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Te Waka a Māui - an Island of home “Hauora Māori should be an intrinsic facet of a [Tiriti]-compliant primary health system. Māori-led primary health organisations and providers must have the capacity, and space, to exert their tino rangatiratanga in the primary health care system”. Currently, the health system is not achieving its goal of delivering strong, effective, equitable health outcomes for all New Zealanders. Although district health boards are on their way out they previously agreed to focus on proportionality in the workforce. DHBs are aiming to increase the Māori workforce to 15%, which currently it stands at approx. 7.2%, and even less for the allied health workforce. The New Zealand Health and Disability System Review acknowledges that ethnic diversity is an ongoing issue for the New Zealand health workforce, with Māori practitioners being significantly under-represented in the allied health workforce. The Health and Disability Commissioner Act 1994; Health Practitioners Competence Assurance Act 2003 provide legislative imperatives for health professionals to be culturally competent Rongo recognises the urgent need for promoting and supporting recruitment of, and sustained careers of Māori in allied health, scientific and technical disciplines. Workforce development which embeds kaupapa Māori approaches will enable kaimahi Māori training and support in developing their practice, confidence and connections.

Aro ki te wairua o te hā We are all about finding solutions using Indigenous wisdom Let’s build an economy of abundance. Let’s lead with compassion & love. Let’s practise in the presence of history. Let’s live in tune with the environment. Grounded in planetary health, systems thinking, values-based practice, authenticity and holistic/preventative approaches. We want Indigenous leadership in all areas of society. For Indigenous wisdom, strategy and innovation to become the standard not the exception.

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Our theory of change. This is a moving graphic of our theory of change – that captures our thinking behind what leads to change in the mahi we do. We start with identifying values, dreams and guides that are grounded in our histories & stories. Then we do an ecological scan, looking at issues, challenges and hope in a contextual, collective way. Recognising nothing exists in a vacuum. This involves defining things, reclaiming ancestorial knowledge/practise & planning for change. Next, we review, gather and grow resources for the planned change. This involves connections, labour, strategy, tools and skills. Next, it’s about actions, activation, agitation. Making sure that all the learning we offer is not just interesting but useful, this invites changing mindsets & acknowledging power & shifting it. Whitiwhiti kōrero, checking-in, evaluating isn’t just siloed to this part but its woven all through the theory. Here, we dedicate time to looking back at how far we have come and check-in. Are we heading in the direction we want? We welcome the unknown, mystery and change. We don’t have to know everything. This moment involves trust, it’s the point when its darkest before the dawn. Where we hand over some of the mahi to our ancestors, spirit and future generations to show us tohu. Signs we are ok. When things get really good or really hard we return to values to guide. In our diagram its shows a logic or flow but as we know in practise it is also more fluid and at times messy than this, and we welcome and embrace all the complexity and challenge.

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