Mental health awareness is on the rise, emphasising support for those in need. However, we must consider: who looks after the caregivers?
A recent study from the Working to End Racism and Oppression (WERO) project has highlighted troubling racial biases against Māori, Pacific, and Asian psychologists in New Zealand. The findings reveal that 47% of these psychologists and trainees experienced racism in the past year, shedding light on a pressing issue that transcends the psychology field.
As Aotearoa’s workforce becomes more diverse, these biases not only harm individual mental health professionals but also hinder organisational success, particularly in sectors that depend on psychological services, such as healthcare, education, and corporate wellness.
For business leaders, addressing these racial disparities goes beyond legal obligations—it’s about fostering an inclusive environment that benefits both employees and organisations.
Widespread Discrimination Among Psychologists
The WERO study indicates that systemic racism is a serious issue in the psychology profession, with Māori psychologists facing it disproportionately. A concerning 71% reported experiencing racism in the past year—significantly higher than their non-Māori counterparts.
Furthermore, 81% of Māori psychologists have witnessed acts of racism, illustrating the pervasive nature of this problem.
Microaggressions, while often subtle, are another critical concern. Even when unintentional, these discriminatory remarks can create a hostile work atmosphere and also affect the wellbeing of those who provide psychological care.
Māori psychologists scored 76% higher than their peers on the microaggression scale, indicating that they frequently encounter this underlying racism. Such comments often stem from ingrained biases that may go unnoticed by those not directly affected.
They are frequently expected to assume cultural roles, such as leading waiata (songs) or karakia (prayers) in professional settings.
Over 70% of Māori respondents reported being called upon for these duties. While such practices can enrich the workplace culturally, the expectation to perform them can create emotional burdens and additional stress, especially in contexts where these roles are neither acknowledged nor compensated.
The Ripple Effect on Industries
The issue of racial bias in psychology extends beyond the profession; it has wide-ranging implications for sectors that rely on psychological services, including healthcare, education, and corporate wellness. High levels of dissatisfaction and burnout among minority psychologists lead to increased turnover rates.
For businesses, this poses a significant challenge. Employee turnover can cost organisations up to 150% of an employee’s salary due to recruitment, onboarding, and training expenses.
More critically, racial bias impacts the quality of psychological services provided, especially in culturally sensitive areas like mental health. The New Zealand Medical Journal notes that implicit biases among healthcare providers can lead to unequal treatment outcomes for Māori patients, further widening health disparities.
This erosion of trust between service providers and clients is particularly damaging. Te Puni Kōkiri has found that culturally competent care is vital for improving engagement and satisfaction among Māori clients.
For businesses, the lack of cultural competence jeopardises client relationships and affects financial outcomes. Companies that do not actively promote diversity risk alienating large segments of their customer base.
Legal and Ethical Dimensions
New Zealand’s anti-discrimination laws aim to protect employees from racial bias, but the persistence of these issues in the workplace raises serious ethical concerns. Under the Human Rights Act 1993, it is illegal to discriminate based on race or ethnicity. Employers found in violation of these protections face legal consequences, including penalties and significant reputational damage.
Businesses should have a strong incentive to promote diversity beyond legal compliance since it enhances the performance of an organisation.
Research from McKinsey & Company indicates that companies with more diverse leadership teams are 35% more likely to outperform their competitors. For Kiwi business leaders, the message is clear: diversity is not only a moral imperative but also a strategic advantage.
Action Steps for Business Leaders
Business leaders must take concrete actions within their organisations to address and mitigate racial bias. Companies can begin by implementing regular diversity and unconscious bias training.
Studies from the SHRM Report on Global Workplace Culture suggest that these personal development programmes can improve workplace culture by as much as 30%, helping employees recognise their own prejudices and work towards a more inclusive environment.
Another option is for organisations to reevaluate their hiring practices to ensure equity at every level. Inclusive recruitment processes that actively seek diverse candidates contribute to a more representative workforce, helping to eliminate systemic barriers that may otherwise go unnoticed.
Organisations should take a more proactive approach in supporting Employee Resource Groups (ERGs), particularly those focused on Māori, Pacific, and Asian employees. These groups advocate for a platform for discussion and support, and they communicate to all employees that diversity is genuinely valued and upheld at every level of the organisation.
Finally, businesses must commit to conducting regular assessments of their workplace culture. By gathering employee feedback and identifying areas for improvement, companies can ensure that their diversity and inclusion initiatives have the desired effect.
Conclusion
Everyone deserves to work in an environment that is safe and inclusive, including mental health professionals and those in the psychological field.
The WERO project underscores the urgent need for Kiwi business leaders to address racial biases in the workplace. As Aotearoa’s workforce becomes increasingly diverse, confronting these biases is essential for legal, ethical, and performance-related reasons. Moreover, organisations that foster an inclusive environment will not only enhance employee productivity but also improve workplace engagement.