Human Resources - Winter 2022 (Vol 27 No 2) - Bicultural HR

Page 26

SUSTAINABILITY BRIDGET WILLIAMS

A framework far from perfect Bridget Williams from Bead & Proceed looks at how we can weave our own unique biculturalism into the UN Sustainable Development Goals.

I

t’s hard not to love the 17 UN Sustainable Development Goals (SDGs). However, this framework is far from perfect. At a glance, you’ll see a coherent numbered grid of bright colours and ambitious targets but look a little closer, and you’ll notice next to no mention is made of indigenous and first-nation perspectives, despite sustainability being a founding and fundamental practice by indigenous cultures. The closest mention is under SDG 11, target 11.4 “Strengthen efforts to protect and safeguard the world’s cultural and natural heritage”. Several arguments exist for this lack of mention concerning indigenous culture. 1. Because the SDGs are a global framework, it needs to be applied and spread across all UN member states. This universal application may not be appropriate when each state has unique and different first-nation cultures, or different cultures in general. For example, how would it be appropriate for Geneva to 24

HUMAN RESOURCES

WINTER 2022

decide how te ao Māori should action sustainability? 2. The SDGs speak a global language, so it takes a highlevel international view. The accountability to localise the SDGs lies on each state, organisation, business, government and individual, because the SDGs are owned by everyone. 3. Some argue SDG 10: Reduced Inequalities captures the collective of all perfectives, indigenous or otherwise, because target 10.2 states, “By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, religion or economic or other status”. 4. It’s up to each state to authentically practice SDG 17: Partnerships for the Goals and partner with the indigenous people to action the framework. For Aotearoa New Zealand, this is recognising we are a bicultural nation and are weaving the principles of Te Tiriti o Waitangi throughout the SDGs. Partnering with tangata whenua is fundamental to ensuring we build in mātauranga Māori, encouraging inclusive, sustainable practices and, as Agenda 2030 highlights, “to leave no one behind”.

I do believe there is power in singling out a global issue and making it a stand-alone goal. For example, SDG 5: Gender Equality was an extension of SDG 10: Reduced Inequalities, for this very reason. By making gender equality an isolated goal, it underscores the need to action it. I believe the same thinking should be applied to the inclusion, celebration and protection of those who are indigenous and first-nation. As humans, we’re constantly learning and evolving and so too are the frameworks we create. For example, the SDGs were born out of the learnings from the Millennium Development Goals, so I’m sure we will see another framework post2030, one that will take into account the lessons learnt throughout this 15-year undertaking. Bridget Williams is the founder of the social enterprise, Bead & Proceed, which exists to educate people about the 17 UN SDGs and inspire action towards them. Her passion for sustainability and using creativity as a tool for innovation has made her a recognised SDGs expert, assisting organisations with sustainable strategy and SDG reporting. Bridget is a selected World Economic Forum Global Shaper and member of the Asia New Zealand Foundation Leadership Network, which has led her to become a creditable global change maker. Her efforts have been recognised and endorsed by the Rt Hon Helen Clark and the JCI Osaka Outstanding Young Person’s Programme.


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Articles inside

Am I Managing?

4min
page 52

Sustainability: A framework far from perfect

3min
page 26

News Roundup

5min
pages 8-9

From the Editor

2min
page 3

PD Spotlight: Transforming HRM in Aotearoa: The tauira perspective

6min
pages 48-49

Feature - Whanaungatanga – community and connectivity

10min
pages 42-45

Case Law Review: The growing recognition that tikanga Māori requires

5min
pages 46-47

Immigration Law Update: A tough road ahead

5min
pages 40-41

Diversity and Inclusion: Understanding the DEI landscape

5min
pages 38-39

Research Update: Creating a culturally safe workplace

6min
pages 50-51

HR Technology at the forefront of meaningful change

5min
pages 36-37

Employment Law Update: Pay equity does not address (biggest) Pacific Pay Gap

8min
pages 32-35

Feature - Whakataukī guiding HRNZ journey towards bicultural HR practices

9min
pages 22-25

NZ HR Awards 2022

10min
pages 18-21

Feature - The future of the Māori workforce is now

9min
pages 14-17

Top of Mind

3min
pages 5-7

Books to inform and inspire

3min
pages 10-11

HRNZ Member profile: Wiremu Tamaki

4min
pages 12-13

Feature - Wellbeing of the Māori health workforce

9min
pages 28-31
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