The document discusses the barriers that Asians face to equality in New Zealand, including experiences of discrimination, harassment, and unequal access to employment. It notes that Asians are the fastest growing population group but also experience more discrimination than other groups. While some Asians report high life satisfaction, others have faced challenges integrating and report incidents of racism. The document argues for the importance of social inclusion to improve well-being and ensure migrants feel welcome in New Zealand society.
The document summarizes research on the experiences and attitudes toward Asian immigrants in New Zealand. It finds that while most New Zealanders support cultural diversity and see benefits from immigration, Asians still face discrimination in employment and public harassment. Asians report experiences of racism and unequal treatment in the workplace. However, many Asians also report higher quality of life and well-being in New Zealand compared to their home countries.
Presentation on 'The Complexities of Racisim in New Zealand' by Professor James Liu, Co-Director of the Centre for Applied Cross-cultural Research, Victoria University of Wellington, New Zealand: http://www.victoria.ac.nz/cacr
This presentation was made at the Diversity Forum at Canterbury University, Christchurch, New Zealand on 24 August 2014: http://www.hrc.co.nz/race-relations/new-zealand-diversity-forum/
This document provides an overview and summary of activities from the inaugural Taiwan-America Student Conference (TASC). The conference included lectures from government officials, business leaders, and social entrepreneurs on topics related to Taiwan's political, economic, and social issues. Delegates also interacted with locals through homestays, visiting rural villages impacted by natural disasters, and participating in cultural activities. Site visits included tours of important buildings, a creative park, and a media company. The document highlights reflections from delegates on building understanding between the two cultures and perspectives gained on Taiwan.
The document outlines 15 perceived differences between Western and Asian cultures. Some key differences mentioned include Westerners prioritizing individualism and punctuality, while Asians value family and group activities. Additionally, the document notes Asians may be less orderly in queues, louder in restaurants, and see their boss as a fierce god compared to Western views of a boss as part of the team.
Face Negotiation Theory explains that conflict in intercultural communication stems from managing identity on individual and cultural levels. It was developed by Stella Ting-Toomey to incorporate a stronger Asian cultural perspective into mainstream communication theories. The theory assumes people try to maintain and negotiate face in all situations, especially threatening ones, and that individualism/collectivism and power distance influence facework approaches. It has applications for understanding business conflicts between low- and high-context cultures like the US and Japan.
The document summarizes research on the experiences and attitudes toward Asian immigrants in New Zealand. It finds that while most New Zealanders support cultural diversity and see benefits from immigration, Asians still face discrimination in employment and public harassment. Asians report experiences of racism and unequal treatment in the workplace. However, many Asians also report higher quality of life and well-being in New Zealand compared to their home countries.
Presentation on 'The Complexities of Racisim in New Zealand' by Professor James Liu, Co-Director of the Centre for Applied Cross-cultural Research, Victoria University of Wellington, New Zealand: http://www.victoria.ac.nz/cacr
This presentation was made at the Diversity Forum at Canterbury University, Christchurch, New Zealand on 24 August 2014: http://www.hrc.co.nz/race-relations/new-zealand-diversity-forum/
This document provides an overview and summary of activities from the inaugural Taiwan-America Student Conference (TASC). The conference included lectures from government officials, business leaders, and social entrepreneurs on topics related to Taiwan's political, economic, and social issues. Delegates also interacted with locals through homestays, visiting rural villages impacted by natural disasters, and participating in cultural activities. Site visits included tours of important buildings, a creative park, and a media company. The document highlights reflections from delegates on building understanding between the two cultures and perspectives gained on Taiwan.
The document outlines 15 perceived differences between Western and Asian cultures. Some key differences mentioned include Westerners prioritizing individualism and punctuality, while Asians value family and group activities. Additionally, the document notes Asians may be less orderly in queues, louder in restaurants, and see their boss as a fierce god compared to Western views of a boss as part of the team.
Face Negotiation Theory explains that conflict in intercultural communication stems from managing identity on individual and cultural levels. It was developed by Stella Ting-Toomey to incorporate a stronger Asian cultural perspective into mainstream communication theories. The theory assumes people try to maintain and negotiate face in all situations, especially threatening ones, and that individualism/collectivism and power distance influence facework approaches. It has applications for understanding business conflicts between low- and high-context cultures like the US and Japan.
This document discusses discrimination faced by Asian people in New Zealand. It reviews research showing that Asians experience the most discrimination of any ethnic group in New Zealand. Specifically, it finds that Asian people frequently report experiencing harassment in public spaces, with many anecdotes of Asian individuals being verbally abused or having objects thrown at them by teenagers. It also examines research demonstrating barriers to equal employment for Asian people in New Zealand.
1) The document discusses community engagement of immigrants and refugees in Greater Victoria. It examines how their cultural identities contribute to engagement in the host society.
2) It finds that during cultural adaptation, reasons for participating in activities differ - volunteering is seen as a civic duty, while religious activities help make friends and learn culture.
3) There are active and passive approaches to cultural adaptation - some immigrants want to share their culture and diversity, while others feel community engagement is important to not live in isolation. Cultural activities allow retaining unique characteristics like in a "salad bowl" model of cultural adaptation.
How To Do A Research Paper For College - Best CustomDenise Hudson
The document provides instructions for completing a research paper writing request on the website HelpWriting.net. It outlines a 5-step process: 1) Create an account and provide contact details. 2) Complete an order form with instructions, sources, and deadline. 3) Review bids from writers and choose one based on qualifications. 4) Review the completed paper and authorize payment. 5) Request revisions until satisfied with the final product. The website promises original, high-quality content and refunds for plagiarized work.
The document discusses cultural safety and racism in Australia. It notes that over 90% of Aboriginal Australians report experiencing racism in their personal or professional lives. It emphasizes that cultural awareness alone is not sufficient, and cultural safety requires self-reflection to challenge one's own biases and understand how racism operates systematically. It questions the level of commitment by universities and other institutions to concrete targets and accountability measures to reduce racism experienced by Indigenous Australians.
The document discusses a workshop on cultural safety, racism, and Aboriginal and Torres Strait Islander health. It addresses several topics:
- Definitions of racism and how it can operate subtly within institutions.
- Experiences of racism reported by Indigenous Australians, including high percentages reporting racism in their personal and professional lives.
- Health inequities and poorer health outcomes experienced by Indigenous Australians, which are linked to experiences of racism.
- The importance of cultural safety training beyond just cultural awareness, and moving from equality to equity and liberation for Indigenous people.
- Signposts provided by regulatory bodies for cultural safety in nursing and midwifery.
This document outlines an upcoming workshop exploring cultural safety and working with Aboriginal peoples. The workshop will involve a discussion on current approaches to cultural safety training, as well as focus groups discussing strategies for cultural safety. The workshop aims to engage with critical questions around cultural safety terminology and implementation within curriculums and organizations. It will take a standpoint focusing on the relevance of cultural safety to Aboriginal and Torres Strait Islander populations and their approach to well-being.
(Diversity) This presentation was facilitated by Anne-Marie Taylor from the Multicultural Youth Advocacy Network NSW.
The presentation details research conducted by the Centre for Multicultural Youth Victoria, 'Finding Home in Victoria: Refugee and migrant young people who are homeless or at risk of homelessness', as well as additional information and research from around Australia. It explores the issues and solutions to homelessness in reference to young people from refugee and migrant backgrounds and suggests practical approaches to working to support this group of young people.
This document summarizes a presentation on research about pathways to resilience among Asian and ethno-racial men who have sex with men (MSM). The presentation shares findings from a study exploring the critical life events that impact the sexual health of Asian MSM, and the factors that affect their resilience in response to these events. Small group exercises were used to discuss prohibiting barriers, facilitating conditions, and resilience strategies related to life challenges like migration, homophobia, and joining community groups. The presentation aimed to identify pathways to resilience and discuss applications to support practices.
The document discusses how choices in staging the play No Sugar by Jack Davis have contributed to meanings about ethnicity and identity. The play critiques ethnocentrism of white Christians in 1930s Western Australia. It follows an Indigenous family as they face racism and are forcibly relocated. Stage directions show the importance of place to Indigenous cultural identity, like when a character leads someone into the darkness to show their country after it was burned. The settings were selected to show the colonial intention to dominate land through permanent structures, introducing a dichotomy in land treatment between groups.
THE IMPORTANCE OF RACE AND ETHNICITY. University level presentation, Master in Education, University of Auckland. About authors and the 2013 study, what is race, what is ethnicity, ethnicity stereotypes, Tajfel Social Identity Theory 1981, racial ethnic identity (REI).
Cultural compency training ASIA, Inc FinalJunko Shimizu
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5tf Diversity Conference Presentation - Understanding the Model MinorityTamima Farooqui
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This document summarizes Mia Hahn's research on the social organization of expatriates living in the Vietnamese coastal town of Hoi An. It discusses how the definition of expatriates has expanded beyond just corporate transferees to include families and individuals who relocate abroad to take advantage of lower costs of living. Through an eight-week ethnographic study, Mia identified four main categories of modern expatriates in Hoi An: compensatory consumers, moral entrepreneurs, nomads, and interns. While lacking corporate financial backing, these expatriates from Europe and Australia leverage their foreign status to open small businesses and access opportunities not available to locals. The study examines how globalization has impacted postwar Vietnam through the lens
This document discusses promoting cultural diversity and awareness in Central Oregon schools and communities. It outlines a goal of encouraging understanding, acceptance, and appreciation of diverse groups through increased exposure. Evidence suggests some lack of acceptance of minorities, and a survey found most feel schools and parents could do more to promote cultural awareness. The document proposes connecting students with local minorities through a video to increase exposure and acceptance of different cultures in their region.
This document discusses the model minority myth and its negative impacts. It summarizes the history of Asian immigration to the US and some key facts, such as the diversity within the Asian population and higher poverty rates for certain Asian groups. The document advocates raising awareness of these issues and understanding the cultural nuances and pressures Asian students face. It provides suggestions for counselors like making personal connections, discouraging stereotypes, and helping students find their individual voices.
This document provides an abstract and introduction for a paper about how First Nations communities in Canada can preserve their culture through obtaining ISO 9001 certification. The abstract indicates that previous studies have looked at cultural preservation and economic development separately but not together. The introduction provides background on the author's Mi'kmaq heritage and culture, and introduces the topic of how the Membertou First Nation obtained ISO 9001 certification in 2002, becoming the first indigenous government to achieve this. It also outlines the literature reviewed and methodology used, which includes interviews with community members and experts in both First Nations culture and ISO standards.
The annual report summarizes the activities of the Multicultural Development Association (MDA) in the 2012-2013 financial year. MDA supported over 4,000 clients from 66 countries through programs providing new arrivals support, ongoing support for refugees and migrants, youth services, employment and training assistance, social inclusion initiatives, and community centers in Brisbane and regional areas. The report outlines the growth and challenges faced by MDA in expanding its services to support refugees and asylum seekers, while remaining committed to its principles of social justice and inclusion.
South African Chinese Heritage Project Abridged Loraine Yuen
Raine Yuen has started an ambitious project to define the shared meaning and understanding of the South African Chinese community. Through questionnaires and discussions, the project aims to explore issues like Chinese culture and customs, stereotypes of Asian people, and challenges facing the community. It seeks to promote sharing perspectives in order to better understand and support each other. The document outlines topics that commonly cause confusion for overseas Chinese communities, such as blending of cultures and dealing with stereotypes. It provides examples of stereotypes like the "model minority" and discusses how stereotypes can negatively impact identity and mental health. The goal is to spark discussion, break cycles of ignoring issues, and empower the community through cooperation.
This document discusses media reporting of religion in New Zealand. It notes that while codes of conduct exist for journalists, complaints about misrepresentation of religion in media continue. Recent cases from the UK and US show religious identification in stories can be problematic and even lead to false accusations. The field of studying "religion and media" has grown and looks at how religion is framed in coverage. While regulations exist, more may be needed to improve reporting and address ongoing complaints about coverage of religion.
The 2013 NZ Diversity Forum focused on promoting diversity and inclusion. It brought together leaders from different sectors to discuss challenges and opportunities around valuing diversity. Key topics included how organizations can create inclusive cultures and leverage diversity to drive innovation.
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This document summarizes a presentation on research about pathways to resilience among Asian and ethno-racial men who have sex with men (MSM). The presentation shares findings from a study exploring the critical life events that impact the sexual health of Asian MSM, and the factors that affect their resilience in response to these events. Small group exercises were used to discuss prohibiting barriers, facilitating conditions, and resilience strategies related to life challenges like migration, homophobia, and joining community groups. The presentation aimed to identify pathways to resilience and discuss applications to support practices.
The document discusses how choices in staging the play No Sugar by Jack Davis have contributed to meanings about ethnicity and identity. The play critiques ethnocentrism of white Christians in 1930s Western Australia. It follows an Indigenous family as they face racism and are forcibly relocated. Stage directions show the importance of place to Indigenous cultural identity, like when a character leads someone into the darkness to show their country after it was burned. The settings were selected to show the colonial intention to dominate land through permanent structures, introducing a dichotomy in land treatment between groups.
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A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
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Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
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Confident, equal and proud? The barriers Asians face to equality in New Zealand
1. Confident, equal and proud? Adrienne N. Girling, James H. Liu & Colleen Ward Centre for Applied Cross-Cultural Research Victoria University of Wellington, New Zealand The barriers Asians face to equality in New Zealand
2.
3. National Survey on Attitudes toward Immigrants, Immigration and Multiculturalism Source: Ward & Masgoret (2008)
4.
5. How should immigrants adapt? (% of agreement) Immigrants should give up their original culture for the sake of adopting 21% New Zealand culture Immigrants should maintain their original culture as long as they do not mix it 28% with NZ culture Immigrants should maintain their original culture while also adopting NZ culture 82%
6. Threat and Competition (% of agreement) Immigrants take jobs away from New Zealanders 25% Allowing immigrant cultures to thrive means that NZ culture is weakened 24%
7. It is a good thing for any society to be made up of people from different races, religions and cultures
35. “ I would say that 75 percent of clients we deal with discriminate when they describe what they want in an employee. Because the client pays us to find that employee, we in turn have to discriminate every day. It is morally and ethically against our views but the bottom line is the company ’ s needs. ” Recruitment Consultant Source: Burns, 2000
39. Satisfaction With Life European Māori Pacific Asian Very satisfied / satisfied with life overall 87.1 81.5 80.2 84.1
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41. When I look back at Hong Kong and compare it with here, I have no regrets … when I go back to Hong Kong, I cannot see the air, the skyline … and the stress … here it is so quiet, you are able to talk … Hong Kong, no way. Always busy, busy, busy! ” Migrant in Auckland Source: Spoonley & Meares, 2009
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Editor's Notes
Telephone survey based on random sample of 2020 NZ households
General Skills Category made up nearly 60% of all migrants
Based on a sample of 302 Nzers sampled from the electoral rolls Far right represents ratings of “immigrants” (unspecified background) - note Asians seen less favourably than generic “immigrant”
Asian Muslims seen as even less favourable
Telephone interviews with a random sample of 1,000 Nzers (annual survey starting in 2007).
Some Nzers want a one-way relationship with Asia: very happy to benefit economically from the relationship (Asian tourism, exports to Asia, economic growth of Asia and free trade agreement with Asia), but not as positive about the influence of Asia on NZ society and values.
Two random samples of Nzers from electoral roll: 1118 valid responses in first; 750 in second. Which immigrants increase crime rates, take jobs away from people born in New Zealand, are good for New Zealand’s economy? (percentages) Percentage of Asian people in prison is actually 2.5%, which is much lower than the 9% Asian population at large. These findings point to the idea that some New Zealanders are happy to have a one-way relationship with Asia, where they wish NZ to benefit economically, but they would like to keep New Zealand society and values distant from Asian influence.
A telephone survey of a nationally representative sample of 750 New Zealanders 18 years of age and over. Umprompted answers about which groups are most discriminated against.
Prompted answers.
Some people have reported trying to join clubs and classes to try to meet some NZers, but it never panned out. The experience is often that Kiwis are polite and friendly, but are not easy to make strong personal connections with. Several qualitative reports show that Asian migrants have a strong desire to meet Kiwis, get to know them and understand their way of life, but have difficulty forming close bonds. Kiwis are seen as polite and friendly, but keep distance between them.
LisNZ (Longitudinal Immigration Survey: NZ) Wave 1 conducted by IMSED of the Dept of Labour. All people who had taken up permanent residence between 2004 and 2005 were contacted for an interview. A total of 7,137 participated in face to face interviews about their settlement outcomes in NZ. These experiences are common but infrequent. North Asia = China, Japan, Korea, etc Southeast Asia = Malaysia, Phillipines, Indonesia, etc South = Indian subcontinent
ALL migrants (not just Asian). North Asians were the most likely to report being discriminated against in the street.
In two separate studies on Korean migrants… There were many reports of verbal abuse, including the oft-uttered sentiment of “go back where you came from”. This particular Korean migrant in Christchurch reported that she very often experienced harassment when she went for her daily walk. Korean migrants in Auckland faced intolerance and harassment based on their language abilities and appearance.
A study was conducted with migrants with 48 ethnic and cultural backgrounds in Nelson/Tasman in order to design and instate a system for report racist incidents. A Settling In evaluation report (which is a programme run by MSD all over the country to facilitate the settlement processes for migrant and refugee groups) released in 2005 for the Nelson/Tasman region stated that there was “widespread racism against Asians in the street”. This provided the motivation for the study of migrants’ experiences of racism in Nelson/Tasman. While the survey was conducted with ALL migrants, many quotes Asian-specific quotes were provided in the report. These three express very similar experiences to the Korean and Chinese migrants previously cited.
The Safer Students Campaign was launched in 2008 to also give international students a place to report discrimination. It is done online and anonymously. In its first year, 51 reports of harassment were filed, either self-reported or by a witness, and in 34% of the cases the victim was identified as either Asian or originating in an Asian country.
Arguably more detrimental than harassment which is relatively infrequent. Inequities in access to employment and income levels are large and pervasive.
More anecdotal study vs national sample
243 participants: 158 HR professionals; 85 recruitment consultants 40% had first hand experience of discrimination towards Asians (31% HR & 54% recruitment) Managers and clients of the professionals/consultants were overwhelmingly identified as being the perpetrators of discrimination (88%). Another significant finding was that 25% of respondents reported that recruitment consultants themselves had been found to discriminate against clients.
CVs were given to HR Management students. Simulated study. Asian applicants with ethnic sounding names (as opposed to anglicised Asian names) were rated even worse. Other research has shown that employers prefer applicants to have NZ qualifications (Butcher, Spoonley & Trlin, 2006; Henderson, 2003), but the results of this study show that this explains only part of the picture. No Chinese migrants were shortlisted, whereas some local Chinese applicants were, partially supporting the hypothesis that Asian migrants are at a disadvantage due to their foreign and unknown qualifications. However, the result that local Chinese were shortlisted less often than UK/Canadian qualifications suggests that it is more than just their qualifications that are putting Asians at a disadvantage in seeking employment. The results clearly showed NZ European to again be favoured over Asian applicants. The NZ European applicants received requests for future contact with consultants more often (28%) than did the Chinese applicants (9%). Similarly, 27% of the Chinese applicants were told that there were no current opportunities compared with 3% of European applicants being told this. These findings together illustrate that Asians in New Zealand face inequities in their access to employment compared to NZ Europeans. Asian migrants with foreign qualifications and ethnic-sounding names have a much lower chance of gaining suitable employment than NZ Europeans and other migrant groups. However, this research also indicates that Asian people who are born and raised in New Zealand, with New Zealand education and employment experience, face inequality compared to white-skinned, English speaking migrants with foreign qualifications.
752 of the 1253 race-related complaints directed towards it were for comments by MP Hone Harawira, and were typically filed by male NZ Europeans. The group that complained the most about racial discrimination were NZ Europeans, the ethnic group that experiences discrimination the least in NZ society. Even excluding complaints following the Harawira incident, 25% of complaints were by NZ Europeans, 13% by Māori, 7% by Indians, and 10% by other Asians. This does not fit well with a portrait of whingeing ethnic minorities in Aotearoa/New Zealand, but rather ethnic minorities coping with a dominant and vocal majority.
For many Asians, migration to New Zealand is a one-way street. The experience of discrimination, while common, is not frequent enough to spoil other aspects of the lifestyle they have chosen.
… even though they were aware that their Chinese language skills were often insufficient.
Skilled migrants are increasingly sought in New Zealand to fill gaps and shortages that exist in the labour force, so ensuring that…