HUMAN RIGHTS COMMISSION | A FAIR GO FOR A L L ? based on different scenarios. Altering some variables – addressing this issue. The paper concludes by offering key such as educational achievement, youth employment, insights and identifying common elements for success. and recidivism – makes a discernible improvement in the numbers of Mäori in custody or community sentences Defining structural discrimination over the next 15 years, as well as making improvements in The State Services Commission describes structural Mäori employment, Mäori incomes and tax contribution.6 discrimination as occurring “when an entire network of This model demonstrates that there are wider social rules and practices disadvantages less empowered groups benefits to improving inequalities. while serving at the same time to advantage the dominant Embedded social disparities do persist despite numerous interventions over several decades. The Commission’s annual review of race relations, Tüi Tüi Tuituiä Race Relations in 2010, noted: Despite the many efforts of communities and successive governments, social and economic inequalities, accentuated by the economic recession, remain unacceptably high. An unrelenting focus on the elimination of racial inequalities is needed, so that future generations of New Zealanders are free from this group”.8 Structural discrimination affects everyone, because it is a system of allocating and maintaining social privilege.9 Those who are marginalised by this system face socio-economic disadvantage and political isolation.10 Structural discrimination on the basis of race, ethnicity, skin colour or national origin is also called institutional racism. In 1988, the groundbreaking Püao-te-ata-tü (Daybreak) report, commissioned by the then Department of Social Welfare, described institutional racism as “the most insidious and destructive form of racism”. It continued: any structural or institutional barriers to racial equality National structures are evolved which are rooted in the values, systems and viewpoints of one culture only. Participation by minorities is conditional on their subjugating their own values and systems to those of “the system” of the power culture.11 in the enjoyment of civil, political, social and economic If some groups suffer the ill-effects of structural blight. It is also time to examine whether there are still systemic or institutional barriers to racial equality that need to be addressed to make other interventions more effective.7 The review lists “identifying and working to remove rights” as one of the top ten race relations priorities. This discussion paper is one way the Commission is showing its commitment to addressing structural barriers to ethnic equality. discrimination on the basis of race, colour, ethnicity, or national origin, then it follows that someone benefits. In New Zealand, that group is Päkehä New Zealanders, who currently make up the majority of the population.12 Given that in many of these areas disproportionate Not only do they have better outcomes on nearly every disadvantage is experienced by Mäori, Pacific peoples and socio-economic indicator, but they have also accumulated ethnic communities, it is imperative that the Government inter-generational benefits over time that concentrate address structural discrimination as part of a successful and sustain ethnic differences in wealth, power and other strategy for meeting these targets. indicators of wellbeing. This does not mean that some The paper begins by clarifying and defining structural discrimination and offers historical background on government responses to ethnic inequalities and structural discrimination. It then focuses on manifestations of structural discrimination within four key systems – health, education, justice and the public service – drawing lessons Päkehä New Zealanders do not suffer the effects of poverty or discrimination. Nor does it mean that all individuals from other ethnic groups experience socio-economic disadvantage and discrimination. Rather, it means that as a group, Päkehä New Zealanders exercise more power and privilege relative to other ethnic groups. and further means of identifying structural discrimination Structural discrimination can occur unintentionally, and across systems. Each systemic analysis is followed by a includes informal practices that have become embedded case-study or studies that highlight promising initiatives in in everyday organisational life and effectively become 3