HRM counteracting aronga takirua

Human resource managers (HRM) can counteract the detrimental effects of aronga takirua (cultural double shift) on Māori scientists.

A photo of Professor Jarrod Haar seated wearing a blue suit
Professor Jarrod Haar.

Aronga takirua (or cultural double-shift) is a term coined to describe the dual focus that Māori scientists must have in their work, encompassing both Western knowledge and mātauranga Māori.

Representing Māori culture, science, and Vision Mātauranga, while engaging with Māori stakeholders, puts a lot of extra pressure on Māori scientists. Although there may be some cultural benefits to this engagement, it seems that the impact on the health and employment of Māori scientists is mostly negative. This puts a lot of strain on a small group of Māori scientists and is likely to have negative consequences in the long run.

Māori scientists have multiple roles and work with both Western and Māori perspectives. This is often referred to as ‘double labour’, but it's not just about labour. The concept of aronga takirua, or cultural double-shift, also includes cultural obligations. This model explains the drivers and consequences of aronga takirua or cultural double-shift.

Visual representation of the aronga takirua (cultural double-shift) model
Aronga takirua (cultural double-shift) model.

Quotes from Māori researchers

These consequences were expressed in the interviews and huis held with Māori researchers:

“That’s why early career researchers never progress at the same pace as white people and at the upper level, like Associate Professor. It’s almost like we have to be experts in multiple directions, and in serving others in their needs, we don’t get to advance our own kaupapa [projects], and that is a really good way of keeping you down structurally. It’s a double duty, double labour.”

“We need to be able to have a very strong narrative about this double labour and talk about it in exploitation terms, in labour terms.”

“What I’m hearing is the idea of double labour and the idea of exploitation. Early-stage researchers have to go and do another degree in Mātauranga Māori. It’s what the institution wants from us in that the funding settings mean you have to tick that box, so you are pulled in as an early career researcher in a precarious way.”

What can HRM do?

Adjust job sizing and funding

Although most Māori scientists engage with Māori stakeholders as part of their role, this may not be a paid component of their contract. To reduce aronga takirua, HRM and managers can enable Māori scientists who wish to engage with Māori stakeholders and adjust the size of these roles accordingly.

Perhaps doubling the current weighting would capture this cultural double-duty. This approach may help address the disparity faced by Māori scientists, given the extra responsibilities and burdens they carry.

Offering more ‘weighting’ in research funding to Māori relationship-builders.

Facilitating mentor opportunities

Effective mentoring by both Māori and non-Māori established scientists can be highly beneficial, especially for early career researchers. For some, a mentor may come in the form of an individual, such as a line manager or team leader, who pushes boundaries on behalf of the Māori researcher:

"I’ve got an awesome mentor, she’s really understanding. She’s not Māori, but she just gets it. It’s awesome. It helps that my boss is sticking his head out to push me into things."

For some, support can come from the science team, which acts as a "whānau" (family) by providing guidance and direction through the development of individual needs:

"I had an awesome team... They kind of just awhi’d me along. The fact that we have a whānau environment and we have this awesome project–there’s this awesome capacity (development programme) for different people from different areas. It’s a real strength of our project."

Developing a whānau-like caring and mentoring approach.

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