Pacific leadership and community-driven solutions are the preference according to Pacific perspectives, there is also the need to support Pacific leaders and business owners in their endeavours to support their community.394 The literature indicates that it is not enough to reinforce to Pacific business owners that help and services are available when problems arise. Rather, these business owners must also be provided with support outside of economic development services such as mentorship, pastoral care programmes and other methods of social uplifting.395 Furthermore, the literature also suggests that possible solutions to the Pacific Pay Gap are not likely to succeed in the long term unless developed by – or at minimum with – the specific communities they are aiming to help. The literature makes it clear that designing policy interventions for the Pacific Pay Gap is about recognising that there needs to a be space for Pacific communities, employees and employers to provide insight into experiences of the Pacific Pay Gap. Good government policy responses acknowledge, address and produce transparency in the nature and reasons for discrimination within the workplace against racialised bodies.396 In order to achieve this, it is vital that, alongside statistical evidence of discrimination, contextual information is gathered to explain the numbers.397 This means that, alongside ensuring a meaningful space for Pacific communities, it is also important that employers are given space to share what knowledge they utilise in decision making, what their assumptions are about Pacific peoples and the implications these assumptions have on their employment processes. Utilising this contextual information would strengthen understandings and therefore policy responses to the Pacific Pay Gap.398 Collecting data in this way would enable us to understand not just that there is inequity but how this inequity happens and inform possible policy interventions. The public service approach to addressing and understanding the Māori and ethnic pay gap may give insights into possible approaches for the Pacific Pay Gap.399 Through this approach, there is encouragement for accurate information and measurements and utilising guidance from government bodies to ensure policy responses and initiatives remain relevant and receptive to change and further developments.400 However, alongside accurate information and measurements, there needs to be an overall aim to remove bias from workplace systems, policies and practices.401 This can be achieved through creating policies that are explicitly guided by Pacific employees’ views instead of only allowing their perspectives to supplement decision making.402 Policy responses from the Government also encourage policy that emphasises the necessity for mobility, illustrating the current landscapes of deprivation and low income for racialised bodies.403 Policies that aim to address certain social disparities need to be careful in their construction, ensuring that the policies are shaped to target their desired population specifically.404 Policy responses must have strong roots in providing consistent, measurable instruments or goals moving forward to allow for successful structural change.405 394 Ministry for Pacific Peoples, Pacific Aotearoa Lalanga Fou, 28. 395 Pacific Business Trust, A Pacific Sole Trader’s Landscape, 17; Tuatagaloa, Exploring Pacific Entrepreneurship, 39. 396 New Zealand Treasury, Statistical Analysis of Ethnic Wage Gaps, 17. 397 Neumark, David. “Experimental Research on Labour Market Discrimination.” Journal of Economic Literature 56, no.3 (2018): 789. 398 Neumark, “Experimental Research,” 76. 399 Public Service Commission, Guidance Measuring, 5. 400 Public Service Commission, Guidance Measuring, 5. 401 Public Service Commission, Guidance Measuring, 5; Ministry for Pacific Peoples, Pacific Employment Action Plan, 1-6. 402 Public Service Commission, Guidance Measuring, 5; Ministry for Pacific Peoples, Pacific Employment Action Plan, 1-6. 403 New Zealand Treasury. A Descriptive Analysis of Income and Deprivation in New Zealand. Wellington: New Zealand Treasury, 2012, 15. https://www.treasury.govt.nz/sites/default/files/2012-05/t2012-866.pdf. 404 New Zealand Treasury, A Descriptive Analysis of Income and Deprivation, 16. 405 McAllister et al., “Glass Ceilings in New Zealand Universities,” 282. Pacific Pay Gap Inquiry Literature Review 55