Cultural Authenticity vs Cultural Competency

As an HR professional with genuine aspirations to bring diversity and inclusion into their organisation even more it is important to understand your role culturally. It is important that you know how you bring your culturally authentic self to the conversation and avoid some natural rookie mistakes that well-intentioned non-indigenous people make.

In NZ we have a poor representation of indigenous people reflected in high management positions in non-indigenous organisations. For organisations who want to be leading edge and want to hire more indigenous workers, Michael will give examples of how he has provided a platform for our indigenous people to embrace who they are, where they come from and use those very values to enhance organisations (Community | Corporate etc).

About Michael Moka

Michael Moka (Passionate indigenous entrepreneur, proud whanau (family) member, Community Member)

Michael Moka is a young and engaging founder of Indigenous Growth Limited (www.indigenousgrowth.com) – a new organisation with a quadruple bottom line - which feeds his passion which is to empower families to get themselves out of the poverty cycle. Building a strong foundation is the most powerful way of retaining long term growth.

Mike made a conscious decision to pursue his dedication to empower his family and families like his who were trapped in a poverty-mindset cycle - who work hard yet still can’t get directions out of this cycle.

Indigenous Growth is taking a culturally diverse approach to people development. Bringing indigenous values and linking it to community and servant leadership to provide a more diverse and profitable culture for all organisations.

He holds a number of governance and advisory roles for Whanau Organisations, Charities, Learning Institutions and Not for Profit organisations.