Through the embodiment of its guiding values for collective conduct, Global Women Partner Port of Auckland is setting a gold standard for intra-community care and connection.
With nearly a third of its workforce comprised of Pasifika peoples, Port of Auckland’s dedication to uplifting its community is underscored by its approach to nurturing a sense of belonging for its staff. Whanaungatanga is at the heart of its transformational journey into fostering diversity, equity and inclusion.
Driven by the aptly named Port Behaviours, a set of guiding principles that encapsulate the values, ethos, and vision of the organisation, Port of Auckland is effectively cultivating an environment where mutual respect thrives and its diverse workforce is actively engaged.
We connected in with Tihina Tusa, Port of Auckland Kaiārahi, to hear more about the organisation’s transformative journey, and what those principles look like in action. Tihina shared with us her experience as a Pasifika woman leader at Port of Auckland, the mahi she has been undertaking in this space, and what’s coming next.
As a Kaiārahi, you act as a navigator for your team — can you tell us more about how you came to work in the people leadership space and your experience at Port of Auckland?
I’ve always had a passion for helping people. Growing up in Tonga and later moving to New Zealand in 2005, I often saw how our Pasifika people missed out on opportunities due to a lack of support or guidance to steer them in the right direction. In many island cultures, women have often been seen as stay-at-home mothers or wives, while men are typically viewed as the breadwinners. This cultural norm often shaped gender roles and expectations within our communities. As a Pasifika woman, I am committed to join the growing movement of Pasifika women leaders who are breaking these barriers by challenging traditional expectations.
When I first started in this role, being the only woman on our team and having to lead a group composed entirely of men meant I sometimes had to deal with unfair judgments or assumptions based on gender and cultural differences. Being a Kaiārahi involves balancing the need for cultural authenticity and the practical demands of day-to-day operations. Ensuring I understood and respected cultural backgrounds, while prioritising safety, performance and engagement was essential.
“I am committed to join the growing movement of Pasifika women leaders who are challenging traditional expectations.”
As a Kaiārahi, my role is to lead and guide a crew of Stevedores, ensuring that my people have equal opportunity to participate and leverage their experiences and expertise to enrich our workplace. Being our people’s voice and creating an environment that values and nurtures their unique talents and cultural strengths based on trust and transparency is probably the most important thing for me as a Kaiārahi. It has been both a privilege and a humbling experience to support our diverse workforce in reaching their full potential, whether at work or out in their communities.
Balancing operational demands with cultural authenticity feeds in to Port of Auckland’s dedication to safety and value of whanaungatanga. How have those values shown up in your mahi with Port of Auckland’s Pasifika workforce?
Two key things our people value is the importance of family and faith. Juggling the leadership of individuals who deeply value their faith and family commitments, all while keeping up with our operational demands sure isn’t a walk in the park. In recognition of these values, Port of Auckland, in partnership with Maritime Union, developed a Dynamic Roster that allows our people to balance their personal commitments without compromising work responsibilities.
To acknowledge the importance of family to our people, we organised a special bus tour designed for our employees and their partners. This tour offers extended whānau the opportunity to explore our workplace environment firsthand. The purpose was to provide people’s loved ones with a better understanding of where their family members work and the environment they’re in every day. We hope that providing this insight fosters deeper connection, promotes support, and contributes to a healthier work-life balance for our people.
“As part of our commitment to whanaungatanga, we hosted community recruitment centres exclusively for our Tuvaluan, Tongan, and Samoan communities.”
As part of our commitment to whanaungatanga, we also implemented changes to how we run recruitment. I was involved with our community recruitment assessment centre, which was uniquely tailored to specific Pacific Island communities. Unlike other organisations, we hosted centres exclusively for our Tuvaluan, Tongan, and Samoan communities. Candidates were encouraged to bring their own support person if they wished, fostering a supportive and inclusive environment. We integrated elements of Pacific Island cultures into the assessment process, beginning with singing and a prayer in their own language, and concluding with shared kai. This culturally sensitive approach not only honoured the traditions of these communities but also created a welcoming and respectful atmosphere.
“Being part of the working group and championing the Pasifika framework is very exciting, particularly for the future support and development of our Pasifika employees.”
Another incredible project I’ve been involved with is the celebration of Pasifika Day, which we held for the first time last year. The event was a huge success, garnering overwhelmingly positive feedback from both our leaders and employees. Building on this success, Port of Auckland, in partnership with PwC, is currently developing a Pasifika framework. Being part of the working group and championing this framework is very exciting, particularly for the future support and development of our Pasifika employees. This initiative underscores our commitment to nurturing an environment that recognises and celebrates the unique contributions of our Pasifika community.
The development of a Pasifika framework is an exciting next step for Port of Auckland. What further opportunities and challenges do you see on the horizon for mahi in this space?
We are constantly looking at ways to improve our culture and meet our customers’ and shareholders’ expectations, often necessitating changes in how we operate. As we strive to meet our organisational goals, one of the biggest challenges I see is that people often resist changes. Through my experience and my leadership training, I’ve learned that it’s not the change itself that people fear, but the potential impact these changes may have on their lifestyle. It is crucial to communicate the benefits of these changes effectively and offer the appropriate support during the transition.
“Having leadership that truly reflects the diversity of the workforce fosters a sense of inclusion and belonging among employees.”
We’re continuing to enhance our Diversity, Equity and Inclusion (DEI) efforts at the Port of Auckland. Through High Performance High Engagement (HPHE), we’re giving our people a voice and a way to influence their work and develop solutions. This approach is creating a positive culture and empowering our team to do more. By actively involving everyone and addressing their diverse needs and perspectives, we’re building a more inclusive and supportive workplace.
I also see that we have an opportunity for more diverse leaders. Having leadership that truly reflects the diversity of the workforce fosters a sense of inclusion and belonging among employees. This will help build a culture where all employees feel valued and understood. When employees see themselves represented in leadership, it reinforces the organisation’s commitment to DEI principles and encourages a more cohesive and collaborative work environment.
“We’re committed to fostering inclusivity and celebrating diversity in all its forms, and creating a workplace where everyone feels valued and empowered to succeed.”
Looking ahead, I’m excited about the future of my work in the DEI space at Port of Auckland. We’re committed to fostering inclusivity and celebrating diversity in all its forms, and we are continuing to enhance our DEI efforts. Key initiatives on the horizon include supporting our Pasifika Outcome Manager in championing the Pasifika Framework to support our Pasifika employees and expanding our community recruitment efforts to include more cultural groups. These efforts reflect our dedication to creating a workplace where everyone feels valued and empowered to succeed, and I’m proud to be part of driving these initiatives forward.