Racial harassment at work is sometimes not recognised as such by work colleagues, and while being treated differently from other customers is keenly felt by the recipient, is not as easily conveyed as discrimination. Resolution of these complaints is more likely to be through discussion with the mediator on how to self-advocate and manage the situation, or the mediator informing the respondent of the issues and the matter being resolved by that action. Resolution of disability complaints in employment focus on accommodating disability at work after an illness or accident or, prominently, after disclosure of a mental health condition. Sex and sexual harassment in employment continue to be represented in a large number of complaints. During 2014/15 the Commission responded to 237 requests for education, policy, advocacy and development interventions. Activity included workshops on a range of subjects to schools/universities, government, civil society, communities and agencies. The workshops involved providing these groups with information, contributing on expert panels, facilitating resolution on broader human rights matters, and providing policy advice. Thirty individuals were followed up at least three months after the ‘intervention’ for feedback. Of this group, 93 per cent of respondents said that the Commission met or exceeded their expectations. The Taku Manawa human rights community development programme was wound up with the final group of disabled people launching a DVD on disability identity. This three and a half year programme developed individual, agency, and community capability to identify those human rights issues that had an impact on them and to develop strategies to address them. The theme of the 10th New Zealand Diversity Forum, held this year in Christchurch, was ‘Migrant and Refugee Employment: Valuing Diversity’. The Forum presented an opportunity for the 370 participants, including migrant and refugee groups, employers, employees, local and central government, business, agencies, and local iwi to discuss local and national issues around migrant workers. Forum partners were New Zealand Police, National Commission for UNESCO, Christchurch City Council, Ministry of Business, Innovation and Employment (MBIE), Bank of New Zealand, and AIA Insurance. Special guest was Priscilla Brice, founder of All Together Now, who presented on bystander racism in Australia and introduced an ‘Everyday Anti Racism’ app. His Excellency, Lt Gen The Rt Hon Sir Jerry Mateparae, GNZM, QSO, Governor-General of New Zealand, and Race Relations Commissioner Dame Susan Devoy presented Diversity Awards to 12 organisations selected from over 250 that participate in the New Zealand Diversity Action Programme. As a result of the forum, human rights issues for migrant workers were profiled with government, business and civil society and through media coverage. Business leaders met with migrant focused organisations to discuss the models and strategies they have put in place to ensure migrant 16 Human Rights Commission