This project shines a spotlight on the challenges, successes and lessons experienced by stakeholders in the food and fibre sector aiming to inspire and encourage others to follow in their footsteps.
We are aiming to conduct multiple interviews to show a wide range of experiences from the sector. If you would like to share your story or know someone who might, please encourage them to get in touch and share their inspiring story.
In Māori culture, “tiaki tangata” translates to “to care for or look after people”:
Therefore, “tiaki tangata” emphasizes the importance of guardianship, care, and support for human well-being within Māori society. It reflects the value placed on community, kinship (whanaungatanga), and mutual responsibility, specifically focusing on the well-being and care of people.
You might see this concept in action through:
Pastoral care in the workplace refers to the support provided to employees for their overall well-being, that encompasses their emotional, mental, and physical health. It’s about creating a supportive and caring environment where individuals feel valued and looked after.
Pastoral care in Te Ao Māori (the Māori world view) is deeply rooted in holistic, communal, and spiritual principles. It goes beyond just emotional or academic support—it embraces the well-being of the whole person – (te taha tinana, te taha wairua, te taha hinengaro, te taha whānau), aligning closely with models like Te Whare Tapa Whā by Sir Mason Durie.
Key elements include:
Here is a generic example of pastoral care – A young Māori farmhand is struggling with stress, possibly due to long hours, whānau obligations, and feeling isolated on the job. A Te Ao Māori approach might reflect the following:
1. Whakawhanaungatanga (relationship building) a. The farm manager or kaumātua on-site initiates a kōrero (conversation) in a relaxed, non-threatening environment – maybe over a shared kai or while doing hands-on mahi. b. The goal is to connect as people first, not just as employer-employee.
2. Holistic check-in Instead of cofusing only on productivity or performance, the supervisor checks in using Te Whare Tapa Whā principles: a. Tinana – Is their body healthy? Sleeping and eating well? b. Hinengaro – How is their mental state? c. Wairua – Do they feel grounded, connected? d. Whānau – Are things OK at home?
3. Support from the collective a. If needed, the worker is supported to take time off or is paired with a mentor (possibly an elder or tuakana on the team) for guidance. b. The wider farming whānau may also bring in outside support – like cultural advisors, health providers, or iwi networks.
4. Mana-enhancing roles a. Rather than seeing the worker as “struggling,” leadership looks at how to restore their mana. This might mean involving them in kaitiaki roles like pest control, whenua care, or leading karakia before hui.
5. Cultural grounding in daily practice a. Daily routines might include morning karakia, including using te reo Māori, and recognising Matariki or Maramataka (Māori lunar calendar) to align work with natural rythyms.
This kind of pastoral care builds loyalty, well-being, and long-term sustainability—because the people and the land are both nurtured.
The following profiles give more specific examples according to the unique locations, circumstances and situations of each of the spotlighted organisations and are provided with their full input, support and endorsement.
Tāne Mahuta Aotearoa, founded in 2012 by Simon and Wini Geddes, operates with a vision to “train, qualify, and employ rangatahi to work on their whenua.”…
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