Treaty of Waitangi Principles: Gender Equality in ANZ Bank, NZ

This report examines the Treaty of Waitangi, its historical context, and its principles, particularly focusing on gender equality for Maori women within ANZ Bank in New Zealand. It highlights the differences between the English and Maori versions of the treaty and the development of key principles to reconcile these differences. The report evaluates these principles in the context of organizational culture and workforce diversity, emphasizing the importance of aligning organizational values with Maori standards. It also addresses the existing gender inequalities faced by Maori women in employment, wages, and professional growth. Furthermore, the report explores how ANZ Bank is implementing the Treaty's principles to promote workplace safety, diversity, and gender equality, including initiatives like in-depth studies and collaboration with other market leaders. Finally, the report offers recommendations for actions to promote gender equality among Maori women in ANZ based on the principles of equality and cooperation, such as setting wage standards, reviewing wage structures, increasing job growth opportunities, and implementing strong anti-discrimination policies.

Running head: TREATY OF WAITANGI
Treaty of Waitangi
Name of the Student
Name of the University
Author Note

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Abstract:
The Treaty of Waitangi has been known as the original document of New Zealand.
Treaty has been highly important as a ‘living document’, further crucial to the country’s
current and prospect days with its history. Besides, several strong arguments have been
noticed with exploration which proceeds to a diverse end of focusing on women as customers
and guarantee their high participation and sustainability towards diversity as well as gender
equity in order to achieve their greatest possibility in the workplace. The report has presented
information based o the principles of Treaty of Waitangi which can be functional to the ANZ
bank operating in New Zealand by focusing on the treaty principles which can be functional
to successfully form comprehensive gender equity balance in addition to and augment the
level of competitiveness.

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Contents
Abstract:.....................................................................................................................................1
Introduction:...............................................................................................................................3
Discussion..................................................................................................................................3
-Different Versions of The Waitangi Treaty..........................................................................3
-Principles of the Waitangi Treaty.........................................................................................4
-Evaluation of the principles..................................................................................................5
-Waitangy Treaty and Gender Equality for Maori women....................................................6
-How gender equality can be implemented through the Waitangi Treaty in ANZ................6
-Reccomendations for actions to promote gender equality among maori women in ANZ
based on the principles of Equality and Cooperation:...........................................................7
Conclusion:................................................................................................................................8
References:.................................................................................................................................9

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Introduction:
The treaty of Waitangi is an agreement that was between the representatives of the
British crown and more than 500 Maori chiefs in 1840 and resulted in the declaration of
British sovereignty over New Zealand. The treaty aimed to prevent exploitation of the Maori
people by the Europeans by placing them under the direct protection of the crown, with all
dealings of land and property do be done with the Crown’s permission. Further amendments
of the treaty also helped to support equality and prevent discrimination of the Maori people
and provide them equal rights as the other citizens of New Zealand (Teara.govt.nz, 2019;
Akhter & Leonard, 2014).
Currently ANZ is attempting to implement the principles of the Waitangi Treaty in its
organizational culture to promote equality for Maori women in the organization and promote
gender equality (Anz.com, 2019; Anz.co.nz, 2019). The paper intend to analyze the 3Ps of
Treaty of Waitangi which can be functional to the ANZ Bank Ltd. Addition to this, the report
will assess the method to which treaty principles can be practical to fashion gender equity
balance in addition to workplace diversity furthermore augment its competitive advantages.
Discussion
-Different Versions of the Waitangi Treaty
The Waitangi Treaty was written in two languages, English and Maori to
communicate the treaty better between these two communities. However, it was noticed that
significant differences existed between the English and Maori interpretations and that lead to
mistrust among the Maori about the intentions of the crown. The differences also created
ambiguity in the rules and opened the scope of the Maori people being exploited
systematically (Anaya, 2015). The principle of the Waitangi Treaty was then developed in

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order to reconcile the two versions of the treaty and bring about an overall development
among Maori and prevent their exploitation (Teara.govt.nz, 2019; Akhter & Leonard, 2014).
-Principles of the Waitangi Treaty
The Principles of the Waitangi Treaty also called the ngā mātāpono o Te tiriti (in
Maori) aims to reconcile the differences between the English and Maori versions of the
treaty. The principles originated from a court ruling in 1987 by the High Court of New
Zealand. According to the court ruling, it was determined that the following principles be
incorporated in the Waitangi Treaty:
a) Supporting the sovergiety of the Maori people
b) Support the development of a trusting partnership based on good faith between the
Maori and the Crown
c) Ensuring the freedom of the Crown to govern the people
d) Ensuring active participation of the Maori people by the Crown
e) Ensuring that the crown remedies the past inequalities done on the Maori people
f) Allowing the Maori people to retain the lands and resources of Rangatiratanga and
Tonga.
(teara.govt.n, 2019; Smith, 2015; Craig et al., 2018; Came & Tudor, 2016)
The Fourth Labor Government in 1989 adopted the “Principles for Crown Action on
the Treaty of Waitangi”. These principles aimed to support the government to make decisions
on matters that are associated with the Waitangi Treaty (such as making considerations on the
recommendations made by the Waitangi Tribunal) (McCann & Sawer, 2019). The
publication outlined 5 important principles, such as The Principle of the Government (which
implies the responsibility of the Crown to govern the Maori people in a way that can serve
their best interests), Principle of Self management (which implies that the Maori people has

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the right to manage their own resources and manage their own affairs according to their
traditions and culture), Principle of Equality (this implies the responsibility to ensure equality
between Maori and other communities in new Zealand and to protect the Maoi people from
discrimination and inequalities), Principle of Cooperation (which implies the role of the
Crown to promote and achieve a fair bases for the people in UK and New Zealand and help to
develop a partnership that can be mutually beneficial) and the Principle of Redress (which
implies the responsibility of the Crown to address any grievances of the Maori people by
setting up special courts, tribunal or negotiations and prevent new or address existing
injustice on the Maori) (Wray, 2015; Fletcher, 2017).
-Evaluation of the principles
According to Treaty principles, workers belonging to Maori populace show critical
inclination of assisting the organizational cultural patterns when it tends to copy their
standards and contain elevated preference of recognizing owner furthermore stay put in the
association (Brewer & Andrews, 2016). As per authors, to Orange (2015), supporting values
of the Treaty of Waitangi it has been noted that workforce implied of observing critical
attempt by superior administration in addition to employees of business to believe and sustain
organizational intellectual and ethnic multiplicity. Research conducted by Smith & Abel
(2015) has publicized that workers occupied in the private sector of New Zealand showed
extremely determination in declaring that Maori tikanga in collaboration with reo have been
extremely crucial in the place of work plus be obliged to incorporate into the regular life of
organization. In the meantime, Smith (2015) has distinguished that chiefly for Maori
workforce an application for indisputable addition of organizational gender equity has been
strengthened by the longing to comprise a connection with ‘te ao’ Maori during the day
(Kelsey, 2015; Deane & Harré, 2016).

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-Waitangi Treaty and Gender Equality for Maori women
One of the important principles of The Waitangi Treaty is the equal treatment of the
Maori men and women to promote gender inequality (Orange, 2015). According to Lapsley
et al. (2018), a significant gender inequality exists among the Maori men and women in the
form of gaps in employment, wages and educational status. Additionally, within
organizations, the Maori women have lesser chances of professional growth compared to
Maori men. This suggests that gender inequality and discrimination against Maori women
still exists in many organizations (Mataira, 2017; Smith & Abel, 2015).
Using the principle of Equality and Cooperation outlined under the Treaty of
Waitangi, gender equality for the Maori women can be promoted in the organizations.
-How gender equality can be implemented through the Waitangi Treaty in ANZ
Since over 30 years, Maori women have been engaged with men in parallel
occupations including comparable qualifications in addition to similar occupation aims. On
the other hand, Akhter and Leonard (2014)have established that Maori women currently have
been motivating the global economy where women primarily supervise approximately
US$21.50 trillion in annual customer expenses that has been anticipated to elevate up to
US$30 trillion in the subsequently 5 years. In addition, Maori women’s approximately
US$15.50 trillion in total yearly income that has been anticipate in reaching around US $19.5
trillion throughout the same phase. ANZ bank at this stage has been persistently putting effort
beyond New Zealand’s legislative requirements in accordance to the 3Ps of the Treaty of
Waitangi purposed for workplace safety and diversity (Anz.com, 2019). Reports of Deane
and Harré (2016) have revealed that ANZ bank has commenced its diversity approach in
which the organization has conducted in-depth study regarding reasons why ANZ must

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comprise an employee foundation of equivalent chances in addition to diversity of men and
women coming from dissimilar ethnic surroundings.
Both Maori men and women at diverse intensities surrounded by the organization
have been questioned. In addition, Craig et al. (2018) have stated that ANZ Bank has
analyzed outwardly in New Zealand and further has intended to progress in order to address
most well-organized practices that has the capacity to be appropriate inside the ANZ
background and economic sector. In the interim, research conducted by authors has stated
that it has been highly observable that identified problems will essentially comprise
continuing as well as multifaceted reaction from employment, operation to expansion. ANZ
bank operating in NZ further requires working together with other dominators in the market
to administer the broader subjects present in the banking industry (Came & Tudor, 2016).
ANZ further to this, by following the vital 3P’s of the Treaty of Waitangi have reconsidered
importance of the company.
Additionally, Wehipeihana et al. (2014) have mentioned that ANZ bank for applying
values and principles of the Treaty of Waitangi ought to perform ‘Women in governance’
approaches by contributing Maori women with requirements for supremacy arrangements
with extra visibility. This course of supporting Maori women employment however has aided
ANZ’s leader to discern superior rate of women of suitable knowledge for supplementary
board actions and aiding the bank to build up performance in particular area (Smith & Abel,
2015). Likewise, Akhter and Leonard (2014) have assured that work hours resilience has
added up to ANZ workers with indisputable inclination in satisfying cultural multiplicity
within the business (Smith, 2015).
-Recommendations for actions to promote gender equality among Maori women in
ANZ based on the principles of Equality and Cooperation:

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The following recommendations can also be made for AANZ to successfully foster
gender equality among Maori women and promote equal rights for them.
a) Setting up standards of wage for all employees regardless of their ethnicity and
gender
b) Reviewing the wage structures of all Maori women employed in ANZ and bringing it
at par with the rest of the workforce
c) Increasing the number of job growth opportunities for Maori Women
d) Providing reservations for deserving Maori women for promotions
e) Setting up strong anti discrimination policies
f) Reviewing past incidents where Maori women were subjected to discrimination
g) Setting up strong system to investigate incidents of discrimination and penalizing it.
(Satherley & Sibley, 2018; Mataira, 2017; Wehipeihana et al., 2014)
Conclusion:
The Waitangi Treaty seems to promote equality among the Maori and British people
and also maintain the wellbeing of the Maori. The treaty went few revisions in order to
reduce any ambiguity in its interpretation and important principles were incorporated to the
Treaty so that it can support an overall development for the Maori. One of the principles of
the treaty is equality among the Maori people as equality among the genders. In ANZ, this
principle can be used to ensure equality among the Maori people. The principle of equality
have been analyzed and evaluated in the study and recommendations were made on how to
ensure gender quality in the organization through the implementation of the principles of
Waitangi Treaty.

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Akhter, S., & Leonard, R. (2014). Takepu principled approach: A new vision for teaching
social work practice in Aotearoa.
Anaya, S. J. (2015). Report of the Special Rapporteur on the Rights of Indigenous Peoples in
the Situation of Maori People in New Zealand. Ariz. J. Int'l & Comp. L., 32, 1.
Anz.co.nz. (2019). ANZ Bank New Zealand Ltd | Online Banking | ANZ. Retrieved from
https://www.anz.co.nz/personal/
Anz.com. (2019). Gender | ANZ. Retrieved from http://www.anz.com/about-us/corporate-
sustainability/employees/diversity-inclusion/gender/
Came, H., & Tudor, K. (2016). Bicultural praxis: the relevance of Te Tiriti o Waitangi to
health promotion internationally. International Journal of Health Promotion and
Education, 54(4), 184-192.
Craig, R., Taonui, R., Wild, S., & Rodrigues, L. L. (2018). Accountability reporting
objectives of Māori organizations. Pacific Accounting Review, 30(4), 433-443.
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driven guidelines for novice evaluators. Evaluation Matters–He Take Tō Te
Aromatawai, 2, 53-78.
Fletcher, S. (2017). Cross-Claims and the Obligations of the Crown under The Treaty of
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Kelsey, J. (2015). Reclaiming the future: New Zealand and the global economy. Bridget
Williams Books.

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Lapsley, H., Kerse, N., Moyes, S. A., Keeling, S., Muru-Lanning, M. L., Wiles, J., & Jatrana,
S. (2018). Do household living arrangements explain gender and ethnicity differences
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