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    Script Assingment 3

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    Chathumi
    The document discusses the importance of incorporating Māori perspectives and reducing health inequities impacting Māori communities. It notes that previous universal health models in New Zealand ignored Hauora Māori needs and did not achieve equal outcomes for Māori. For the new Te Whatu Ora model to succeed, core processes must be co-designed with Māori to ensure their needs are met. It also emphasizes the need for humility, advocacy, and training future health leaders to consider both Tikanga and Hauora Māori approaches to achieve more equitable health outcomes.

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    Script Assingment 3

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    Chathumi
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    The document discusses the importance of incorporating Māori perspectives and reducing health inequities impacting Māori communities. It notes that previous universal health models in New Zealand ignored Hauora Māori needs and did not achieve equal outcomes for Māori. For the new Te Whatu Ora model to succeed, core processes must be co-designed with Māori to ensure their needs are met. It also emphasizes the need for humility, advocacy, and training future health leaders to consider both Tikanga and Hauora Māori approaches to achieve more equitable health outcomes.

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    The document discusses the importance of incorporating Māori perspectives and reducing health inequities impacting Māori communities. It notes that previous universal health models in New Zealand ignored Hauora Māori needs and did not achieve equal outcomes for Māori. For the new Te Whatu Ora model to succeed, core processes must be co-designed with Māori to ensure their needs are met. It also emphasizes the need for humility, advocacy, and training future health leaders to consider both Tikanga and Hauora Māori approaches to achieve more equitable health outcomes.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    33 views3 pages

    Script Assingment 3

    Uploaded by

    Chathumi
    The document discusses the importance of incorporating Māori perspectives and reducing health inequities impacting Māori communities. It notes that previous universal health models in New Zealand ignored Hauora Māori needs and did not achieve equal outcomes for Māori. For the new Te Whatu Ora model to succeed, core processes must be co-designed with Māori to ensure their needs are met. It also emphasizes the need for humility, advocacy, and training future health leaders to consider both Tikanga and Hauora Māori approaches to achieve more equitable health outcomes.

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    © All Rights Reserved
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    of 3

    Thank you for that Trish!

    Kia ora Kotou, my name is Chat and following on from wonderful


    insights of my fellow weavers, in my readings I really honed in on health inequities
    disprortiationaly impacting Māori. Colonisation propelled some of the Wicked Problems we
    see today, like the disenfranchisment of Te Ao Māori and instituionalised racism. I learned
    that how we narrate these wicked problem hugely impacts the decisison making processes
    Tiare spoke to. So when Māori are treated with eurocentric diagnsotic measures like Body
    Mass Index (BMI), they are not only stigamtised, but the onus of their care can falls on
    themselves. Imagine what would happen if instead of harakeke, you tried using branches
    and twigs to weave a kete – it would snap. So how then, can we trust health care systems to
    consider the needs of our most vulnerable communities?

    As some of you know, Aotearoa recently introduced Te Whatu Ora that disbanded precursor
    20 DHBs to become one with the aim of increasing access and reducing inequities. What you
    may not know is a similar unison Universal Health Care model exsisted from 1975 – 2000s,
    which unlike Whatu Ora, ignored Hauora Māori and Māori needs where studies show
    “equality of access did not mean equality of outcome”. So in order for Whatu Ora to
    succeed in their goals, core processes must be co-designed and informed by Māori
    perspectives as it is they who will bear the impact of the outcomes. This bottom-up
    appraoch requires a high level of humility. To Māori, Whakawhenuatanga was often
    faciliated with the use of humour where Holmes (2007) highlighted “self-deprecation is the
    Māori way”. When we spoke to Alex and Sau, although humour in and of itself was not a
    strong theme that emerged, they did demonstrate humility by co-designing processes for
    their mahi. Especially, when they first embarked on their leadership journeys, they both
    said they were the first to freely admit that they didn’t know anything. Both Alex and Sau
    who resonated in their preference to build Hau at an individual level rather than a
    consensus, invested time to “walk alongside their staff” which helps them be attuned to
    their unique strengths and ways of working. To Sau, my Team Lead, this was also an
    opportunity for her to address discomforts in areas needing improvement or additional
    training. To me this really anchors my trust in knowing I am heard and supported. Alex who
    describes himself as “stubbornly compasisonate” exercised humility in his mahi regularly,
    leaving his ego behind. I believe this humility is the first step to compassion, much like the
    removal of Muka in prepearing of the Harakeke for To Iho.
    As we already mentioned, our leaders were passionate empowering mentors that I think
    serves as wonderful mirror in to their own compassion. Both Alex and Sau created
    opportunites for their team to grow their skills and be confident. Alex did say though that it
    can at times come with effort as he described how he had to push to include voices of his
    staffs’ valuable expertise to a Pākeha board who “preffered to speak to someone that looks
    like them”. This advocacy and reciprocacy was extended in times of tension too where Sau
    made every effort “never to assume anything” when resolving conflict.

    So if we incorperated all these elements; compassion, humility, hau and advoacy, is this
    enough to to ensure equitable health outcomes? Almost everything we know is learned, so
    it comes as no surprise that we must train future Health Care leaders throughout their
    education to appreciate and consider both Tikanaga and Hauroa Maori in their praxis. Now I
    know this comes as no surprise to anybody, but training is particularly paramount to ensure
    the sustainability of equitable Kauapa. As Neil too would touch on, permeating the voices of
    Māori is critical in the way forward, to de-colonise hegemonic westernised narratives.
    Research shows that because the exsisting governance in health care is a very heriachical
    approach, it can take a great deal of time to be shifted. Ensuring early exposure through
    education can therefore mean the difference between a leader equipped to consider
    challenges faced by Māori to a leader who knowingly or unknowingly goes on to perpuates
    inequities. Thus failing to do so, would be like me trying to weave a kete right now with no
    practice – it simply takes learning.

    Thank you so much for listening, please allow me to pass on to Neil

    References

    Brown, H., & Bryder, L. (2022). Universal healthcare for all? māori health inequalities in
    aotearoa new zealand (1975)-2000. Social Science & Medicine (1982), , 115315.
    doi:10.1016/j.socscimed.2022.115315

    Came, H., & Griffith, D. (2018). Tackling racism as a “wicked” public health problem:
    Enabling allies in anti-racism praxis. Social Science & Medicine (1982), 199, 181-188.
    doi:10.1016/j.socscimed.2017.03.028

    Frawley, J., Russell, G., & Sherwood, J. (2020). Future directions: Cultural competence and
    the higher education sector Springer Singapore. doi:10.1007/978-981-15-5362-2_19

    Grint, K. (2005). Problems, problems, problems: The social construction of ‘leadership’.


    Human Relations (New York), 58(11), 1467-1494. doi:10.1177/0018726705061314
    Holmes, J. (2007). Humour and the construction of maori leadership at work. Leadership
    (London, England), 3(1), 5-27. doi:10.1177/1742715007073061

    Mayer, D. M., Bardes, M., & Piccolo, R. F. (2008). Do servant-leaders help satisfy follower
    needs? an organizational justice perspective. European Journal of Work and Organizational
    Psychology, 17(2), 180-197. doi:10.1080/13594320701743558

    Panesar, D., Rahiri, J., & Koea, J. (2021). Indigenous health leadership: A kaupapa
    MāoriPerspective from aotearoa – new zealand. BMJ Leader, 5(2), 83-86.
    doi:10.1136/leader-2021-000445

    Whakamaua māori health action plan, 2020-2025 (2020). . Wellington, New Zealand:
    Ministry of Health. Retrieved from https://natlib-primo.hosted.exlibrisgroup.com/primo-
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    e=NLNZ&vid=NLNZ&offset=0

    Alice Snedden’s (Producer), & . (2022). Why do we still judge fat people? | Alice Snedden’s
    bad news. [Video/DVD] retrieved from: https://www.youtube.com/watch?v=9FOSaEdql-k

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