Retention and pay negotiation Getting a job is only the first stage in the employment journey. Negotiating fair pay or pay increases and staying in the workplace is the next stage where Pacific workers experience barriers. Retention and pay negotiation were a significant subtheme where we heard both positive and negative experiences. Many of the Pacific workers in our Inquiry from the manufacturing, construction and health industries reported not being given an opportunity to negotiate their pay rate or an increase in pay. Negotiating pay can be in direct conflict with Pacific cultural norms. For example, research has identified that Pacific workers require stronger connections with their managers in order to feel comfortable to communicate with them. This can be especially so for sensitive topics like pay negotiations.41 Western value-driven pay negotiation processes in Aotearoa New Zealand give most regard to the money figure rather than valuing the relationships, connections and fairness of the process. manufacturing worker who told us there is “never an opportunity to negotiate – the employer does not encourage it – it’s either a take it or leave it opportunity” (S016). In addition to employers not encouraging opportunities to negotiate pay, we heard reports of employers dismissing Pacific workers when they attempted to raise the matter. One Pacific manufacturing worker told us of “not being given an opportunity to be heard in full and being dismissed when trying to address it” (S028). As a result, some Pacific peoples in the manufacturing sector remained silent and continued to work with no pay increase for several years. Another Pacific manufacturing worker said: Every year, I ask the senior management if I could get an increase, but my pay still stayed the same. Other workers who started after me had an increase of wages, which I personally didn’t like, because of the years I’ve been working with them, not once did they give me a pay raise. (S021) The key themes we heard from Pacific workers about retention and pay negotiation were: • experiences of being undervalued and underpaid • desire to be paid the living wage • discrimination in negotiating pay rates and pay rises Another Pacific manufacturing worker expressed the bind they felt they were in, even as they recognised the unfairness of their situation: • lack of awareness and understanding about pay negotiation. I’ve worked most of my life, all at minimum wage. Never saw a pay rise, never got to negotiate my starting rates, and when I needed a break, I’ll work through it, even when sick. What union will renegotiate my rent if it’s not paid? Who will look after my kids if I’m working? How do the rich get richer and the poor get poorer? (S027) Experiences of being undervalued and underpaid As in the recruitment process, many Pacific workers told us they are undervalued, and once in a job, many perceived that they are also being underpaid. Across the three focus sectors of this Inquiry, Pacific peoples experienced pay negotiation and retention issues in slightly different ways. In the manufacturing sector, not only were opportunities scarce but they were also not encouraged by employers. Several Pacific workers shared experiences similar to one Pacific 41 44 Pacific workers in the construction sector had similar stories to those in manufacturing. Their emphasis was on the negotiating process having “been pretty difficult” (S189) and that it was “hard to find a job unless you know someone in that area of work or your CV is perfect, which of course does not allow people to even get a foot in the door” (S193). Matada Research Group Pacific Pay Gap Inquiry Literature Review.