Life of a Pasifika police communicator: Recognising cultural diversity in the workplace: A study on the contributing factors that keep Pacific people working for New Zealand police communications

Literature provides substantial evidence that cultural diversity is vital in the workplace and can create a stronger outcome for the workplace team. Having multiple perspectives on one issue is more effective than that of one. There are a growing number of studies that explore benefits and limitations of cultural diversity within the workplace, however there are very few studies focusing on cultural diversity in the workplace specific to Pacific people. This research aims to begin bridging this gap in research by speaking to Pacific workers within the NZ police communications centers to find out what has kept them working within NZ police communications. This is a qualitative study, utilizing Talanoa methodology to explore factors that kept Pacific people working for NZ police communications and identify improvements that could be made to police initiatives and processes for recruiting Pacific people. Six participants from different Pacific cultures were interviewed in total. Findings indicate that Pacific people were motivated to join NZ police communications as an opportunity to either become a police officer or for career progression. Another motivational factor was seeing other Pacific and non-Pacific people in police practicing similar cultural values. The key challenges that Pacific people go through include the lengthy process in recruitment and orientation, limited cultural awareness shown from managers and the challenge between professional and personal values. Some of the ways that participants coped with these challenges were by talking and confiding in colleagues and family. There were many suggestions for improvement regarding how NZ police can better support their Pacific employees in the communication departments. These included raising cultural awareness among staff as this would build on trust and connection with Pacific employees, having more Pacific people in leadership roles so Pacific people feel represented and can relate to more effectively. Other recommendations include socialization for workgroups and establishing a support network group for Pacific staff in NZ police communications