“Omankukar tone ruan gerwuten”
(Working together for a better life): RSE
nine years on.
Dr Rochelle-lee Bailey
2007 the year of risk
RSE Workers
RSE Employers
•
• Enormous financial risk for
employers. Borrowing millions
of dollars.
• Surveillance of the scheme
from government, media,
academics, unions,
communities (Domestic and
international attention)
• Employing and unknown
workforce.
• Pastoral care obligations.
• Risks contributed to
paternalistic attitudes.
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•
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•
•
Had never been in an aeroplane
before.
Never left their islands or
countries or had paid employment.
Only had stories of historical
labour trade
Some had previously worked in
Australia illegally. Less than
positive experiences, probably
associated with their illegal status.
Financial loans
Absence from home.
Paternalism to Partnership
• “If they don’t like it or
complain they can [go
home], plenty more
are lined up wanting
to come” (2007)
• “Its more than just an
employment thing”
(2010)
Cross cultural encounters
• Cross-cultural exchanges
have given employers,
workers and community
members involved in the
scheme an understanding
of each other’s significant
cultural, economic and
social needs.
Impacts for families
• Increased access to
education.
• Investing money and
expertise in business
ventures.
• Ability to contribute to
or participate in
customary and
community needs.
Benefits and opportunities
Mother gets a new home
New bakery
Development projects
• Building and
relocating health
centres.
• Building
kindergartens,
schools, churches
and community halls.
• Micro credit scheme
• Scholarships for
education
Development projects contin…
• Tourism centre
• Market house
• Improved infrastructure of
community domains e.g.,
wells, piping for water, reroofing of churches,
council buildings.
• Donating hospital beds
and supplies, water
pumps, solar projects,
providing assistance for
various development
projects, etc
Concerns
•
•
•
•
‘New Zealand workers are giving
different ideas to the boys… we
have different ideas for the boys.
You know the boys have little
understanding but when you [New
Zealand people] start to put in
something that we have decided
then you [New Zealand people]
start to jeopardise what we [the
council and community] have
decided. (Community leader 2011)
Disconnection with family
Relationship break-ups.
Conflict through jealousy and
distrust.
Workers’ are part of a broader
picture
•
•
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•
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“Its not my money” – earnings are
re-circulated through communities
The ownership and governance of
money is reflected in contested
spaces through negotiations and
expectations.
Obligations and tensions.
There are growing disparities
between those who participate
and those who don’t.
Opportunities to participate is
problematic and recruitment
practices need to be re-evaluated
to target the pro-poor objectives.
“This is not what we had planned.
It should be shared” (Chief X,
2012)
Impacts in New Zealand
communities
• Improved productivity
in the horticulture and
viticulture sectors.
• Increased investment
into businesses.
• New employment
opportunities for New
Zealanders.
• Millions of dollars
spent in New Zealand
communities.
Culture of Migration
• 22 ni-Vanuatu 2007
- 15 still participating
- 3 blacklisted
- 2 did not enjoy New Zealand’s climate
- 1 Medical condition
- 1 Deceased.
• Children of participants are
participating in RSE and SWP
• Schemes are promoted at
community meetings as a way
of “working together for a
better life”.
• “It gives us something to aim
for after school” (Truck driver,
Baiap 2012)
Long term participation
• Long term participation is an advantage for
growers, many of whom have provided
incentives for team leaders to return in
successive seasons. One example an employer
paid for a leaders spouse and three children to
be in New Zealand for several weeks.
• Having the same workers annually reduces
training costs.
• Nonetheless, having workers return for up to in
this case 9 years does have consequences that
must be addressed.
Facilitating a minimum service
• Initially Pacific Island leaders were hoping to
send workers on a rotational basis.
• Having workers participate for successive
seasons is a benefit for employers to be involved
in labour schemes.
• First season most expensive for Pacific workers.
Most have found that they will invest in a small
business after the 2nd and 3rd season.
• Propose a cap on seasons, 5-7 years?
Responses to natural disasters
• Remittances can
contribute to short,
mid and long term
rebuilding and
development
capabilities.
• Responses from
employers and host
communities.
• Demand for seasonal
positions increased.
Snapshot of
contributions to:
• Tsunami in Samoa
2009
• Solomon Island
Floods
• Cyclone Pam (other
affected regions: Fiji,
Kiribati, New Caledonia,
New Zealand, Solomon
Islands, Tuvalu)
Conclusions
• The RSE scheme has benefited the livelihoods of
seasonal workers by enabling continued school
education, housing and infrastructure projects, new
business opportunities and an additional source of
income to meet kastom exchange obligations
embedded in culturally significant reciprocal
relationships. There are competing interests in the
ownership and distribution of workers’ wages and how
these are distributed. However, using the same
workers for long lengths of time is causing disparities
in opportunities and income distribution. Nonetheless
the reasons that workers continue to participate is
because of the ongoing costs that motivated them to
migrate in the first instance.
Sipa mon (Thank you)