We're a world-leading production house for experiential digital books, so we bring content to new life in digital formats across languages and cultures. In particular we've got a growing international reputation in the learning sector, especially for our work with language revitalisation. We've got clients ranging from Sesame Workshop in Asia and the Victorian Aboriginal Corporation for Languages, to the Alaska Association of School Boards, Maori Women's Development Inc and the Ministry of Education.
So for us it's really vital that our workforce reflects this diversity, and that we can bring to the client capabilities not just in language, but in understanding and respecting cultural customs and values. Our cultural and language expertise have helped us get a foot in the door with a global player like Sesame Workshop, and secure contracts for early literacy titles in Korean, Japanese, Mandarin and Bahasa Malay.
Also, our priority is the language of Aotearoa/New Zealand and we've built expertise and understanding in te Reo Maori and tikanga Maori to help us support the Maori economy. We also recognise and value New Zealand's third official language - New Zealand Sign Language - and really enjoyed working on sign language innovations with the hearing-impaired staff of the Ministry of Education last year.
I think there's no question that workforce diversity makes for a stronger company because it helps meet the needs of staff - especially digital natives who've always lived a globally connected lifestyle. It's also - in our experience anyway - essential to operating in an increasingly diverse local marketplace and global markets.
Can you give me some examples of practical things you do within the company to foster diversity?
The reality of running a small business is you don't have the luxury of developing and implementing comprehensive diversity policies. You just do it because it makes sense.
We've found our best business outcomes come from being directly involved in projects and using full-time staff for delivery. So for example this week we've got a team in Ruatoria delivering a project for Maori Women's Development Inc where we'll create digital books in te Reo.
In terms of some examples of other things we do in the company, we're committed to including tikanga Maori in meetings and formalities, upskilling staff in this and normalising the use of te Reo Maori in everything we do. Some of us have a very long way to go, but the intent is strong and we plan to do much more in this coming year. We're actually working on a plan for the business that will include and imbed Reo and tikanga - eventually - in all Kiwa processes, including working with clients.
We're also developing a Matariki 2015 programme, have registered for taster classes in sign language for May Sign Language Week, and are working on innovations supported by Callaghan Innovation to offer new technology that improves accessibility for groups including the autistic and visually impaired.
Another thing we're increasingly doing is developing a voice on issues we feel strongly about, like making te Reo compulsory in our education system.
What have been some of the specific challenges for you on the journey to creating a more diverse and inclusive workplace?
I think it's tough for a small business to add these challenges to its thinking. Certainly there are challenges in investing time and resource in things like staff training, a lengthier recruitment process and HR policies.
As I said, we have a way to go before making any claims to being a diverse workplace. What we have achieved has been done instinctively, for sound business reasons, and with good intent - so that even a small thing like including a mihimihi and karakia at meetings takes us forward. I'm hoping that when we look back in two to three years we can say that was the right approach!
What advice would you have for leaders of other businesses looking to start on a journey to creating a more diverse and inclusive workplace?
Diversity can only be achieved where it's authentic, embedded in the company's purpose and aligned with its goals and ambitions.
Coming up in Your Business: Getting the right staff on board - and keeping them - is the lifeblood of a business. So what are some of the things small business owners do to try and keep their good staff on board for the long haul? If you've got a story to tell, drop me a note: nzhsmallbusiness@gmail.com
