manager ** ** 40 (78.4) 10 (19.6) 51
Personal assistant ** ** 52 (91.2) ** ** 57
Pharmacist 0 (0.0) 8 (66.7) ** ** 12
Physiotherapist ** ** 24 (88.9) ** ** 27
Psychologist ** ** 15 (83.3) 0 (0.0) 18
Receptionists 5 (7.8) 56 (87.5) ** ** 64
Senior medical 5 (3.0) 163 (97.0) 0 (0.0) 168
Social worker 8 (16.0) 40 (80.0) ** ** 50
Technician ** ** 58 (85.3) 7 (10.3) 68
Therapists and other ** ** 78 (85.7) 10 (11.0) 91
confidentiality.
40
Table 11: Wairarapa DHB Māori employees, Central Region, Occupation group 2, December 2017
n (%) n (%) n (%) n
Wairarapa 28 (4.8) 389 (67.2) 162 (28.0) 579
All Others 0 (0.0) 35 (74.5) 12 (25.5) 47
Community worker ** ** 9 (64.3) ** ** 14
Counsellors 0 (0.0) ** ** ** ** 4
Dental Assistant 0 (0.0) ** ** ** ** 4
Dental therapist 0 (0.0) ** ** ** ** 8
Dietitian 0 (0.0) ** ** 0 (0.0) 2
Enrolled nurses 0 (0.0) 5 (41.7) 7 (58.3) 12
Junior medical 0 (0.0) 12 (80.0) ** ** 15
Managers ** ** 11 (78.6) ** ** 14
Maori health assistant ** ** 0 (0.0) ** ** 3
Medical diagnostic radiographer ** ** 8 (72.7) ** ** 11
Midwives 0 (0.0) 13 (68.4) 6 (31.6) 19
Nurse manager 0 (0.0) 13 (76.5) ** ** 17
Nursing support workers ** ** 12 (63.2) 5 (26.3) 19
Personal assistant 0 (0.0) ** ** ** ** 5
Pharmacist 0 (0.0) ** ** 0 (0.0) 2
Physiotherapist 0 (0.0) 6 (75.0) ** ** 8
Psychologist ** ** 5 (83.3) 0 (0.0) 6
Receptionists ** ** 11 (78.6) ** ** 14
Senior medical 0 (0.0) 28 (77.8) 8 (22.2) 36
Social worker ** ** 5 (62.5) ** ** 8
Technician ** ** 7 (58.3) ** ** 12
Therapists and other 0 (0.0) 8 (88.9) ** ** 9
confidentiality.
41
Table 12: Whanganui DHB Māori employees, Central Region, Occupation group 2, December 2017
n (%) n (%) n (%) n
Whanganui 105 (10.9) 859 (89.1) 0 (0.0) 964
All Others 8 (32.0) 17 (68.0) 0 (0.0) 25
Community worker ** ** 0 (0.0) 0 (0.0) 1
Counsellors 0 (0.0) 5 (100.0) 0 (0.0) 5
Dental Assistant ** ** 18 (94.7) 0 (0.0) 19
Dental therapist ** ** 14 (87.5) 0 (0.0) 16
Enrolled nurses ** ** 20 (87.0) 0 (0.0) 23
Health Promotion Officer ** ** 6 (60.0) 0 (0.0) 10
Junior medical ** ** 37 (97.4) 0 (0.0) 38
Managers ** ** 15 (83.3) 0 (0.0) 18
Maori health assistant 7 (100.0) 0 (0.0) 0 (0.0) 7
Midwives 0 (0.0) 21 (100.0) 0 (0.0) 21
Nurse manager ** ** 22 (84.6) 0 (0.0) 26
Personal assistant ** ** 12 (92.3) 0 (0.0) 13
Pharmacist 0 (0.0) 7 (100.0) 0 (0.0) 7
Physiotherapist 0 (0.0) 10 (100.0) 0 (0.0) 10
Psychologist 0 (0.0) 5 (100.0) 0 (0.0) 5
Senior medical 0 (0.0) 50 (100.0) 0 (0.0) 50
Social worker ** ** 26 (86.7) 0 (0.0) 30
Technician ** ** 19 (86.4) 0 (0.0) 22
Therapists and other 0 (0.0) 21 (100.0) 0 (0.0) 21
confidentiality.
Central Region DHB Māori employees by occupation

The following table provides the numbers of Māori in each occupation – the most detailed information
possible from the ANZSCO classification. These are headcounts in each profession, for the Central
Region, regardless of FTE, and excluding casuals. The professions are arranged alphabetically, rather
than by ANZSCO groupings.
Numbers below five have not been suppressed, which is usual practice in order to protect
confidentiality. There are two justifications for this. Firstly, individuals are less likely to be identifiable
at regional level (compared to DHB level) as it is a large geographical area.
Secondly, the desire for transparency in Māori health professions was expressed during consultation
(and in previous similar health workforce projects). The sentiment is that each Māori person in a health
profession is a position that has been “hard won” and should be acknowledged, therefore
acknowledging the mana of the individual who has attained this role.
42
Also, a clear picture of the professions in which Māori are employed (or not) allow for more finely-
tuned targeting of health workforce initiatives.
While it is not believed that the low numbers in this table directly identify an individual, or breach
privacy, it is expected that they are treated with sensitivity. Permission to include this data has been
sought from the Human Resource General Managers of each DHB in the Central Region19.
19
Confirmed by email 22 May 2018
43
Table 13: Central Region DHB Māori employees by occupation, Dec 2017
Occupation Māori Occupation Māori Occupation Māori
Accountant (General) 2 Health Promo Officer 24 Pharmacy Sales Assistant 1
Accounts Clerk 2 Hospital Orderly 14 Pharmacy Technician 1
Admissions Clerk 16 Hospital Pharmacist 1 Phlebotomist **
Anaesthetic Technician 1 Hospitality Workers nec 1 Physiotherapist 2
Analyst Programmer 1 Human Res Adviser 1 Plumber (General) 1
Audiologist 1 Human Resource Clerk 2 Podiatrist 2
Automobile Drivers nec 2 ICT Business Analyst 3 Policy and Planning Mgr 2
Call or Contact Ctr Operator 7 ICT Customer Spt Officer 3 Prog or Proj Admin 8
CE or Managing Director 1 ICT Managers nec 1 Public Relations Prof 1
Clerical & Office Support nec 1 Info & Org Profs nec 3 Purchasing Officer 1
Clerical & Admin Workers nec 17 Intelligence Officer 2 Receptionist (General) 7
Clinical Psychologist 11 Kitchenhand 33 Recreation Coordinator 1
Commercial Cleaner 10 Laboratory Manager 1 Recruitment Consultant 1
Community Worker 19 Library Assistant 1 Reg Nurse (Aged Care) 3
Computer Ntwk & Systs Eng 1 Mgt Consultant 1 Reg Nurse (C & F Health) 17
Contract Administrator 1 Māori Health Assistant 52 Reg Nurse (Comm Hlth) 31
Cook 5 Med Diag Radiographer 7 Reg Nurse (Critical Care & 43
Emergency)
Corporate General Manager 1 Med Lab Technician 1 Reg Nurse (Disability & 13
Rehabilitation)
Dental Assistant 6 Med Practitioners nec 2 Reg Nurse (Medical) 65
Dental Therapist 6 Med Radiation Therapist 3 Reg Nurse (Mental Hlth) 88
Diagnostic & Int Radiologist 3 Medical Receptionist 18 Reg Nurse (Paediatric) 2
Dietitian 3 Medical Technicians nec 8 Reg Nurse (Periop) 18
Disabilities Services Officer 2 Midwife 18 Reg Nurse (Surgical) 30
Diversional Therapist 3 Neurologist 1 Registered Nurses nec 18
Drug and Alcohol Counsellor 3 Nurse Educator 6 Renal Med Specialist 1
Engineering Professionals nec 1 Nurse Manager 17 Resident Medical Officer 25
Enrolled Nurse 10 Nurse Practitioner 1 Secretary (General) 14
Environmental Health Officer 3 Nursing Clinical Director 1 Security Consultant 1
Family & Marriage Counsellor 1 Nursing Support Worker 99 Security Officer 15
Filing or Registry Clerk 12 Obs and Gynaecologist 3 Social Worker 45
Finance Manager 1 Occ Health & Safety Adv 1 Specialist Managers nec 13
Financial Investment Manager 1 Occupational Therapist 3 Sterilisation Technician 6
Gastroenterologist 1 Office Manager 1 Storeperson 10
General Clerk 57 Org & Methods Analyst 1 Switchboard Operator 3
Handyperson 2 Orthopaedic Surgeon 2 Systems Administrator 4
Hlth & Welf Services Mgrs nec 8 Orthotist or Prosthetist 1 Therapy Aide 14
Health Diagnostic & 4 Painting Trades Worker 1 Training and Dvpt 1
Promotion Professionals nec Professional
Health Information Manager 2 Payroll Clerk 3 Word Proc Operator 9
Health Practice Manager 1 Personal Assistant 12 Grand Total 1,100
Note: numbers show headcount of employees, regardless of FTE, and excludes casuals, nec = not elsewhere classified
44
Central Region DHB Māori employees by sex
Table 14 below shows that of all those that identify as Māori in the Central region DHBs, the majority
were female (919, 83.5%). This was a higher proportion than for the non-Māori group where 78.4%
identified as Māori. Māori staff had a shorter length of service compared to non-Māori staff (7.4
compared to 8.1 years). The median age for Māori employees was 46.2, slightly higher than that of
the non-Māori group who had a median age of 45.8 years.
Table 14: Central Region DHB Māori employees by sex, December 2017
Female (%) Male (%) total Mean Mean
LoS Age
Māori 919 (83.5) 181 (16.5) 1,100 7.4 46.2
Non-Māori 9,037 (78.4) 2,489 (21.6) 11,526 8.1 45.8
Unknown 959 (74.2) 333 (25.8) 1,292 11.3 48.8
Total 10,915 (78.4) 3,003 (21.6) 13,918

Note: numbers show headcount of employees, regardless of FTE, and excludes casuals
Further detail is provided at occupational level 2 in
45
Table 15 below, which shows headcounts of male and female Māori DHB employees for each
profession (at occupational level 2). Almost all professions have higher proportions of female
employees, some are exclusively female such as dental assistants, dental nurses, enrolled nurses,
medical diagnostic radiographers, midwives, personal assistants and receptionists.
The only profession where the number of males is greater than females is in senior medical where
61.5% are male. Higher male proportions are also seen in junior medical (44%), Māori health assistants
(46.2%) and hospital orderlies (42.9%).
46
Table 15: Central Region DHB Māori employees, occupational level 2, male and female, Dec 2017
(%) of (%) of (%) of
Occupational level 2 Female Māori Male Māori total total
All Others 73 (66.4) 37 (33.6) 110 (14.8)
Analysts and other 16 (72.7) 6 (27.3) 22 (5.7)
Clerks and administrators 134 (91.8) 12 (8.2) 146 (10.7)
Community worker 13 (68.4) 6 (31.6) 19 (31.7)
Counsellors ** ** ** ** ** **
Dental Assistant 6 (100.0) 0 (0.0) 6 (4.9)
Dental therapist 6 (100.0) 0 (0.0) 6 (5.2)
Dietitian ** ** 0 ** ** **
Enrolled nurses 10 (100.0) 0 (0.0) 10 (7.5)
Environmental Health Officer ** ** ** ** ** **
Health Promotion Officer 19 (79.2) 5 (20.8) 24 (31.2)
Hospital orderly 8 (57.1) 6 (42.9) 14 (20.9)
Junior medical 14 (56.0) 11 (44.0) 25 (2.9)
Managers 26 (78.8) 7 (21.2) 33 (9.5)
Maori health assistant 28 (53.8) 24 (46.2) 52 (88.1)
Medical diagnostic radiographer 7 (100.0) 0 (0.0) 7 (3.3)
Midwives 18 (100.0) 0 (0.0) 18 (5.6)
Nurse manager 16 ** ** ** ** **
Nursing support workers 75 (75.8) 24 (24.2) 99 (13.9)
Personal assistant 26 (100.0) 0 (0.0) 26 (10.4)
Pharmacist ** ** 0 ** ** **
Phlebotomist ** ** 0 ** ** **
Physiotherapist ** ** 0 ** ** **
Psychologist 10 ** ** ** ** **
Receptionists 25 (100.0) 0 (0.0) 25 (12.4)
Registered nurses 308 (93.9) 20 (6.1) 328 (6.8)
Senior medical 5 (38.5) 8 (61.5) 13 (1.4)
Social worker 40 (88.9) 5 (11.1) 45 (15.1)
Technician 12 (66.7) 6 (33.3) 18 (4.5)
Therapists and other 12 (100.0) 0 (0.0) 12 (2.5)
Grand Total 919 (83.5) 181 (16.5) 1,100 (7.9)
Source: Health Workforce Information Programme, Central Region Technical Advisory Services, extracted 15 March 2018.
Notes: Data shows headcount of employees regardless of FTE, and excludes casuals, professions are organised in alphabetical
order, ** data counts less than 5 have been suppressed to preserve confidentiality
47
Central Region DHB employees - distribution by age
Figure 2 below shows the distribution by age for each population, i.e. the proportion of that population
that are in each age group.
A higher proportion of the Māori DHB population are in the under 25-year age group compared to non-
Māori. For the other age groups, the comparison varies and it is difficult to determine any pattern.
What is noticeable, however is the higher proportions of the ‘unknown’ group in the older age
brackets.
Figure 2: Central Region Māori DHB employees, distribution by age, December 2017
%
18.0
16.0
14.0
12.0
10.0
8.0
6.0
4.0
2.0
0.0
<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 >70
Māori Non-Maori unknown
48
SECTION TWO: ESTIMATING MĀORI HEALTH WORKFORCE
NEEDS
EQUITY: The health workforce should reflect the community it serves
On equity grounds, indigenous participation in the health workforce should match the demographic
profile of its community (Durie, 2003). This increases the chances of a Māori patient and their whānau
encountering a health professional of the same ethnic background, and also indicates equitable access
by Māori to education and training for health professions. Therefore, this section compares the
proportion of Māori in the DHB health workforce to the proportion of Māori in the population it serves.
This method of comparing workforce to population ratio has been utilised to some extent in projecting
Māori health workforce needs (see for example (Cram, 2010; Ministry of Health, 2011a; Simmonds,
2014). It is also the basis for many targets in DHBs, and is supported by the Māori health workforce
priorities guidelines to 2030 which advocate that the health workforce should reflect the community
it serves, and that the Māori health workforce will achieve an aggregated 12% of the national health
workforce by 2020 (Reanga Consulting Ltd, 2013).
In addition, the WHO health Workforce Advocacy Initiative states that any health workforce planning
should prioritise a more equitable distribution of health workers20. In Aotearoa, the Health Workforce
Advisory Committee stated that in order to progress Māori health workforce development, ‘Māori
need to be represented in the health workforce in proportion to the wider Māori population and
equitably distributed across all occupational categories (Health Workforce Advisory Committee, 2002).
A workforce that ‘better reflects the demography of the population cared for’ is a desired outcome
expressed in the Health Workforce NZ Annual Plan (Health Workforce New Zealand, 2012).
Progressive realisation
In taking a rights-based approach, this research also recognises the principle of progressive realisation.
This principle acknowledges the historical patterns of racism have entrenched disadvantage in
societies, and that it often takes time and resources to realise many rights fully (United Nations, 1976).
While this allows for flexibility in planning, it entails that steps taken towards equity must be
deliberate, concrete and targeted, and involve a time-bound plan of action. Developing step-wise
targets can also create forward momentum towards the desired goal of equity.
Predictions are less reliable the further out the time period. Therefore, in the following analysis,
detailed information is provided for the next five-year period (2018-2023), and less detail provided for
the following 15 years (2028 and 2033). Data for the later time periods should be utilised with caution
and acknowledgement of the uncertainty involved in such projections.
The data below are calculated based on achieving a Māori health workforce population that reflects
the proportion of Māori in its community by 2033.
20
Health Workforce Advocacy Initiative, addressing the health workforce crisis, a toolkit for health Professional
advocates http://www.who.int/workforcealliance/knowledge/toolkit/28.pdf accessed 8 April 2018
49
Central Region – occupational group one
50
Table 16 and
51
Table 17 provide an equity analysis to estimate the numbers needed of Māori DHB employees in the
Central region. The current proportion of Māori in the Central region population is 17.7%, therefore
calculations have been made based on achieving this proportion of Māori in the region’s health
workforce in the next 15 years, by 2033. The projections provided in the equity analysis columns of
52
Table 16 are:
 Target 2033 (17.7%): the target number required by the year 2033 in order for the proportion
of Māori in this occupational group to be 17.7% of the total
 Deficit 2018-2023: How many more of this profession are required in the next five years (to
work towards a goal of 17.7% in 2033)
 Average per year 2018-2023: the number per year required in the next five years (in addition
to the existing 2018 number) to work towards a goal of 17.7% in 2033
Overall the Central region Māori health workforce needs to more than double its capacity by 2033 in
order to meet an equity goal of matching the representation of Māori in the region’s population. To
work towards this goal, the overall number of Māori employees needs to increase by 454 employees
in the next five years, or on average, 91 employees per year.
The highest level of need is in both senior medical and junior medical where 10 and 9 doctors
respectively are required per year over the next five years in order to meet this goal.
Nursing requires approximately 41 Māori nurses per year across the region, and three Māori midwives
are required per year to meet this goal.
In the Allied Health professions, approximately 17 Māori health professions are required per year
across the region, however at this level of data it is not possible to see which professions in particular
are required, it is expected that there is higher Māori representation in the care and support roles in
this category, and less in the higher qualified professions.
In 2018, the proportion of Māori employees in care and support roles was 18%, and therefore the
equity goal of 17.7% is already exceeded. It is important to, at minimum, maintain this proportion of
Māori employees in this professional group. In the corporate and other group, 13 further Māori
employees per year are required across the region in order to meet equity goals.
53
Table 16: Estimated level of DHB Māori Health workforce need, occupation group 1, totals for the Central Region, 2014-
2018, based on achieving 17.7% Māori in the DHB Health Workforce by 2033
Current Māori employees Equity analysis
(Dec 2017)
target deficit average Level of
n (% ) total 2033 2018- per year need
(17.7%) 2023 2018-
2023
Senior medical 13 (1.4) 961 170 52 10 HIGH
Nursing 363 (6.6) 5,501 974 204 41 MEDIUM
Midwives 18 (5.6) 322 57 13 3 MEDIUM
Care and support > 176 (18.0) >976 173 1 1 MODERATE
Allied and scientific > 155 (6.8) >2,279 403 83 17 MEDIUM
Corporate and other 335 (11.3) 2,964 525 63 13 MODERATE
TOTAL 1,100 (7.9) 13,918 2,463 454 91

This aspirational model contains a number of assumptions. Firstly, it assumes that the current
proportion of Māori in the population remains constant, whereas it is actually projected to increase to
18.8% of the total population in the Central region in 2033.
Secondly, it assumes that the current proportion of Māori in the region’s health workforce will remain
constant over the next 15 years, whereas it is likely to change. Based on these two assumptions, the
estimates above are conservative.
While it is the ideal for our health workforce to represent the community it serves, these calculated
forecasts are extremely aspirational and may seem unachievable, particularly for both the medical and
nursing professions. It is important that these goals are balanced with what is realistically achievable,
therefore it is expected that region as a whole, and individual DHBs balance these numbers with local
knowledge in order to arrive at finalised numbers to aim for.
Central region – occupational group two

At the occupational group 2 level ( Formatted: Justified
54
Table 17), the highest proportions of Māori health professionals are required in medicine (both senior
and junior), in midwifery and in the therapist professions of the allied and scientific occupational group.
The next level of emphasis is placed on registered nurses, nurse managers and ‘other’ nursing (which
includes diversional therapists, occupational therapists, medical radiation, speech language, medical
laboratory scientists and sonographers) and psychologists.
Those with comparatively moderate recruitment need are enrolled nurses, most of the care and
support professions (community worker, Māori health assistant, nursing support workers, hospital
orderlies, social workers). Also and several professions in the corporate and other group such as
receptionists, personal assistants, clerks and administrators, managers and environmental health
officers.
The professions shaded in orange already have Māori representation of at least 17.7%, however this
level should be maintained therefore these groups have been assigned a ‘moderate’ rating rather than
imply that no emphasis on recruitment is needed.
55
Table 17: Estimated level of DHB Māori Health workforce need, occupation groups 1 and 2, totals for the Central Region,
2018-2023, based on achieving 17.7% Māori in the DHB Health Workforce by 2033
need
2033 2018- per year
n ( %) n (17.7%) 2023 2018-2023

assistant support
Nursing 99 (13.9) 710 126 9 2 MODERATE
CARE AND
Radiographer
Health Officer
Total 1,100 (7.9) 13,918 2,463 454 91
Note: professions shaded in orange have already met the target proportion of 17.7%. ** data counts less than 5 have been
suppressed to preserve confidentiality. Hutt Valley, CCDHB and Wairarapa outsource Phlebotomist services so they won’t be
visible in this data.
Formatted: Justified
56
Table 18 below provides an equity analysis for each DHB in the Central region.
CCDHB
In the Capital and Coast region, approximately 11.2% of the population identify as Māori. Of the
employees in Care and Support role, 16.6% identified as Māori, however all other professions did not
reflect a similar proportion to the Māori representation in the DHB population. Overall in CCDHB, 5.3%
of the DHB workforce identified as Māori. There is a high need for medical professionals (both senior
and junior) and nurses.
Hawkes’ Bay
In 2018 approximately 25.6% of the Hawke’s Bay population identified as Māori. An estimated 13.9%
of DHB employees identify as Māori overall. The Māori proportion of the DHB workforce in care and
support roles exceeded this proportion at 28.2%. The proportion of Māori in all other professions in
HBDHB fell below this mark, and Māori comprised 13.9% of the DHB workforce overall. There is a high
need for doctors and nurses, also a considerable need for those in midwifery and allied and scientific
roles. A moderate need for those in care and support and corporate and other roles.
Hutt Valley
Māori comprise 16.9% of the Hutt Valley population, yet just 6.4% of the DHB health workforce identify
as Māori. There is high need for Māori in medical, nursing, midwifery and allied and scientific
professions.
MidCentral
Approximately 19.4% of the MidCentral population identify as Māori, and approximately 7.7% of DHB
employees. None of the occupational 2 groups in the DHB matched the proportion of Māori in the
population, although Care and Support had approximately 14.4% Māori staff. There is high need for
doctors, nurses, and Māori in allied and scientific roles. There is also a considerable need for Māori
midwives.
Wairarapa
The Māori proportion of the Wairarapa DHB is approximately 16.9%, and yet just 4.8% of DHB
employees identify as Māori. the Māori proportions of each of the health professions fell below that
of the population. There is high need for doctors, nurses, midwives, and Māori health professionals in
allied and scientific roles. A considerable need for those in care and support roles, and corporate and
other.
Whanganui
The proportion of the Whanganui population that identified as Māori is approximately one quarter
(25.8%), yet just 10.9% of DHB employees identified as Māori. The proportion of Māori staff in care
and support roles met the population target at 27.8%, but all others fell below. There is a high need
for doctors, nurses, midwives, and Māori health professionals in allied and scientific professions.
57
Table 18: Estimated level of DHB Māori Health Workforce need for the Central Region, by DHB, 2018-2023
need
2033 2018- per year
n ( %) n (17.7%) 2023 2018-2023

assistant
Nursing support 99 (13.9) 710 126 9 2 MODERATE
CARE AND
Radiographer
Health Officer
Total 1,100 (7.9) 13,918 2,463 454 91
58
Tino Rangatiratanga
TINO RANGATIRATANGA: Māori have the right to be self-determining
As Māori, we have the right to determine our own health futures. Tino rangatiratanga denotes the
right to self-determination, to exercise authority, to autonomy, to leadership, and to self-management
for the indigenous population of Aotearoa.
The following professions are prioritised according to the level of potential leadership and decision-
making power they hold for Māori. Also prioritised are professions that enable and empower patients
and whānau to manage their own care and wellbeing.
Table 19: Impact on DHB Māori health workforce need, Central region, when applying the principle of Tino rangatiratanga
Occupational Group Occupational Group 2 Rangatiratanga
1 -
Impact on
Māori health
workforce need
Senior Medical HIGH
MEDICAL
Junior Medical HIGH
Registered nurses HIGH
Nurse Managers HIGH
NURSING
Enrolled nurses HIGH
‘other’ nursing
MIDWIFERY Midwives HIGH
Support workers MEDIUM
Hospital orderly
Social worker HIGH
CARE AND SUPPORT Health Promotion
MEDIUM
Officer
Counsellors HIGH
All others
Dentist HIGH
Dental Therapist HIGH
Dental Assistant
Technicians
Medical radiographer
ALLIED AND
Psychologists HIGH
SCIENTIFIC
Physiotherapist MEDIUM
Dietitian
Therapists and other
Hospital pharmacist HIGH
All others
Receptionists
PAs, clerks and admin
CORPORATE AND Managers HIGH
OTHER Envtl Health Officer MEDIUM
Analysts and other
Other
59
Demography
DEMOGRAPHY: the health workforce should be responsive to the demographic circumstances

of the community it serves
Māori have a considerably younger age structure and issues facing tamariki and rangatahi Māori have
recently been highlighted (Craig et al., 2013; Ministry of Health, 2012a; Simpson et al., 2017). The
higher proportion of Māori in child-bearing age and a higher fertility rate 21 contributes to population
growth.
The population of kaumātua is growing. A 100% increase in the needs of older people in Aotearoa is
predicted by 2026 (Health Workforce New Zealand, 2011). While the proportion of Māori in the older
age groups is small, the number of Māori elders has grown in the past 10 years and is projected to
increase further. The health needs of kaumātua must be carefully considered and the need for the
health sector to plan for an ageing Māori population has been identified (Health Workforce New
Zealand, 2011; Ministry of Health, 2011b).
A considerable proportion of Māori reside in the most deprived areas of this country, with almost a
quarter in decile 10 areas (compared to 7% non-Māori) (Ministry of Health, 2012c). Socioeconomic
position has cumulative impact over generations and impacts on access not only to health and health
services but also to the wider determinants of health such as education, wealth and other social
services. Accordingly, these populations suffer disproportionate ill health.
Access also depends largely on the geographical distribution of a population. A higher proportion of
Māori in this country live in rural (15.5%) or independent urban areas (15.6%) compared to non-Māori
(13.8% and 10.2% respectively (Ministry of Health, 2012b).
As Māori represent just 15.7% of the population, there is the risk of the demographic situation of Māori
being ‘swamped’ by the numerically dominant ethnic group if a whole of population approach is taken.
Māori have the right to define their own population. Demography impacts on health need which in
turn impacts on health workforce need. The health workforce should be responsive to the
demographic circumstances of the population it serves, taking into account factors such as population
growth, age structure and geographical distribution.
Demographic characteristics of Central region Māori population
A growing population
The estimated Māori population of Aotearoa in 2018 is 766,000, making up 15.7% of the total
population. 158,110 of those that identify as Māori live in the Central region (4.8% of the nation’s
Māori population).
Māori make up almost 18% of the Central region population as seen in Table 20 below, and this
proportion differs by DHB ranging from 11.2% in Capital and Coast to 25.8% in Whanganui. Hawke’s
21
Fertility rate for Māori is 2.95 compared to 2.01 for non-Māori
60
Bay has the highest number of Māori in the Central region (41,600) and Wairarapa has the lowest
number (7,560).
Over the next 15 years, the national population of Māori is expected to increase to approximately
99,800, making up a higher proportion of the total population (17.5% compared to 15.7% in 2018). It
is expected that by 2038, almost 20% of the nation’s population will identify as Māori22
This pattern is seen in the Central region where both numbers and proportions of Māori increase from
158,110 (17.7%) in 2018 to 176,390 (18.8%) in 2033. Similarly, across most of the DHBs, the number
and proportion of Māori is expected to increase over the next 15 years, the biggest proportional
increase in the Hawkes’ Bay (from 25.6% in 2018 to 28.3% in 2033). The number of Māori in
Whanganui is expected to decrease slightly, however the proportion increases from 25.8% to 26.7%
between 2018 and 2033.
Table 20: Population projections, Māori population, Central Region DHBs 2018-2033
2018 2023 2028 2033
n (%) n (%) n (%) n (%)
National 766,000 (15.7) 835,500 (16.2) 905,300 (16.8) 979,800 (17.5)
Central 158,110 (17.7) 913,200 (18.0) 929,000 (18.4) 176,390 (18.8)
Capital and Coast 34,600 (11.2) 36,400 (11.5) 38,300 (11.7) 40,100 (11.9)
Hawke's Bay 41,600 (25.6) 43,500 (26.4) 45,400 (27.2) 47,300 (28.3)
Hutt Valley 24,600 (16.9) 25,100 (17.1) 25,500 (17.2) 25,900 (17.5)
MidCentral 33,600 (19.4) 35,000 (19.8) 36,400 (20.3) 37,700 (20.7)
Wairarapa 7,560 (16.9) 8,110 (18.0) 8,680 (19.3) 9,290 (20.8)
Whanganui 16,150 (25.8) 16,250 (26.2) 16,250 (26.5) 16,100 (26.7)
Source: Statistics New Zealand population projections (2013 base), DHB Māori Health Profiles 2015
Notes: population projections use medium series estimates which assume medium fertility, mortality, migration, interethnic
mobility for each ethnic group and each area.
A youthful population
Consistent with the national pattern, the age structure of the Central region Māori population is
youthful compared to non-Māori (see Figure 3 below). One third of the Māori in the Central region
are aged under 15 years, and over half are aged under 25 years old. Compared to this, the non-Māori
group has 17% of their population in the under 15 age group, and just 30% under 25.
Proportions are similar in the 25-44 year working age group (24% Māori and 26% non-Māori). In 2018
just 55 of the Central region Māori population are the kaumātua age group (65+), compared to 17% of
the non-Māori population.
The pattern is similar across each of the six DHBs, therefore separate DHB data is not presented here.
22
file:///C:/Users/shirl/Downloads/NationalEthnicPopulationProjections2013-38HOTP.pdf
61
Figure 3: Age structure of the Māori and non-Māori populations in the Central Region
65+
45–64
25–44
15–24
0–14
30% 20% 10% 0% 10% 20% 30%

Māori non-Māori
Source: Statistics New Zealand population projections (2013) base (DHB Māori Health Profiles 2015)
An ageing population
In each of the Central region DHBs over the next fifteen years, the proportion of Māori (age 1-14) in
the younger age group is expected to decrease (see the first two columns of Table 21). Conversely,
the proportion of Māori in the older age group (age 65+) is expected to increase, the proportion
doubling in many DHBs (for example CCDHB increases from 5% to 10%, HVDHB from 6% to 12% and
Wairarapa from 7% to 14%). Both these changes indicate a population that is ageing.
This is further reflected in the increases in median age for each of the DHBs between 2018 and 2033.
The median age indicates the age at which 50% of the population are above, and 50% below that age.
In the Capital and Coast DHB region, the median age increases from 24.1 years to 26.5 years in this
time period. All other DHBs show an increase of at least 3 years in this time period (see last two
columns of Table 21).
Although the data is not presented here, it is worth noting that the median age for the non-Māori
population is considerably higher. In 2018 the median age for non-Māori was 35.9 in CCDHB, 41.3 in
HBDHB, 38.5 in HVDHB, 39 in MidCentral, 44.7 in Wairarapa and in 41.9 Whanganui. In the next 15
years, each of these proportions also increases.
62
Table 21: Māori proportion of population in each DHB for age 1-14 and 65+ age groups,2018-2033, median age of Māori
in each DHB 2018 and 2033
Tamariki (1-14) Kaumatua (65+) Median age
rangatahi of total population (%)
Proportion years
2018 2033 2018 2033 2018 2033
Capital and Coast 30 27 5 10 24.1 26.5
Hawke's Bay 34 31 7 11 25 28.6
Hutt Valley 33 28 6 12 25.1 28.5
MidCentral 33 29 6 11 23.8 27.5
Wairarapa 32 29 7 14 25 28.6
Whanganui 32 29 8 14 25.9 29.9
Source: Statistics New Zealand population projections (2013) base (DHB Māori Health Profiles 2015)
Estimating health workforce need by considering Central region demography

The relative impact on the Māori health workforce particularly with regard to aged care and youth will
be estimated in relation to these characteristics in
63
Table 22 below.
64
Table 22: impact of Māori demographic features on Māori health workforce need
Occupational Group 1 Occupational Group 2 Impact on Māori Comment
health workforce
need
Senior Medical HIGH Areas of Specialty: Aged care / Gerontology,
MEDICAL Cardiology, Renal, Oncology, Paediatrics,
Junior Medical HIGH
Obstetrics, Psychiatry
Registered nurses HIGH Nurse specialty areas: Aged care, Community
Nurse Managers HIGH Services, Disability and Rehabilitation, Sexual
Health, Palliative care, Communicable Disease,
Diabetes, Renal, Public Health nurses in
schools, Oncology, Youth specific services,
NURSING
Enrolled nurses HIGH Immunization nurses in schools (and
Rheumatic Fever), Diabetes, Eczema and skin,
Trauma or Accident and Emergency, Mental
Health and Psychiatric care.
‘other’ nursing HIGH Nurse Practitioners, Nurse Educators
MIDWIFERY Midwives HIGH Maternity care, early infant care, breastfeeding
Support workers HIGH
Hospital orderly MEDIUM Aged care
Social worker HIGH Particularly for youth, and youth mental health
CARE AND SUPPORT Health Promotion Officer MEDIUM Alcohol and drug, Smoking cessation
Youth mental health, alcohol and drug, Post-
Counsellors HIGH
vention suicide
All others HIGH Aged care – family support workers, navigators
Dentist HIGH Youth, Aged Care
Dental Therapist HIGH Youth
Dental Assistant MEDIUM
Technicians MEDIUM Vision and hearing technicians (aged care)
ALLIED AND SCIENTIFIC Medical radiographer MEDIUM Aged care
Psychologists for long term conditions, child
Psychologists MEDIUM
development
Physiotherapist HIGH Aged care and rehabilitation
Dietitian MEDIUM Aged care, diabetes, youth (obesity)
Therapists and other MEDIUM Aged care
All others
Receptionists MODERATE Youth
PAs, clerks and admin MODERATE
CORPORATE AND Managers HIGH
OTHER Envtl Health Officer
Analysts and other
Other
65
Māori health need
MĀORI HEALTH NEED: Areas of highest health need for Māori should be prioritised
Impact on DHB Māori health workforce need
The recently published DHB Māori Health Profiles detail indicators of health for Māori in each of the
DHB regions23 have replaced the previous Health Needs Assessments. These and other sources of data
are combined with local knowledge and consultation to determine DHB priorities. Priorities are also
determined at a regional and national level. These are all summarised in Table 23 below.
Table 23: Māori health and health service priority areas, National and Central region 2018
Prioritised area National Central CCDHB HBDHB HVDHB Mid WaiDHB Wha
Region Central DHB
Data quality        
Access        
Did not attend  
Maternal health   
Breastfeeding    
Cardiovascular disease      
Diabetes    
Cancer     
Smoking       
Immunisation       
Workforce    
ASH rates   
Elective surgery 
Rheumatic fever      
Breast & cervical    
screening
Seasonal influenza   
Health of older people 
Radiology 
Mental health       
Hepatitis C 
Trauma 
End of life care 
Oral health      
Gout 
Respiratory   
Child health & SUDI       
Obesity    
Alcohol & drugs  
Whānau ora  
Sources: Tū Ora Regional Māori Health Plan, CCDHB Māori Health Plan 2016-17, HBDHB Māori Health Annual Plan 2016-17,
Hutt Valley DHB Māori Health Plan 2016-7, MidCentral DHB Māori Health Plan 2016/7, Wairarapa Māori Health Plan 2016-
17, Whanganui DHB Māori Health Plan 2016-17
Notes: SUDI = sudden unexplained death of infants, ASH = ambulatory sensitive hospitalisations
23
https://www.otago.ac.nz/wellington/departments/publichealth/research/erupomare/research/otago147631.h
tml
66
The prioritised health issues as outlined in the region’s plans have been considered in determining the
impact on Māori health workforce need. Table 24 below estimates the level of need for each
profession group, with comments on some areas of specialty.
Table 24: Impact on Māori health workforce need from Māori health need
Impact on Māori Comment
Occupational Occupational
health workforce
Group 1 Group 2
need
Senior Medical HIGH Specialty areas: Aged Care/Gerontology, Paediatrics,
MEDICAL Obstetrics, Cardiology, Oncology, Rural General Practice,
Junior Medical HIGH
Psychiatry
Registered nurses HIGH Nurse specialty area: Aged Care, Child Health, Nurse
Nurse Managers HIGH Practitioners, Nurse Educators, Public Health, Diabetes, Renal,
NURSING Cardiac care, Respiratory Health, Mental Health and
Enrolled nurses HIGH
‘other’ nursing HIGH Psychiatric care
MIDWIFERY Midwives HIGH
Support Workers HIGH
Māori health assistant MODERATE
Hospital orderly MEDIUM
CARE AND Social worker HIGH Particularly for youth, mental health
SUPPORT Health Promo Officer HIGH Smoking, Drug and Alcohol
Counsellors HIGH Youth
Family support workers, personal care assistants, health
All others HIGH
promotion, navigators
Dentist HIGH Youth, aged care
Dental Therapist HIGH Youth
Dental Assistant MEDIUM
Technicians MEDIUM
Medical radiographer MEDIUM Screening, aged care
ALLIED AND
Psychologists
SCIENTIFIC
Physiotherapist HIGH Aged care, rehabilitation, trauma
Dietitian HIGH Aged care, youth, increased incidence of obesity
Therapists and other MEDIUM
All others
Receptionists MODERATE
PAs, Clerks, Admin MODERATE
CORPORATE
Managers HIGH
AND OTHER
Envtl Health Officer
Analysts and other HIGH Data analysts, kaupapa Māori analysts
Other
67
SECTION THREE: ESTIMATING MĀORI HEALTH WORKFORCE
SUPPLY
The potential Māori health workforce supply includes Māori currently in health careers, Māori in the
community considering entering the health workforce, Māori students undertaking Science at
secondary school, and Māori undertaking tertiary study in health-related subjects. This section
provides data on secondary school science participation and attainment in the Central region and
tertiary studies at a national level. In an attempt to assess the potential supply in the community, data
is also provided for the number and proportion of Māori in each DHB population who currently have
a level 2 qualification or higher, labour force status of the Māori population in each DHB, and those
undertaking unpaid work.
It is acknowledged that many Māori have administrative and managerial roles in the health arena,
however the potential supply for these roles is difficult to estimate, as the career pathway is varied,
and because those who might currently be studying management or administration can venture into
roles other than health.
Secondary School Science Participation
The following data in Table 25 shows the number of Māori and non-Māori students participating in at
least 14 credits in NCEA Science subjects. Note that this is regardless of their result and note also that
‘level 1 or above’ includes levels 2 and 3, and ‘level 2 or above’ includes level 3. This data is for school
leavers in 2016, defined as ‘secondary school students that have finished their schooling’ 24.
The percentages show the proportion of Māori students that are undertaking science as a proportion
of all Māori students enrolled at that level (in any subjects). Likewise, for non-Māori. Science subjects
include the following: Agriculture/ Horticulture, Biology/ Biological Science, Chemistry, Earth
Science/Astronomy, Human Biology, Physics, Science. This list includes sciences that don’t necessarily
lead to health-related studies (such as Agriculture, Horticulture, Earth Science, Astronomy), therefore
the following data are likely to be overestimates of participation and attainment.
In 2016, in the Central region there were an estimated 1,951 Māori school-leavers who participated in
Science subjects at level 1 or above. A relatively high proportion of Māori students participated in level
1 or above Science in CCDHB (80.3% or 383 students) and also MidCentral (78.5% or 511 students). Of
the other DHBs, the proportion of Māori students ranged from 61.5% (83) in the Wairarapa to 65.3%
(262) in the Hutt Valley. Nationally the proportion of Māori school leavers participating in Science
subjects level 1 or above is 64.4%, whereas the non-Māori proportion is 84.0%. In each DHB the
proportion of non-Māori students undertaking Science subjects is higher than that for Māori.
For Māori students participating in Science at level 2 or above, the proportion ranges from 23.1% (70
students) in Whanganui to 41.3% (197 students) in the Capital and Coast region. The proportion of
non-Māori in each DHB is noticeably higher than that for Māori.
For Māori students participating in Science at level 3, the proportions range from 9.9% (30 students)
in Whanganui to 23.3% (111 students) in CCDHB. In each DHB the proportion of non-Māori
24
See the following link for more detail on definitions:
https://www.educationcounts.govt.nz/statistics/indicators/definition/education-and-learning-outcomes/28879
68
participating in Science subjects is considerably higher than that for Māori, sometimes more than three
times as high (as seen in data for Hutt Valley and Whanganui DHBs). A similar pattern is seen at a
national level.
Table 25: Science participation, NCEA levels 1-3, Central region and National, 2016
Level 1 or above Level 2 or above Level 3 or above
n (%) n (%) n (%)
Capital and Coast Māori 383 (80.3) 197 (41.3) 111 (23.3)
Non-Māori 2,495 (89.7) 1,656 (59.5) 1,127 (40.5)
Hawke's Bay Māori 517 (63.4) 253 (31.0) 131 (16.1)
Non-Māori 1,227 (86.2) 880 (61.8) 563 (39.6)
Hutt Valley Māori 262 (65.3) 113 (28.2) 42 (10.5)
Non-Māori 1,171 (85.6) 762 (55.7) 498 (36.4)
MidCentral Māori 511 (78.5) 221 (33.9) 80 (12.3)
Non-Māori 1,325 (90.0) 815 (55.3) 481 (32.7)
Wairarapa Māori 83 (61.5) 39 (28.9) 24 (17.8)
Non-Māori 370 (87.3) 234 (55.2) 146 (34.4)
Whanganui Māori 195 (64.4) 70 (23.1) 30 (9.9)
Non-Māori 487 (89.0) 316 (57.8) 172 (31.4)
National Māori 8,687 (64.4) 3,877 (28.7) 1,890 (14.0)
Non-Māori 36,522 (84.0) 23,788 (54.7) 15,540 (35.8)
Source: Indicators and Reporting team, Ministry of Education
Note: Participation is defined as participating in 14 or more credits regardless of result.
The differences between Māori and non-Māori proportions participating in Science can more clearly
be seen in Figure 4 below. In each DHB and at each of the levels, the proportion of non-Māori
participation is higher than that for Māori. In each DHB, the proportion of Māori participating in
Science decreases, the higher the level.
Figure 4: Secondary School participation in Science, levels 1-3, Māori and non-Māori for Central region DHBs
%
90.0
89.7
89.0
100
87.3
86.2
85.6
80.3
90
78.5
80
65.3
64.4
63.4
61.8
61.5
59.5
70
57.8
55.7
55.3
55.2
60
41.3
40.5
39.6
50
36.4
34.4
33.9
32.7
31.4
31.0
28.9
40
28.2
23.3
23.1
30
17.8
16.1
12.3
10.5
20
9.9
10
0
level level level level level level level level level level level level level level level level level level
1+ 2+ 3+ 1+ 2+ 3+ 1+ 2+ 3+ 1+ 2+ 3+ 1+ 2+ 3+ 1+ 2+ 3+
Capital and Coast Hawke's Bay Hutt Valley Midcentral Wairarapa Whanganui
Māori non-Māori

Note: Participation is defined as participating in 14 or more credits regardless of result.
69
Secondary School Science Attainment
Attainment at level 1 or above is defined as a student attaining 14 or more credits in a Science subject,
where their result is either ‘achieved’, ‘merit’, or ‘excellence’. Fourteen credits equate to one subject.
Proportions are calculated as percentage of school leavers in 2016 25. Attainment at level 2 or above is
defined as a student obtaining 30 credits at level 2 or above, similarly for attainment at level 3 or
above, defined as a student obtaining 30 credits at level 3 or above.
In 2016 in the Central region, there were a total of 1,272 Māori students who attained at least 14
credits at level 1 or above. There were relatively high proportions of attainment in the Capital and
Coast region (54.9% or 262 students), and in the MidCentral region (50.5% or 329 students) and lower
proportions in Wairarapa (46.7%, 63 students), Hawke’s Bay (44.4%, 362 students), Hutt Valley (36.9%,
148 students) and Whanganui (35.6%, 108 students). Apart from Whanganui, the Central Region DHBs
have a higher proportion of Māori attainment in Science than the national level which is 42.2%.
In each DHB, the proportion of non-Māori attainment in Science is higher than that for Māori, ranging
between 66.1% in the Hutt Valley and 75.2% in Hawke’s Bay.
In 2016 a total of 555 Māori students attained 14 or more Science credits at level 2 or above in the
Central Region. The proportions of Māori attainment ranged from 14.2% (43 students) in Whanganui
to 28.7% (137) students in the Capital and Coast region).
A total of 242 Māori students attained 14 or more credits at level 3 or above in the Central region in
2016. Proportions of attainment ranged from 14.1% (19 students) in the Wairarapa, to 4.6% (14
students) in Whanganui.
Table 26: Science attainment, NCEA levels 1-3, Central region and National, 2016
Level 1 or above Level 2 or above Level 3 or above
n (%) n (%) n (%)
Capital and Coast Māori 262 (54.9) 137 (28.7) 66 (13.8)
Non-Māori 2,043 (73.4) 1,324 (47.6) 859 (30.9)
Hawke's Bay Māori 362 (44.4) 164 (20.1) 85 (10.4)
Non-Māori 1,070 (75.2) 674 (47.4) 419 (29.4)
Hutt Valley Māori 148 (36.9) 60 (15.0) 22 (5.5)
Non-Māori 904 (66.1) 585 (42.8) 353 (25.8)
MidCentral Māori 329 (50.5) 123 (18.9) 36 (5.5)
Non-Māori 1,080 (73.3) 592 (40.2) 349 (23.7)
Wairarapa Māori 63 (46.7) 28 (20.7) 19 (14.1)
Non-Māori 300 (70.8) 172 (40.6) 113 (26.7)
Whanganui Māori 108 (35.6) 43 (14.2) 14 (4.6)
Non-Māori 390 (71.3) 215 (39.3) 121 (22.1)
National total Māori 5,698 (42.2) 2,367 (17.5) 1,076 (8.0)
Non-Māori 29,826 (68.6) 18,478 (42.5) 11,488 (26.4)
Note: attainment is defined as attaining 14 or more Science credits
25
For further detail on attainment:
https://www.educationcounts.govt.nz/statistics/indicators/definition/education-and-learning-outcomes/28879
70
Science participation and attainment over time, by DHB 2012-2016
Trends over a five-year time period can indicate patterns in retention and attainment. The following
tables show participation and attainment for Māori school leavers only for the five years between 2012
and 2016, for each DHB in the Central Region. Note that these data don’t take into account underlying
changes in population for this age group over time, so any increases (or decreases) in actual numbers
may be attributed to increases or decreases in the Māori population in the region.
Capital and Coast DHB

In the five-year time period, the numbers of Māori student leavers participating in Science subjects at
level one or above increased overall from 307 to 383 (although dropped in 2014). During this time,
the proportions of Māori students participating in Science increased from 68.7% to 80.3%.
In the same time period, the number of Māori students attaining Science at level one or above
increased from 174 to 216, and similarly the proportions increased from 38.9% to 45.3% (although
there was a drop in proportions between 2015 and 2016).
The numbers participating at level 2 and above increased overall in this time period from 127 to 197
(although there was a drop between 2013 and 2015), however the proportions increased each year.
The numbers of students attaining at level 2 and above increased each year to 2015, with an overall
increase from 78 to 135, although there was a drop in numbers to 101 in 2016. The proportions
increased overall from 17.4% to 21.2%, although there was a drop between 2015 and 2016.
The numbers of Māori school leavers participating at level 3 or above increased overall in this time
period from 65 to 111 (with a drop between 2015 and 2016). The proportions increased each year
over this time, from 14.5% in 2012 to 23.3% in 2016. The numbers of students attaining during this
time period also increased, with a big jump in numbers in 2015 (from 42 to 74). Overall in the 5-year
time period, proportions increased slightly from 8.3 to 8.8.
Table 27: Māori school leaver Science participation and attainment 2012-2016, CCDHB
CCDHB Participation n (%) Attainment n (%)
2012 2013 2014 2015 2016 2012 2013 2014 2015 2016
level 307 347 327 387 383 174 204 216 271 216
1+
(68.7) (68.4) (68.6) (75.9) (80.3) (38.9) (40.2) (45.3) (53.1) (45.3)
level 127 164 156 210 197 78 88 101 135 101

2+
(28.4) (32.3) (32.7) (41.2) (41.3) (17.4) (17.4) (21.2) (26.5) (21.2)
level 65 75 88 113 111 37 44 42 74 42

3+
(14.5) (14.8) (18.4) (22.2) (23.3) (8.3) (8.7) (8.8) (14.5) (8.8)
71
Hawke’s Bay DHB
In the five-year time period from 2012 to 2016, the number of Māori school leavers participating in
Science subjects at level one or above in the Hawke’s Bay region increased overall from 441 to 517
(with a drop between 2013 and 2015), and proportions increased overall from 59.6% to 63.4% (with a
similar drop between 2013 and 2015). Numbers of Māori students who attained in Science increased
overall from 207 to 253, with fluctuation in these numbers throughout the five-year time period.
Students who participated at level 2 and above increased significantly from 150 to 253 in this time
period, with an associated increase in proportion (from 20.3% to 31.0%). Attainment during this time
period also increased steadily from 85 in 2012 to 126 in 2016. The proportions of Māori students
attaining in Science increased overall from 11.5% to 19.4%.
For those participating in Science at level 3 or above, the number of Māori students almost doubled
from 68 to 131, with an associated overall increase in proportions from 9.2% to 16.1%. Attainment
also increased overall from 33 (4.5%) students to 63 (9.7%).
Table 28: Māori school leaver Science participation and attainment 2012-2016, HBDHB
HBDHB Participation n (%) Attainment n (%)
2012 2013 2014 2015 2016 2012 2013 2014 2015 2016
level 441 453 393 451 517 207 263 253 297 253
1+
(59.6) (62.0) (60.5) (61.6) (63.4) (28.0) (36.0) (38.9) (40.6) (38.9)
level 150 189 200 229 253 85 116 126 136 126
2+
(20.3) (25.9) (30.8) (31.3) (31.0) (11.5) (15.9) (19.4) (18.6) (19.4)
level 68 89 106 116 131 33 58 63 77 63

3+
(9.2) (12.2) (16.3) (15.8) (16.1) (4.5) (7.9) (9.7) (10.5) (9.7)
Hutt Valley DHB

The number of Hutt Valley Māori students participating in Science at level 1 and above increased
slightly overall from 259 to 262 (although numbers dropped from 2013-2015). Despite this overall
increase in numbers, the proportion of Māori students participating dropped from 70.8% to 65.3%. In
the same time period, the number of students attaining at level 1 or above remained almost the same
(122 to 123), similarly the proportion over this time (33.3% to 34.7%).
The numbers of students participating at level 2 or above increased each year (from 86 to 113 overall),
although the associated proportions fluctuated somewhat during this time period. The number of
students attaining at level 2 or above increased only slightly overall (from 56 to 60), similarly for the
proportions (15.3% to 16.9%).
At level 3 and above, the number and proportion of students participating over this time period
actually decreased overall from 51 (13.9%) to 42 (10.5%). The number of students attaining in Science
at level 3 and above fluctuated each year, remaining largely the same overall (25 in 2012 to 27 in 2016).
72
Table 29: Māori school leaver Science participation and attainment, 2012-2016
HV Participation n (%) Attainment n (%)
DHB 2012 2013 2014 2015 2016 2012 2013 2014 2015 2016
level 259 242 237 234 262 122 118 123 131 123
1+
(70.8) (63.0) (66.9) (61.1) (65.3) (33.3) (30.7) (34.7) (34.2) (34.7)
level 86 78 95 102 113 56 47 60 60 60

2+
(23.5) (20.3) (26.8) (26.6) (28.2) (15.3) (12.2) (16.9) (15.7) (16.9)
level 51 40 58 41 42 25 20 27 23 27
3+
(13.9) (10.4) (16.4) (10.7) (10.5) (6.8) (5.2) (7.6) (6.0) (7.6)
MidCentral
In the MidCentral region, the number of Māori school leavers participating in Science at level 1 and
above increased overall from 447 in 2012 to 511 in 2016 (with a drop in numbers between 2012 and
2013). The proportion increased each year, with an overall increase from 72.1% to 78.5%. in the five-
year time period.
The number of students attaining in Science level 1 and above increased overall from 248 in 2012 to
258 in 2016, with an associated overall increase in proportion (from 40% to 47.8%).
Māori participation in Science at level 2 and above increased in both number and proportion overall
from 165 (26.6%) to 221 (33.9%). Similarly, the number of students who attained at this level increased
from 81 (13.1%) to 107 (19.8%).
MidCentral Māori participation in Science at level 3 and above increased overall from 67 (10.8%) to 80
(12.3%) with a drop between 2015 and 2016. Attainment increased slightly in this time period from
34 (5.5%) to 39 (7.2%).
Mid Participation Attainment
Central 2012 2013 2014 2015 2016 2012 2013 2014 2015 2016
level 447 404 413 471 511 248 210 258 317 258
1+
(72.1) (74.4) (76.5) (76.5) (78.5) (40.0) (38.7) (47.8) (51.5) (47.8)
level 165 157 187 209 221 81 81 107 115 107

2+
(26.6) (28.9) (34.6) (33.9) (33.9) (13.1) (14.9) (19.8) (18.7) (19.8)
level 67 64 81 96 80 34 29 39 45 39
3+
(10.8) (11.8) (15.0) (15.6) (12.3) (5.5) (5.3) (7.2) (7.3) (7.2)
73
Wairarapa DHB
Wairarapa Māori student participation in Science level 1 and above fluctuated somewhat over the 5-
year time period, with not much change overall (from 82 (63.1% in 2012 to 83 (61.5%) in 2016. Student
attainment during this time period followed a similar pattern, with an overall increase in numbers from
45 to 54, but a considerable increase in proportion from 34.6% to 50%.
The fluctuation in numbers was consistent through each of the levels. At level 2 and above, the
numbers and proportions of participation increased overall from 20 (15.4%) to 39 (28.9%), and also for
attainment which showed a slight increase from 12 (9.2%) in 2012 to15 (13.9%) in 2016.
Māori student participation at level 3 and above increased overall during this time period from 11
(8.5%) to 24 (17.8%). Attainment numbers remained the same overall, with a huge jump (from 6 to
20) in 2015.
Note that fluctuation is expected when there are low numbers.
Wai Participation Attainment
DHB 2012 2013 2014 2015 2016 2012 2013 2014 2015 2016
level 82 86 78 98 83 45 61 54 72 54
1+
(63.1) (68.3) (72.2) (67.1) (61.5) (34.6) (48.4) (50.0) (49.3) (50.0)
level 20 36 34 48 39 12 16 15 29 15
2+
(15.4) (28.6) (31.5) (32.9) (28.9) (9.2) (12.7) (13.9) (19.9) (13.9)
level 11 17 13 27 24 6 8 6 20 6
3+
(8.5) (13.5) (12.0) (18.5) (17.8) (4.6) (6.3) (5.6) (13.7) (5.6)
74
Whanganui DHB
Māori school leaver participation in Science at level 1 and above in the Whanganui DHB increased
overall in both number and proportion, from 164 students (59.4%) in 2012 to 195 (64.4%) in 2016.
Attainment during this time period fluctuated somewhat from year to year, with an overall slight
decrease in number and proportion from 98 (35.5%) in 2012 to 87 933.2%) in 2016.
The number of students participating at level 2 and above increased from 61 (22.1%) in 2012 to 70
(23.1%) in 2016. Attainment during this time remained relatively similar, from 37 (13.4%) to 39
(14.9%).
The number and proportion of students participating at level 3 and above remained roughly the same
overall with 30 (10.9%) in 2012 and 30 (9.9%) in 2016. Similarly, attainment in Science showed no
great difference over the five-year time period, despite individual fluctuations from year to year.
Table 32: Māori school leaver Science participation and attainment 2012-2016
Wha Participation Attainment
DHB 2012 2013 2014 2015 2016 2012 2013 2014 2015 2016
level 164 169 162 186 195 98 101 87 118 87
1+
(59.4) (60.8) (61.8) (61.4) (64.4) (35.5) (36.3) (33.2) (38.9) (33.2)
level 61 59 58 89 70 37 43 39 58 39
2+
(22.1) (21.2) (22.1) (29.4) (23.1) (13.4) (15.5) (14.9) (19.1) (14.9)
level 30 34 31 42 30 14 19 15 21 15
3+
(10.9) (12.2) (11.8) (13.9) (9.9) (5.1) (6.8) (5.7) (6.9( (5.7)
National
At a national level, the number of Māori school leavers participating in Science at level 1 and above
has increased overall (from 7,338 to 8,687) with a decrease between 2013 and 2014. The proportions
during this time decreased between 2012 and 2014, but then increased again to show an overall
increase in the five-year time period from 61.3% to 64.4%.
Attainment numbers increased steadily between 2012 (3,896) and 2015 (4,861) but dropped in 2016
(to 4,257). Proportions fluctuated from year to year but showed an overall increase in the five-year
time period from 32.3% to 35.3%.
The number and proportion of Māori students participating in Science national increased each year to
produce an overall increase from 2,599 ((21.7%) in 2012 to 3,877 (28.7%) in 2016. Attainment showed
a similar pattern to the level 1 and above group, increasing each year between 2012 and 2015, then
decreasing in 2016 to 1,701 (14.1%).
The number and proportion of Māori participating in Science at level 3 and above increased each year,
showing an overall increase from 1,247 (10.4%) in 2012 to 1,890 (14.0%). Attainment showed an
overall increase (from 613 to 769), however a big jump in number in 2015 which also influences the
patterns seen at level 2+ and level 1+.
75
Table 33: Māori school leaver Science participation and attainment 2012-2016
Nation Participation Attainment
al 2012 2013 2014 2015 2016 2012 2013 2014 2015 2016
level 7,338 7,426 7,216 7,774 8,687 3,896 4,073 4,257 4,861 4,257
1+
(61.3) (57.6) (59.9) (60.5) (64.4) (32.5) (31.6) (35.3) (37.9) (35.3)
level 2,599 2,803 2,903 3,455 3,877 1,515 1,670 1,701 2,025 1,701
2+
(21.7) (21.7) (24.1) (26.9) (28.7) (12.7) (12.9) (14.1) (15.8) (14.1)
level 1,247 1,363 1,429 1,649 1,890 613 782 769 945 769
3+
(10.4) (10.6) (11.9) (12.8) (14.0) (5.1) (6.1) (6.4) (7.4) (6.4)
76
National Māori tertiary enrolments 2016
Health related subjects (HRS) are those subjects in the New Zealand Standard Classification of
Education (NZSCED) for Health (excluding veterinary studies) and are those listed in
77
Table 34 below. ‘Other Health’ includes Nutrition and Dietetics, Human Movement and Sports Science,
Paramedical Studies, First Aid, and Health not elsewhere classified26. Public health includes the
following areas: Occupational health and safety, Environmental health, Hauora (Māori Health), Health
Education, Promotion, Counselling, Community Health, Epidemiology, and Public Health not elsewhere
classified.
Undertaking study in health-related subjects is necessary for Māori students intending to become
health professionals. National (rather than regional) data are presented here as students often travel
away to study, particularly for courses that are not offered in the Central region such as medicine or
dentistry.
A number of Allied Health professional students also need to leave the area to train, such as
Physiotherapy, Occupational Therapy, Medical Radiation Technologists and Audiologists.
In 2016 there were 82,360 Māori students enrolled in tertiary study across all subjects, representing
19.8% of all students enrolled (both domestic and international), see
26 www.educationcounts.govt.nz/data-services/collecting-
information/code_sets/new_zealand_standard_classification_of_education_nzsced/nzsced_detailed_fields_of_study
accessed 15 March 2018
78
Table 34 below. The highest number of Māori students were enrolled in Public Health (6,150)
representing 30.1% of all students enrolled in this discipline. High numbers are also seen in ‘other’
health with 5,690 Māori students in 2016, representing 24.3% of domestic enrolments. This category
of HRS includes Nutrition and Dietetics, Human Movement and Sports Science, Paramedical Studies,
First Aid, and Health subjects not elsewhere classified. High numbers of Māori are also seen in nursing,
with 2,590 students identifying as Māori in 2016 (15.3% of all nursing students).
Lower numbers and proportions of Māori were seen in Dental studies (50 students, 6.8%), Radiography
(60 students, 10.5%) and Optical Science (10 students, 3.8%).
It is noted that a number of Scientific and Technical professions require an undergraduate science
degree to then apply for the specific training professional training, and therefore this group won’t be
captured in this data.
79
Table 34: Domestic tertiary students studying health related subjects, Māori and non-Māori participation by health-related
subject, national, 2016
Domestic students International Total
Māori non-Māori
n n
n (%) n
Medical Studies 610 (11.4) 4,430 330 5,370
Nursing 2,590 (15.3) 13,310 1,050 16,950
Pharmacy 140 (6.9) 1,670 210 2,020
Dental Studies 50 (6.8) 530 160 740
Optical Science 10 (3.8) 240 10 260
Public Health 6,150 (30.1) 13,120 1,130 20,400
Radiography 60 (10.5) 500 10 570
Rehabilitation Therapies 480 (10.8) 3,570 400 4,450
Complementary Therapies 170 (12.9) 1,070 80 1,320
Other Health 5,690 (24.3) 16,270 1,450 23,410
Total 13,830 (21.0) 47,720 4,210 65,760

Source: www.educationcounts.co.nz accessed 11 August 2017
Notes: Students can specialize in more than one field. They are counted in each field that they specialized in, therefore
proportions may total greater than 100%. Data excludes all non-formal learning and on-job industry training and excludes
those private training establishments which did not receive government tuition subsidies. Totals also include those students
with unknown values. Total ethnicity has been used, therefore students who identify with more than one ethnic group have
been counted in each group. ‘Other Health’ includes Nutrition and Dietetics, Human Movement and Sports Science,
Paramedical Studies, First Aid, and Health not elsewhere classified.
Community
It is difficult to estimate the potential supply from the community who may venture into health – either
study or employment. The following data indicates the education level amongst each of the DHBs,
labour force status, unpaid work, and leading industries where Māori are employed. This is intended
to provide some indication of where recruitment efforts might be directed in order to encourage more
Māori into health professions.
Adults with qualifications

An examination of the number and proportion of adults who are qualified, can give some indication of
the potential pool of those who might be available for study. Table 35 below shows the number of
those aged 18 and over who hold a level 2 certificate or higher qualification. Data are presented for
both Māori and non-Māori.
The highest proportion of qualified Māori adults is seen in the CCDHB region (63.7%) which is likely
reflective of the demography in the Wellington region, which has a higher proportion of those in
working age, less children, and draws employees for governmental departments in particular.
Approximately half (50.7%) of Hutt Valley Māori adults hold a qualification, and similar proportion for
MidCentral (47.2%). In the Wairarapa, 44.7% of Māori adults hold a qualification, in Hawke’s Bay 43%
and in Whanganui 40.4%.
80
For each of the DHBs, the proportion of non-Māori who hold a level 2 certificate or higher is greater
than that for Māori.
Table 35: Number and proportion of adults aged 18+ with level 2 certificate or higher, Māori and non-Māori, Central region
DHBs, 2013
Central Region DHB Māori Non-Māori
n (%) n (%)
Capital and Coast 11,454 (63.7) 137,646 (77.3)
Hawke's Bay 8,379 (43.0) 45,585 (62.9)
Hutt Valley 6,336 (50.7) 51,123 (67.4)
MidCentral 7,587 (47.2) 54,660 (63.8)
Wairarapa 1,566 (44.7) 14,148 (63.2)
Whanganui 3,273 (40.4) 17,082 (59.8)
Source: DHB Māori Health Profiles 2015 (Te Rōpū Rangahau Hauora a Eru Pōmare, 2015)
2013 Census statistics, Statistics New Zealand
Notes: Percentages are age-standardised to the Māori standard population.
Employment status
An analysis of employment data can indicate the potential supply of those who might be available to
undertake study or employment.
81
Table 36 below shows the numbers and proportions of Māori (and non-Māori) who were employed
full or part time, unemployed, or not in the labour force in the year 2013. The proportions add up to
100% for each DHB.
The proportion of Māori adults employed full time ranged from 43.6% in the Wairarapa to 50.4% in
the Capital and Coast DHB region. Part time employees ranged from 11.7% in the Hutt Valley to 14.7%
in the Wairarapa. In each DHB more than half of the working age Māori adults were in some form of
employment. The proportion of unemployed Māori was higher than non-Māori in each DHB, ranging
from 9.8% in Capital and Coast to 12% in Whanganui.
The category ‘not in the labour force’ includes people who are retired, those with personal or family
responsibilities, students, those unable to work due to health reasons, and those not actively seeking
work27. The proportions of the DHB Māori adult population in this category range from 26.6% in Capital
and Coast to 32.8% in Whanganui. In all DHBs, the proportion is higher than that of non-Māori. The
higher proportion of Māori in unpaid work or caring for a disabled or ill person (see Table 37 ) may
have a bearing on this data.
27http://archive.stats.govt.nz/Census/2013-census/info-about-2013-census-data/information-by-variable/work-and-
labour-force-status.aspx accessed 21 March 2018
82
Table 36: Labour force status for Māori and non-Māori in the Central region, 2013
Central Region DHB Labour force status Māori Non-Māori
Number (%) Number (%)
Capital and Coast Employed full-time 9,756 (50.4) 104,670 (54.8)
Employed part-time 2,736 (13.4) 28,473 (15.2)
Unemployed 1,932 (9.8) 9,129 (5.8)
Not in the labour force 5,391 (26.6) 57,282 (24.3)
Hawke’s Bay Employed full-time 9,768 (44.4) 42,117 (53.7)
Unemployed 2,319 (11.2) 2,766 (4.9)
Hutt Valley Employed full-time 6,651 (47.1) 45,720 (54.5)
Unemployed 1,536 (11.4) 3,891 (6.0)
MidCentral Employed full-time 7,926 (45.0) 47,700 (51.2)
Unemployed 1,962 (11.0) 4,107 (5.5)
Wairarapa Employed full-time 1,732 (43.6) 12,660 (52.5)
Employed part-time 625 (14.7) 4,533 (17.9)
Unemployed 402 (10.6) 951 (5.7)
Whanganui Employed full-time 3,927 (42.7) 15,807 (51.0)
Unemployed 1,020 (12.0) 1,395 (6.2)
Source: DHB Māori Health Profiles 2015 (Te Rōpū Rangahau Hauora a Eru Pōmare, 2015), 2013 Census statistics, Statistics New Zealand
Notes: Percentages are age-standardised to the Māori standard population. Employed part-time includes people working 1 hour per week
or more. Employed full-time includes people who usually work 30 or more hours per week. Unemployed people are without a paid job,
available for work and actively seeking work. People not in the labour force includes people in the working age population who are neither
employed nor unemployed.
83
Unpaid work
In the Central region, between 80-90% of Māori adults indicated they undertook some unpaid work
(Table 37). There was not much difference in this proportion across DHBs, and they were similar
proportions to those for non-Māori.
However, compared to non-Māori, a considerably higher proportion of Māori indicated that they
looked after a disabled or ill person. The proportion of Māori caring for a disabled or ill person in their
own household ranged from 10.4% in Capital and Coast to 13.6% in Hawke’s Bay. The proportion of
Māori caring for a disabled or ill person not in their own household ranged from 10.3% in Hutt Valley
to 12.5% in Whanganui.
These figures indicate that a number of Māori adults in each DHB are already undertaking care roles.
It is unknown at this level of data whether these individuals hold qualifications, or whether they are
also in employment.
Table 37: Unpaid work, adults 15+, Central region DHBs, 2013
Central Region Unpaid work Māori Non-Māori
DHB
n (%) n (%)
Capital and Coast Any unpaid work 16,971 (90.2) 173,640 (90.4)
Looking after disabled/ill household member 1,955 (10.4) 11,952 (5.8)
Looking after disabled/ill non-household member 2,089 (10.8) 15,807 (6.8)
Hawke's Bay Any unpaid work 18,132 (87.4) 74,109 (88.8)
Hutt Valley Any unpaid work 11,649 (88.3) 76,386 (89.8)
MidCentral Any unpaid work 15,114 (88.8) 87,459 (89.2)
Wairarapa Any unpaid work 3,399 (89.7) 23,178 (90.0)
Looking after disabled/ill household member 462 (12.2) 1,716 (6.5)
Looking after disabled/ill non-household member 478 (12.2) 2,700 (8.5)
Whanganui Any unpaid work 7,470 (88.1) 29,403 (89.2)
84
SECTION FOUR: ESTIMATING JOB OPPORTUNITIES FOR
HEALTH PROFESSIONS
The final step in prioritizing health professions is to assess the market need. While the resulting list of
prioritised professions does not intend to indicate job availability there is a need to exercise caution in
order to avoid encouraging students into professions where the market for these careers may be
flooded.
Careers New Zealand provides up to date information about potential job prospects for many careers
in health. Data is obtained from Occupation Data statistics prepared by the Ministry of Business,
Innovation and Employment, and from relevant institutions for each profession. Health jobs are also
listed on www.kiwihealthjobs.com .
Essential Skills in Demand

The Ministry of Business, Innovation and Employment (MBIE) maintain up to date lists of skill shortage
areas, with the most recent review of these lists completed in December 2017. Those specific to health
and social services are listed below in Table 38. A list was also developed for the Canterbury region
following the February 2011 earthquake, however it didn’t contain any health and social services
professions.
Table 38: Essential skills in demand lists, health and social services, December 2017
Long term skill shortage list (LTSSL) Immediate skill shortage list (ISSL)
 Clinical psychologist  Anaesthetic technician

 General practitioner  Medical technicians (dialysis)
 Radiologist  Midwife
 Medical radiation therapist  Registered nurse (aged care)
 Medical laboratory scientists  Resident medical officer
 Obstetrician and gynaecologist  Specialist physician (General
 Medical physicist Medicine)
 Physiotherapist  Cardiologist
 Psychiatrist  Paediatrician
 Sonographer  Specialist Physicians
 Specialist physician in palliative  Emergency Medicine Specialist
medicine  Ophthalmologist
 Surgeon  Medical practitioners
Source: www.immigration.govt.nz accessed 20 March 2018
85
Jobs in skill shortage
The following list is supplied by Careers NZ and indicates jobs in skills shortage that have good job
opportunities. Further details about each profession can be found on the website, and include
expected salary range, a description of the role, training requirements and current vacancies28. Jobs
in high demand include:
 Psychologist
 Anaesthetic technician
 Audiologist/audiometrist
 Dental technician
 Dentist
 Diagnostic radiologist
 Dispensing optician
 General practitioner
 Gynaecologist/obstetrician
 Medical radiation technologist
 Midwife
 Medical laboratory technician
 Radiation therapist
 Occupational therapist
 Physician
 Physiotherapist
 Psychiatrist
 Registered nurse
 Speech-language therapist
 Surgeon
28
https://www.careers.govt.nz/jobs-database/whats-happening-in-the-job-market/skill-shortage-
jobs/result/health-and-community#results
86
Table 39 below shows the estimated job opportunities for selected professions. These are determined
by Careers New Zealand. It must be noted that they are for general jobs, and not specifically Māori
roles.
87
Table 39: job opportunities for selected professions as at March 2018
Occupational Occupational Estimated job opportunities
Group 1 group 2
Medical Doctor good Shortage of medical practitioners
Nursing All nursing Good New graduates of nursing may find it difficult to get a job
as many positions require experience. However, there is
a shortage of some specialist nursing roles such as: aged
care, critical care and emergency, medical, perioperative.
The MOH runs a voluntary bonding scheme aimed at
recruiting more graduate nurses to work in specialist
areas that are hard to staff, which included aged care.
Midwifery Midwife Good Shortage of midwives
Care and Support Good Nursing support and care workers, home aide, hospital
support workers orderly, nurse aide, health care assistant, home care
support worker – there is an increasing demand for
services
Social worker Average Chances of getting a job are average for a new graduate
but good for those with experience
Health average Chances of getting a job are average as demand is steady
promotion
Counsellors Poor Chances of getting a job as a counsellor are good for
those with experience but poor for those looking to enter
the occupation
Allied and Dentist Average The chances of getting a job as a graduate are average but
scientific good for those with experience. There is an option for
entry into dental study through rural admission if
students are from rural backgrounds.
Dental therapist Good Shortage of dental therapists and increased demand for
hygienists
Dental assistant Good Vacancies come up regularly
Technicians Good Increasing demand for services – especially Auckland
Medical Good Shortage of workers
radiologist
Psychologist Good Shortage of workers and increasing demand
Physiotherapist Good Wide demand for services
Dietitian Poor Chances of getting a job are poor due to graduate
numbers exceeding the number of new jobs available
Radiation Average Chances of getting work are average, but better in larger
Therapist cities
Audiologist Good Supply of graduates meets demand, so chances of job are
good.
Occupational Average Chances of getting a job are poor for new graduates but
therapists good for those with experience
Pharmacist Good Increasing demand for services
All others -
Corporate and Receptionists Average Regular job vacancies but high competition for available
other positions. Opportunities are better for people with
experience
Pas, clerks, Poor Personal assistants – poor chance of getting a job due to
admin Average high competition for jobs
Administration officer – average chance of getting a job
with no experience, good for those with experience
Environmental Average Better opportunities in the cities than in other parts of the
health officer country
Analysts and Good Policy analyst – chances of getting a job are good due to
other high job turnover
Source: www.careers.govt.nz
88
SECTION FIVE: PRIORITISED HEALTH PROFESSIONS AND
TRAINING PATHWAYS
Study pathways are provided for the following prioritised professions:
 Doctor
 Registered nurse
 Dentist
 Dental Therapist and Hygienist
 Midwife
 Pharmacist
 Health Services Manager
 Social worker
 Physiotherapist
 Nursing Support Worker
 Support worker (aged care)
 Community Worker
Recommended areas of specialisation that are prioritised for Māori are noted in the pathway
information for each career where relevant. Support worker roles are many and varied, and career
pathways are not clearly defined. As a result, the study pathways for Nursing Support Worker, Support
Worker (aged care) and Community Worker ‘overlap’ and community and support roles may not be
limited to the options presented here.
These study pathways have been designed as a one page ‘flyer’ that can be used to promote to
potential students. They contain the following information where relevant and available:
 Entry points which correspond to the four recruitment areas of Kia Ora Hauora
 Bridging or foundation courses
 Entry requirements for the course of study
 Overview of the course of study
 Transition to the workforce and expected new graduate salary.
 Information on Māori student support
 Scholarship information (or link)
 Information on Māori professional organizations for each health profession
 Places to study, with the options within Central region, or closest to the Central region area
presented first
They are designed to follow the continuum of study through to the transition to workforce. While
information is brief, there is a focus on demystifying some of the terminology used in tertiary
institutions, and in particular professions. The language used is also positive and inclusive, immediately
placing the (potential) student on the study path.
During consultation, it was recommended that these pathways are piloted amongst a group of
rangatahi, and other target groups in order to ensure their appropriateness, and that they are
attractive to the target population. Having Māori designs and kupu Māori on the pathways was
suggested. This has been added to the recommendations at the beginning of this report.
89
The following is an example of the pathway for the medical profession. All pathways will be available
as separate PowerPoint slides.
90
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92
APPENDIX
Appendix 1: Appendix of Allied health, Scientific & Technical Professions
A diverse group of professions comprise the allied health, scientific & technical workforce. These
include;
 Professions registered under the HPCA Act 2003 & Social Work Registration Act 2003
 Professions not registered under the above Acts though self-regulated through a professional
body
 Professions not registered under the above Acts and who have no self-regulation through a
professional body.
Professions required to maintain practising certificates, Professions not covered by the Health Practitioners
as a requirement of the HPCA Act 2003 or Social Work Competency Assurance Act (2003) (HPCA act 2003)
Registration Act 2003
Anaesthetic Technicians Assistants (have varying role titles)
Clinical Dental Technicians & Dental Technicians Alcohol & Other Drug Clinicians
Dental Therapists Audiologists & Audiometrists
Dietitians Cardiac Perfusionists
Mammographers Cardiac Physiologists & Technicians
Medical Laboratory Scientists & Technicians Clinical Engineering Technicians
Medical Radiation Technologists Counsellors
Magnetic Resonance Imaging (MRI) Technologists Exercise Physiologists
Nuclear Medicine Technologists Genetic Counsellors
Occupational Therapists Medical Photographers
Optometrists Medical Physicists
Pharmacists Health protection officers
Physiotherapists Neurology Physiologists
Podiatrists Orthoptists
Psychologists Pharmacy Technicians
Psychotherapists Hospital Play Specialists
Radiation Therapists Renal Physiologists
Social Workers Respiratory Physiologists
Sonographers Sleep Physiologists
Speech Language Therapists
Sterile Supply Technicians
Note: information supplied by Christine King, Associate Director Allied Health, Scientific & Technical, CCDHB, 11 April 2017
93
Appendix 2: geographic distribution of practising Māori dentists by DHB, Central region, 2012-
2015
Table 40: Number and proportion of Māori dentists, Central Region DHBs, 2012-2015
Central Region DHB Māori dentists
n (%)
2012 2013 2014 2015
National 63 (3.0) 66 (3.0) 71 (3.2) 71 (3.1)
Hawke’s Bay 1 (1.6) 3 (4.5) 2 (2.8) 4 (5.6)
Wairarapa — 1 (1.5) 1 (1.4) 1 (1.4)
Hutt Valley — — 1 (1.4) 2 (2.8)
CCDHB 6 (9.5) 6 (9.1) 7 (9.9) 5 (7.0)
MidCentral 2 (3.2) 2 (3.0) 3 (4.2) 3 (4.2)
Whanganui 1 (1.6) 1 (1.5) 1 (1.4) 2 (2.8)
Source: Dental Council Workforce Analysis 2017 (Dental Council, 2017)
Data sources: Workforce survey and Statistics New Zealand
94
Appendix 3: List of Kaiāwhina (non-regulated) roles
 Child or youth residential care assistants

 Community health workers
 Community health workers – public health
 Disabilities services officers
 Diversional therapists
 Family support workers
 Health care assistants
 Health diagnostic and promotion professionals
 Health promotion officers
 Home and community-based support workers for disabled, older or injured people
 Hospital orderlies
 Kaiāwhina hauora (Māori health assistants)
 Navigators
 Nursing support workers
 Peer support workers
 Personal care assistants
 Public health workers
 Rehabilitation assistants
 Residential care officers
 Sterile service technicians
 Support workers in residential facilities
 Therapy assistants
 Traditional Māori health practitioners
 Vision and hearing technicians
 Whānau Ora workers
95
Appendix 4: List of secondary schools in the Central region
Table 41: School roll by TLA, funding year level and ethnic group as at 1 July 2014
N Regional School Māori TOTAL

o Council
Y9 Y1 Y1 Y1 Y1 Tot Y9 Y1 Y1 Y1 Y1 Tot
0 1 2 3 al 0 1 2 3 al
1 Hawkes Bay Central Hawkes Bay College 52 51 49 34 15 201 13 13 14 12 89 625

7 0 1 8
2 Hawkes Bay Fairhaven School (Napier) 1 3 7 6 5 6 2 7 26
3 Hawkes Bay Flaxmere College 64 61 53 36 17 232 82 81 74 47 24 308
4 Hawkes Bay Hastings Boys' High School 79 72 63 42 24 280 15 15 13 11 66 625

0 5 9 5
5 Hawkes Bay Hastings Christian School 2 1 3 15 12 9 15 51
6 Hawkes Bay Hastings Girls' High School 78 73 69 38 31 289 20 19 16 16 94 813

4 5 0 0
7 Hawkes Bay Havelock North High School 35 35 43 23 20 156 19 19 21 19 16 971

9 2 7 5 8
8 Hawkes Bay Hawke's Bay School for Teenage 4 12 8 24 5 17 15 3 40

Parents
9 Hawkes Bay Hohepa Home School (Napier) 1 1 3 2 1 2 1 1 7
10 Hawkes Bay Hukarere College 17 14 26 23 9 89 17 14 27 23 9 90
11 Hawkes Bay Iona College 2 2 2 3 2 11 42 45 42 39 38 206
12 Hawkes Bay Karamu High School 63 39 40 28 18 188 19 17 17 12 83 757

9 0 7 8
13 Hawkes Bay Kowhai School 1 6 1 11 19 5 7 3 19 34
14 Hawkes Bay Lindisfarne College 10 5 8 6 4 33 93 93 83 77 70 416
15 Hawkes Bay Napier Boys' High School 87 90 61 42 16 296 29 27 25 19 11 114

8 8 2 9 8 5
16 Hawkes Bay Napier Girls' High School 49 40 27 26 15 157 20 19 17 17 12 877

8 9 9 1 0
17 Hawkes Bay Sacred Heart College (Napier) 14 23 18 21 11 87 65 78 81 79 56 359
18 Hawkes Bay St John's College (Hastings) 29 24 16 17 9 95 10 10 76 82 60 430

3 9
19 Hawkes Bay St Joseph's Maori Girls' College 66 52 41 30 19 208 66 52 41 30 19 208
20 Hawkes Bay Taikura Rudolf Steiner School 8 2 4 2 2 18 31 26 27 15 18 117
21 Hawkes Bay Tamatea High School 28 25 28 18 15 114 58 61 59 53 41 272
22 Hawkes Bay Taradale High School 30 27 28 19 16 120 22 22 23 17 14 998

1 3 5 0 9
23 Hawkes Bay Te Aute College 18 27 14 12 8 83 19 27 14 12 8 80
24 Hawkes Bay TKKM o Ngati Kahungunu Ki 21 14 14 10 2 64 21 14 14 10 2 61

Heretaunga
25 Hawkes Bay TKKM o Te Ara Hou 16 13 9 7 6 51 16 13 9 7 6 51
96
26 Hawkes Bay Wairoa College 99 10 76 68 50 396 11 12 91 83 68 477
3 4 1
27 Hawkes Bay William Colenso College 47 55 26 34 25 190 96 10 85 99 87 473

6
28 Hawkes Bay Woodford House 3 3 5 3 4 19 62 27 56 49 59 253
29 Manawatu- Arahunga School 1 1 1 3 1 6 11

Wanganui
30 Manawatu- Awatapu College 51 48 41 46 27 216 16 14 14 15 12 734

Wanganui 7 8 2 7 0
31 Manawatu- Cullinane College 23 27 25 19 19 113 55 62 50 55 49 271

Wanganui
32 Manawatu- Dannevirke High School 53 54 43 31 16 197 10 12 11 10 62 509

Wanganui 3 6 4 4
33 Manawatu- Feilding High School 78 82 53 50 38 304 29 31 27 26 19 132

Wanganui 0 1 4 2 1 8
34 Manawatu- Freyberg High School 10 99 85 61 42 392 30 31 27 28 17 136

Wanganui 3 9 3 8 6 4 0
35 Manawatu- Hato Paora College 30 66 33 32 30 191 30 66 33 32 30 191

Wanganui
36 Manawatu- Horowhenua College 57 48 46 22 22 196 15 14 13 11 11 670

Wanganui 9 3 7 3 8
37 Manawatu- Longburn Adventist College 8 6 4 4 5 27 38 37 54 45 32 206

Wanganui
38 Manawatu- Mana Tamariki 5 2 7 5 2 7

Wanganui
39 Manawatu- Manawatu College 49 45 43 31 15 185 90 91 85 68 48 382

Wanganui
40 Manawatu- Nga Tawa Diocesan School 4 4 4 3 5 20 51 49 60 47 32 239

Wanganui
41 Manawatu- Palmerston North Boys' High School 73 69 51 24 25 242 39 41 37 26 19 165

42 Manawatu- Palmerston North Girls' High School 47 49 47 20 18 181 23 27 27 21 18 119

43 Manawatu- Queen Elizabeth College 18 22 30 9 12 92 30 48 62 31 26 197

Wanganui
44 Manawatu- Rangitikei College 32 26 27 19 23 127 84 72 65 56 64 341

Wanganui
45 Manawatu- Ruapehu College 40 32 35 19 20 146 52 47 47 32 35 213

Wanganui
46 Manawatu- St Dominic's College 1 4 2 1 3 11 9 13 9 7 9 47

Wanganui
47 Manawatu- St Peter's College (Palmerston 12 19 13 8 12 64 79 10 85 92 60 425

Wanganui North) 9
48 Manawatu- Taihape Area School 28 31 20 17 14 110 50 46 43 38 26 203

Wanganui
49 Manawatu- Tararua College 30 32 23 23 11 119 94 10 76 78 53 407

Wanganui 6
97
50 Manawatu- Taumarunui High School 83 78 37 31 20 249 11 11 95 74 57 461
Wanganui 8 7
51 Manawatu- Te Kura o Kokohuia 7 9 4 4 5 29 7 9 4 4 5 29

Wanganui
52 Manawatu- TKKM o Tamaki Nui A Rua 4 2 1 2 1 10 4 2 1 2 1 10

Wanganui
53 Manawatu- TKKM o Tupoho 6 3 4 5 18 6 3 4 5 18

Wanganui
54 Manawatu- Totara College of Accelerated 1 1 1 3 2 5 7 4 2 20

Wanganui Learning
55 Manawatu- Turakina Maori Girls' College 25 30 26 15 7 103 25 30 26 15 7 103

Wanganui
56 Manawatu- Waiopehu College 43 26 41 26 12 148 13 14 13 12 68 605

Wanganui 5 7 3 2
57 Manawatu- Wanganui City College 79 70 57 35 18 259 12 11 10 89 45 481

Wanganui 8 7 2
58 Manawatu- Wanganui Collegiate School 10 5 6 7 7 35 88 98 91 11 94 484

Wanganui 3
59 Manawatu- Wanganui Girls' College 40 34 32 26 8 140 99 84 88 90 36 397

Wanganui
60 Manawatu- Wanganui High School 91 82 84 57 58 372 36 38 37 36 25 176

61 Manawatu- Whakatipuria Teen Parent Unit 2 10 12 1 8 18 27

Wanganui
62 Wellington Aotea College 83 52 55 36 20 246 23 22 23 15 11 957

2 0 0 9 6
63 Wellington Bishop Viard College 13 11 14 16 3 58 72 56 82 59 44 313
64 Wellington Central Regional Health School 1 1 2 2 2 4 8
65 Wellington Chanel College 20 11 15 19 4 69 75 68 64 62 32 301
66 Wellington Chilton St James School 2 4 1 1 8 68 71 86 75 61 361
67 Wellington He Huarahi Tamariki 1 2 2 7 4 19 2 4 5 10 13 34
68 Wellington Heretaunga College 42 27 35 21 22 147 16 15 16 14 13 754

4 4 1 4 1
69 Wellington Hutt International Boys' School 8 7 5 7 1 28 96 96 95 90 73 450
70 Wellington Hutt Valley High School 58 56 67 42 20 243 34 35 33 33 29 164

2 2 4 0 1 9
71 Wellington Kapiti College 36 51 45 27 25 184 20 24 22 19 18 105

3 1 9 9 5 7
72 Wellington Kuranui College 44 37 21 25 12 139 11 99 11 62 62 452

8 1
73 Wellington Mahinawa Specialist School and 1 1 2 4 10 3 4 1 16 34

Resource Centre
74 Wellington Makoura College 27 40 39 25 7 139 52 54 60 50 26 242
75 Wellington Mana College 61 74 57 50 47 294 97 11 10 80 73 468

2 6
98
76 Wellington Naenae College 59 49 57 34 11 210 16 15 17 11 12 738
6 3 8 7 4
77 Wellington Newlands College 21 35 20 28 12 118 19 22 22 19 15 993

5 5 0 7 6
78 Wellington Onslow College 21 18 16 22 9 86 24 23 26 27 21 123

9 3 4 5 0 1
79 Wellington Otaki College 31 35 36 29 24 155 73 87 76 75 61 372
80 Wellington Paraparaumu College 43 31 39 23 20 156 33 29 31 26 18 138

2 5 2 5 3 7
81 Wellington Ponatahi Christian School 1 1 6 7 9 5 6 33
82 Wellington Porirua College 28 33 34 11 15 122 12 12 15 10 81 586

2 6 3 4
83 Wellington Queen Margaret College 2 3 7 1 3 16 70 79 66 95 72 382
84 Wellington Raphael House Rudolf Steiner Area 1 1 1 1 4 30 29 30 23 19 131

School
85 Wellington Rathkeale College 8 5 3 5 2 23 77 51 45 51 44 268
86 Wellington Reikorangi College 1 1 3 5 3 2 1 3 9
87 Wellington Rongotai College 18 30 24 17 12 101 12 14 14 12 10 630

7 0 0 1 2
88 Wellington Sacred Heart College (Lower Hutt) 21 24 14 16 15 90 18 17 15 15 13 795

4 5 5 1 0
89 Wellington Samuel Marsden Collegiate School 2 1 1 1 5 63 75 93 83 73 387
90 Wellington Samuel Marsden Collegiate School - 2 2 1 1 6 29 34 21 12 1 97

Whitby
91 Wellington Scots College 8 4 6 18 10 10 10 86 83 473

1 2 1
92 Wellington Solway College 5 4 1 4 2 16 23 27 20 24 8 102
93 Wellington St Bernard's College 17 17 11 11 6 63 93 96 79 74 62 404
94 Wellington St Catherines College (Kilbirnie) 14 8 3 4 5 34 68 72 49 53 65 307
95 Wellington St Mary's College (Wellington) 15 10 12 13 7 57 15 13 12 10 12 636

0 7 2 7 0
96 Wellington St Matthew's Collegiate 5 7 4 3 19 49 52 64 42 48 255

(Masterton)
97 Wellington St Oran's College 9 2 3 5 3 22 72 46 54 51 45 268
98 Wellington St Patrick's College (Kilbirnie) 12 23 7 11 5 58 16 17 15 14 10 734

0 3 2 3 6
99 Wellington St Patrick's College (Silverstream) 20 18 20 18 12 88 15 12 17 13 10 690

0 5 4 7 4
10 Wellington Taita College 64 54 53 48 21 241 16 13 14 13 77 645

0 1 3 4 0
10 Wellington Tawa College 52 37 29 28 21 167 28 30 28 28 26 143

1 9 7 7 2 6 1
10 Wellington Te Kura Maori o Porirua 9 14 8 4 6 42 9 14 8 4 6 41

2
10 Wellington Te Kura-a-iwi o Whakatupuranga 8 6 2 7 7 30 8 6 2 7 7 30

3 Rua Mano
99
10 Wellington Titiro Whakamua 2 3 2 10 1 8 12 6 27
4
10 Wellington TKKM o Nga Mokopuna 3 5 1 5 1 16 3 5 1 5 1 15

5
10 Wellington TKKM o Te Ara Whanui 2 3 5 2 3 5

6
10 Wellington TKKM o Te Rito 12 11 5 7 5 40 12 11 5 7 5 40

7
10 Wellington TKKM o Wairarapa 1 4 1 6 1 4 1 6

8
10 Wellington Upper Hutt College 73 66 55 32 27 253 27 28 27 22 18 124

9 3 6 6 5 9 9
11 Wellington Wainuiomata High School 79 91 92 55 46 363 18 23 22 15 11 912

0 6 2 4 1 9
11 Wellington Wairarapa College 64 51 55 36 30 237 22 23 25 21 16 109

1 2 5 6 8 1 2
11 Wellington Wairarapa Teen Parent Unit 4 3 1 8 10 7 6 23

2
11 Wellington Wellington College 25 16 21 28 21 111 27 29 31 33 31 152

3 8 4 5 0 0 7
11 Wellington Wellington East Girls' College 44 30 42 25 17 159 22 20 19 19 16 975

4 8 2 0 0 5
11 Wellington Wellington Girls' College 24 20 25 25 24 118 23 25 27 25 26 129

5 9 6 1 8 7 1
11 Wellington Wellington High School and Com Ed 40 33 48 38 28 187 18 19 23 19 22 103

6 Centre 0 3 6 7 9 5
Source: KOH Terms of Reference 2014-2016
100
Appendix 5: List of Tertiary institutions in the Central region
Table 42: Directory of Tertiary Institutions as at 01/06/2014

Name Postal Institute Location
Address Informati
on
Hawkes Bay Region
Eastern Institute of 501 Napier Health therapy Polytech Napier City
Technology Gloucester /Fitness/First Aid nics
Street,
Fire & Rescue New 56 Mill Ongaonga Aid Private Central
Zealand Street Training Hawke's Bay
Establish District
ments
Impac Services 3/105 Ford Napier Health Therapy Privately Napier City
Limited Road /Fitness/First Aid Owned
Lotus Holistic Centre 1024 St Hastings Health Therapy Private Hastings
Aubyn Training District
Street Establish
ments
Manawatu Region
Massey University Tennant Palmerston Various Health Universit Palmerston
Drive North ies North City
Universal College of 138 Queen Palmerston Various Health Polytech Palmerston
Learning Street North nics North City
Links Training (2008) 244 Grey Palmerston Health Therapy Private Palmerston
Limited Street North /Fitness/First Aid Training North City
Establish
ments
Wellington Region
Victoria University of Kelburn Wellington Various Universit Wellington
Wellington Parade, ies City
Te Wānanga o 160 Tasman Otaki Various Wānanga Kapiti Coast
Raukawa Road District
Open Polytechnic 86 Lower Hutt Various Polytech Lower Hutt
Wyndrum nics City
Avenue,
University of Otago, Mein Street Newtown Medicine, PH Universit Newtown
Wellington y
Wellington Institute Buick Street, Lower Hutt Various Polytech Lower Hutt
of Technology nics City
Whitireia Community Wi Neera Porirua Various Polytech Porirua City
Polytechnic Drive, nics
Devereux-Blum 43 Wellington Health Therapy Private Wellington
Training and Beauchamp /Fitness/First Aid Training City
Development Limited Street, Establish
ments
First Aid Consultants 12 Musket Porirua Health Therapy Private Porirua City
Limited Lane, /Fitness/First Aid Training
Establish
ments
First Aid Specialists 21 Keyna St, Wellington Health Therapy Private Wellington
Limited /Fitness/First Aid Training City
Establish
ments
101
St John 114 The Wellington Health Therapy Private Wellington
Terrace, /Fitness/First Aid Training City
Establish
ments
Wellington Free 19 Davis Wellington Health Therapy Private Wellington
Ambulance Educ Street, /Fitness/First Aid Training City
Service Establish
ments
NZ Red Cross Society 69 Wellington Health Therapy Private Wellington
- Wellington Molesworth /Fitness/First Aid Training City
Street, Establish
ments
NZ School of 57 Willis Wellington Health Therapy Private Wellington
Acupuncture & TCM Street, Training City
Establish
ments
Medical Research Wellington Wellington Various Health Private Wellington
Institute of New Hospital Training City
Zealand Establish
ments
New Zealand College Level 1 210 Wellington Health Therapy Private Wellington
of Medicine and Main Rd, Training City
Management Establish
ments
Royal NZ Plunket 126 Wellington Health Therapy Private Wellington
Society Lambton Training City
Quay, Establish
ments
Source: KOH Terms of Reference 2014-2016
102
103
104

Central Region Māori Health Workforce Priorities 2018

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Central Region Māori Health Workforce Priorities 2018

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Central Region Māori Health

Workforce Priorities 2018

E ngā mana, e ngā reo, tēnā koutou katoa.

Nō reira e rau rangatira mā,

Ngā mihi nui ki a koutou katoa.

Kia ora Hauora

 Māori health workforce need;

An equity framework for estimating Māori health workforce needs

The Central Region

Māori health workforce needs for DHBs in the Central region

MEDICAL Senior medical 13 (1.4) 961 170 52 10 HIGH

Classification of health professions

RECOMMENDATION: include a specific focus on non-health professions in the Health System in

Unfortunately this includes non-health related sciences (such as Agriculture, Horticulture,

Ethnicity data collection

 Use the standardised Census ethnicity question recommended by MOH

Much of this data is readily available (see the following link:

o National Minimum Dataset (Hospitalisations)

Detail on this data can be found on the MOH website (https://www.health.govt.nz/nz-health-

RECOMMENDATION: include employee age profile data in future analyses.

RECOMMENDATION: Include specific detail on Allied Health professions in future analyses.

Pathways into health careers

Training pathway diagram

 Add Māori design and kupu Māori to engage rangatahi

RECOMMENDATION: develop training pathways for the following professions: Occupational

Kia Ora Hauora

“Whakamau, whakaū, whakaora i te ao Māori!”

9 Kia Ora Hauora Midland Region Business Case 2013-2017

Figure 1: Central Region DHBs

Aims of this report

1. Māori health workforce need

2. Potential supply of Māori health workforce

3. Current and projected demand for prioritised professions

Overview of this report

There are five main sections in this report:

SECTION TWO: Estimating Māori health workforce needs

SECTION THREE: Estimating Māori health workforce supply

SECTION FOUR: Job opportunities

SECTION FIVE: Prioritised professions and training pathways

Māori health workforce Policy Direction

An equity framework for estimating Māori health workforce priorities

a) Māori in Secondary School

Equity The health workforce should reflect the community

HIGH MEDIUM MODERATE

Health Workforce Data

Regulated Health Workforce

Māori are largely underrepresented in regulated health professions.

Non-Regulated Health Workforce

Health Workforce Data for Private Providers and Non-Governmental Organizations

16 Personal communication, Robert Hipkiss, Ministry of Health, email 13 June 2013

Health Workforce Data for District Health Boards

Occupation group n (%)

DHB employees, Central Region

DHBs within the Central Region

DHB Māori employees, occupation group 2

Central Region DHB Māori employees by occupation

Māori 919 (83.5) 181 (16.5) 1,100 7.4 46.2

Non-Māori 9,037 (78.4) 2,489 (21.6) 11,526 8.1 45.8

Unknown 959 (74.2) 333 (25.8) 1,292 11.3 48.8

Total 10,915 (78.4) 3,003 (21.6) 13,918

Further detail is provided at occupational level 2 in

Māori Non-Maori unknown

EQUITY: The health workforce should reflect the community it serves

Junior medical 25 (2.9) 877 155 43 9 HIGH