Questions you really shouldn’t ask a migrant
This month marks 21 years since I moved to New Zealand. And while travelling this summer, I realised it finally didn’t annoy me when someone asked: ‘‘Where are you from?’’ With borders closed, most tourists are domestic. When someone asked where I was from, and I said Auckland, there weren’t any further questions along the lines of: ‘‘No, where are you
really from?’’
Some people ask these questions out of genuine interest, and to establish a connection, and you enjoy sharing with them stories of where you were born and grew up. But there are some who use it to establish otherness.
New Zealand has a long history of migration. But not all migrants are born equal. For some, even fourth-generation Kiwis, if they are people of colour, they still get asked where they are from.
Many migrants share a few common experiences that grate more than others. The ‘‘Where are you from?’’ question is one. Employers wanting New Zealand experience, but few being willing to give that first experience, is another.
I was lucky. Twenty years ago, a Pa¯ keha¯ man took a chance on me and offered me my first job. I was still studying, and could only work part-time, but was determined to find experience related to my area of study. I had heard how difficult it was for migrants to find relevant work. It’s one reason our taxi drivers are so highly qualified!
He has remained a mentor and friend. Last week, I joined a diverse group of people from various different backgrounds, cultures, ages, and abilities to celebrate his 60th birthday. It was like a mini United Nations – complete with a Russian singer/lawyer who opened with a rousing waiata in te reo. The food included a hangi, which had vegetarian and halal options.
Given the kind of person he is, I’m never surprised by the diversity at his events. But none of us should be surprised. This is our New Zealand, even if some are reluctant to acknowledge or accept it.
One in four Kiwis weren’t born here, and in Auckland it’s more than 40 per cent. We are home to more than 213 ethnicities and 160 languages. This diversity brings richness to our lives in many ways. The most obvious, in current times, is our ability to continue to experience many different cultures, even when we can’t travel the world.
Beyond the food and festivals, there is the richness in thinking that comes from having people with diverse experience on our work teams.
Migrants and refugees generally look to build a better life in a new country, evidenced by their strong work ethic and drive to succeed. It’s also reflected in the number of highly successful entrepreneurs with migrant or refugee backgrounds, creating jobs for others.
People like Mohammed Hikmet, who moved here from Iraq and was named New Zealand’s EY Entrepreneur of the Year. People like Cecilia Robinson, originally from Sweden, who has cofounded several successful businesses and is a New Zealand Women of Influence Supreme Award winner. And Vietnamese refugee Mitchell Pham, a tech entrepreneur and industry leader, who has been recognised as a World Class New Zealander.
Aglobal study by McKinsey of more than 1000 companies across 12 countries found that organisations with greater ethnic and cultural diversity at the executive level had a 33 per cent likelihood of outperforming their peers on profitability.
And yet for all the research that shows that migrants and refugees make significant economic, cultural and social contributions to their host countries, we still hear too many stories of discrimination and racism, and of migrant exploitation (including by other migrants).
The number of migrants pursuing entrepreneurial ventures also reflects, for some, an inability to find relevant jobs. When you’ve been rejected multiple times, you go out on your own.
We need to get better at assessing international qualifications and work experience. And to candidates who self-exclude themselves from a role: remember, you lose 100 per cent of the races you don’t start.
To remain relevant and successful in a country as diverse as ours, businesses need to engage meaningfully with customers with different cultures, values, and languages. Having teams which represent society means businesses are better prepared.
For businesses that engage internationally, staff with knowledge of, and networks in, key international markets are an absolute asset.
We can all play a part in ensuring New Zealand reaps its migrant dividend. If you are in a position to give someone their first or second or third New Zealand work experience – do! If you are in a position to mentor a migrant – do! And who knows, like me, they may one day end up representing New Zealand’s interests on the world stage.
When someone asked where I was from, and I said Auckland, there weren’t any further questions along the lines of: ‘‘No, where are you really from?’’