Poutama IQ Ascent Series

Culture shapes identity, values, beliefs, and behaviours — it influences how healthcare is delivered, encountered, and experienced. When healthcare relationships are positive, health outcomes are improved. Cultural competence therefore requires both an understanding of cultures and the skills and behaviours needed to provide high-quality care and achieve equitable health outcomes for all people.

The Health Practitioners Competence Assurance Act 2003 establishes the legislative framework for health regulation in Aotearoa. It requires all regulatory authorities to set standards of clinical competence, cultural competence, and ethical conduct. In 2019, Section 118(i) of the Act was amended to include “competencies that will enable effective and respectful interaction with Māori.” This amendment affirms the responsibility of health practitioners to engage in culturally safe, equitable, and respectful practice that upholds Te Tiriti o Waitangi.

In midwifery, cultural competence is expressed through the application of cultural safety within the midwifery partnership and the integration of Tūranga Kaupapa across relationships and practice. Adopted by both the Midwifery Council of New Zealand and the New Zealand College of Midwives, Tūranga Kaupapa give life and meaning to the profession’s recognition of Māori as tangata whenua and its obligations under Te Tiriti o Waitangi. The principles of cultural safety and Tūranga Kaupapa are embedded within the midwifery standards for practice and the competencies for entry to the register, ensuring that Tūranga Kaupapa remain a living expression of partnership, safety, and accountability within the profession.

Ngā Māia, in agreement with the Midwifery Council of New Zealand, acknowledge that long-serving Ngā Māia members may be recognised as Mārama – Advanced Level Practitioners of Tūranga Kaupapa. For Megan, this recognition is affirmed through the Mana Tangata pathway, which acknowledges individual programmes of study and professional practice through attestation and evidence demonstrating alignment with the Tūranga Kaupapa learning outcomes.

Within this framework, cultural competence is not an additional requirement; it is fundamental to high-quality, culturally safe, and effective midwifery practice expressed through individualised, respectful, and reciprocal care.

Culture shapes how we think, perceive, learn, and communicate — it is the lens through which learning is experienced. Culturally responsive pedagogies foster positive relationships and draw on social, relational, and adaptive approaches to teaching, learning, and assessment.

The Education and Training Act 2020 establishes the legislative framework for education and training in Aotearoa, giving legal effect to Te Tiriti o Waitangi and affirming the responsibility of educators to honour the heritage, language, and identity of all learners. Under this framework, the Teaching Council’s Code of Professional Responsibility and Standards for the Teaching Profession requires teachers and educators to engage in ethical and professional relationships that affirm the diversity of learners and promote equitable outcomes.

While the Act and the Code apply formally to registered teachers and publicly funded education providers, their principles of cultural competence and responsiveness also underpin the design of all Poutama IQ Ascent Series development pathways. These pathways uphold the intent of the Act by fostering culturally responsive, equitable, and relational approaches to adult and community learning — supporting leadership and capability development through reflection, connection, and kaupapa-aligned practice.

Within this framework, cultural competence is not an additional capability; it is the foundation of effective and reflective teaching and learning, expressed through discursive, responsive, and cooperative practice.

The culture of New Zealand’s Public Service is grounded in integrity, transparency, and a spirit of service to the community. It reflects the principles of political neutrality, free and frank advice, merit-based appointment, and stewardship for the public good. Building public trust depends on more than efficient systems — it requires a workforce that reflects the diversity of the nation, values inclusion, and demonstrates cultural competence in every interaction.

Under the Public Service Act 2020, the public service has a formal role in supporting the Crown’s relationships with Māori under Te Tiriti o Waitangi. The Act requires public service leaders to develop and maintain the capability of the public service to engage with Māori and to understand Māori perspectives, and this expectation extends across leadership, governance, and operational levels — inferring the need for cultural competence as a core capability within public service practice.

Cultural competence is also identified by the Public Service Commission as a key priority within Papa Pounamu, which sets the diversity and inclusion work programme for the wider Public Service. Papa Pounamu defines cultural competence as "recognising one’s own worldview and understanding and valuing the cultural and social norms reflected in our diverse Public Service". Building this capability enables fairer, more inclusive workplaces that reflect the communities served, and supports the design and delivery of services that meet the needs of all New Zealanders.

In addition, the development of Māori Crown relations capability — now led by Te Puni Kōkiri | Ministry of Māori Development — assists organisations to deepen their understanding of Te Tiriti o Waitangi relationships and build practical frameworks for engagement and partnership with Māori.

Within this framework, cultural competence is not an additional skill; it is integral to trustworthy, responsive, and inclusive public service.

The not-for-profit sector in Aotearoa is diverse — encompassing charities, community organisations, trusts, incorporated societies, and voluntary groups — all united by a commitment to serve the public good rather than generate private profit. These organisations strengthen community wellbeing, address inequities, and advance collective aspirations through service, advocacy, and collaboration.

Charities Services, a division of the Department of Internal Affairs, promotes public trust and confidence in the charitable sector by encouraging good governance and effective use of charitable resources. As part of the Public Service, the Department of Internal Affairs operates under the Public Service Act 2020, which requires the capability to engage with Māori and understand Māori perspectives.

While the Charities Act 2005 does not explicitly legislate cultural competence, its intent is reinforced through related frameworks — including the Human Rights Act 1993, Te Tiriti o Waitangi, and the Public Service Commission's diversity and inclusion priorities outlined in Papa Pounamu. Together, these affirm the importance of culturally informed and equitable practice across all organisations contributing to public wellbeing.

Not-for-profits and charities play a vital role in improving the lives of New Zealanders and working alongside Māori to advance economic, cultural, social, and environmental wellbeing. Through their work in areas such as education, health, housing, and community development, they contribute to a more inclusive and equitable society grounded in shared values and aspirations.

Cultural competence in this context means recognising and valuing the cultural identities of the communities served, understanding social and historical contexts, and developing the skills, systems, and relationships needed to respond effectively and respectfully. This includes embedding culturally informed governance, fostering inclusive leadership, and supporting ongoing learning for staff and volunteers.

Cultural competence builds trust and credibility — ensuring that programmes and services are grounded in the realities, values, and voices of the people they are intended to serve.

Within this framework, cultural competence is not an optional attribute; it is fundamental to effective, ethical, and community-aligned practice across the not-for-profit sector.

Small businesses and organisations play a vital role in shaping communities, creating employment, and driving innovation across Aotearoa New Zealand. Increasingly, their success depends not only on commercial performance but also on the ability to build trust and engage respectfully and effectively across cultures.

While there is no single law that explicitly mandates cultural competence, several legislative frameworks establish the expectation that all employers act fairly, inclusively, and with cultural awareness. The Employment Relations Act 2000 requires good faith and fair treatment in all employment relationships. The Human Rights Act 1993 prohibits discrimination based on race, ethnicity, or cultural background. The Health and Safety at Work Act 2015 extends safety to include psychological and cultural wellbeing in the workplace. Together, these laws affirm that culturally responsive practices are fundamental to safe, equitable, and lawful employment.

Many organisations also choose to honour Te Tiriti o Waitangi principles as part of their social responsibility — embedding rangatiratanga, equity, active protection, options, and partnership into how they operate, employ, and serve.

Cultural competence in business means more than awareness; it is the ability to understand diverse worldviews, communicate across difference, and lead with empathy and integrity. For employers, it enhances relationships with staff, customers, and partners. For organisations, it strengthens reputation, innovation, and resilience.

Within this framework, cultural competence is not only a professional skill; it is a strategic advantage and a foundation for ethical, sustainable, and values-aligned business practice.