Others spoke about the barriers they experienced from their own families and communities. One person said “families don’t think disabled people should have jobs” (T053). Another person said “there is still a stigma within our own Pacific cultures that encourage pity on the disabled person and family, this assumption they can’t do anything” (T054). By contrast, some of the people we spoke with told us about the support they had received from their families, which had enabled them to succeed: I couldn’t have accomplished all that I was capable of without the support of my family and their motivation to find opportunities for me. (T055) This was echoed by others who emphasised the positive impact of being in employment both on people’s sense of worth and in their relationships with their families: For disabled people, that emotional contribution and monetary contribution helps with selfesteem, being a helper rather than a burden for your family. (T056)) As for all Pacific peoples, family and community is of central importance to disabled Pacific peoples. This was a difference they noted between themselves and the general disabled community. Some people expressed that the collective Disabled People’s Organisations and the UN Convention on the Rights of Persons with Disabilities focused too narrowly on the individual. For disabled Pacific peoples, “our worldview does not centre around the individual – it’s about the collective which sustains us” (T057). Barriers are experienced while looking for work. The people with whom we engaged spoke about some sectors feeling ‘safer’ and more welcoming than others – the health and disability and NGO sectors were particularly singled out. One person told us: I have felt more safe disclosing my disability when applying for roles in the health and disability sector because I feel they understand. Whereas when I was a taxi dispatcher, that was a more difficult environment to navigate and I felt very uncomfortable bringing up issues relating to my disability. (T058) 78 In the recruitment process, applicants are often asked to disclose their disability status. One person we spoke with said it was unfair to: … have to disclose your disability at the beginning of the recruitment process. It should be declared later in the interview process where you are able to discuss the support needed and available for the candidate. (T059) Others noted that e-recruitment “doesn’t work for disabled people” (T060). Psychometric testing was singled out as another barrier. Once in a job, disabled Pacific peoples worked hard to prove themselves, saying “that’s why we value our jobs more, there’s more loyalty from us because we know our options are limited” (T061). Even in supportive environments, some aspects of the job were more difficult, including social networking: For disabled people to connect, we have to do a lot more, try harder, social networking is harder. (T062) The disabled Pacific peoples with whom we engaged had several ideas for improvements. These included: • requiring employers to record disability data • creating a relationship with recruitment agencies or establishing a dedicated recruitment agency – possibly via the new Ministry of Disabled People – to help disabled Pacific peoples find work • making sure job ads say ‘we’re an equal opportunity employer’ or ‘we accept all applicants and value diversity’ to send the message they are inclusive and understand the experiences of having disabled staff • providing advocates and professional development opportunities • recognising and remunerating the combination of lived experience and cultural competency that disabled Pacific peoples bring to an organisation.