*Also known as ‘antiracism and allyship training’ or ‘Te Tiriti workshops’ (but we know those words often spark a very quick ‘no’ in this current political climate!)
With NZ First today introducing a Members Bill to remove diversity, equity, and inclusion (DEI) policies from the public service, we’re seeing yet another attempt to erase the mahi that ensures fairness and belonging in Aotearoa.
Winston Peters is following the same playbook as Trump—framing DEI as “woke ideology” while ignoring the very real barriers that marginalised communities face in workplaces, government, and society.
But here’s the thing: removing words like ‘diversity’ and ‘inclusion’ doesn’t remove the need for them. It doesn’t change the fact that organisations thrive when they are built on fairness, belonging, and strong relationships. And it certainly doesn’t mean this work stops.
If you’re trying to introduce equity learning into your workplace and hitting resistance, you’re not alone. Whether you’ve attended a workshop yourself and want your team to experience it, or you’re just starting to think about how to bring these conversations into your organisation, knowing where to start can make all the difference.
Understand their priorities
Workplace leaders have a lot on their plates, so tying equity learning to existing goals is key. Instead of starting with why you think it’s important, start with what’s important to them.
Is the organisation focused on improving team culture and morale? Talk about how inclusive workplaces increase engagement and retention.
Is risk mitigation a key concern? Show how equity learning can prevent discrimination issues and improve workplace relationships.
Is there a commitment to better serving clients or communities? Highlight how cultural competency leads to stronger partnerships and better outcomes.
Reframe the investment
Time and budget are often the biggest barriers. If leadership pushes back with concerns about cost or workload, here’s how to reframe the conversation:
Instead of: “We should do this training.”
Try: “Investing in this now will save time and resources in the long run, helping us to meet the future and be equipped and confident.”
Instead of: “We need to take time out for this.”
Try: “Making space for learning now will help us work effectively as a team moving forward and increase our impact.”
Make it easy to say yes
Leaders are more likely to agree to something when the path forward is clear. Instead of just suggesting the idea, present a concrete plan:
Outline what the learning covers and why it’s relevant.
Suggest a date or timeframe that works for your team.
Offer solutions for common concerns, like flexible formats, a steering group engagement, or shorter sessions.
Use language that meets the moment
With the current political climate, some words—like Te Tiriti or antiracism—can trigger immediate resistance, even from well-meaning colleagues. If you’re worried about pushback, consider shifting the language while keeping the intent clear.
Instead of: “We need a workshop on Te Tiriti and systemic racism.”
Try: “Let’s bring in a session on inclusive leadership and equitable decision-making.”
Instead of: “We should be challenging colonial structures in our work.”
Try: “We can strengthen our work by understanding how historical policies still impact communities today.”
The goal isn’t to avoid the real issues—it’s to open the door to the conversation in ways that people are ready to engage with. Once they’re in the room, the learning can do the rest.
Help them see the impact
Still unsure how to frame the value? Here’s what others have said after taking this step with us:
“This workshop gave us the confidence to have conversations we’ve been avoiding for too long. Now, we’re actually addressing the hard stuff, not just skirting around it.”
"This was the first time I felt truly safe to ask questions, reflect, and challenge my own thinking without fear of being shamed or shut down."
"It’s not just a ‘one and done’ session - it sparked a whole new way of thinking for our team. We’ve started making real changes."
“Every workplace should be doing this—it’s essential learning, and it made such a difference to our team.”
Make it easy: use this email template
If you want your workplace to get on board, but you're not sure how to ask, copy and paste this email and send it to your manager or leadership team. Note: don’t forget to add a bit of you and your own workplace scenario or examples too:
Subject: Strengthening our workplace with equity-focused learning
Kia ora [Manager’s Name],
I hope you’re doing well. I wanted to share an opportunity that could really strengthen our team and the way we work together.
Thirdspace Aotearoa offers a workshop called Hey Haumi—a practical and engaging session designed to build cultural confidence and inclusive leadership skills. It’s a hands-on way to give our team the tools to work more effectively across diverse perspectives and communities.
With everything happening in Aotearoa right now, this kind of learning is more relevant than ever. Hey Haumi helps participants build real skills for better communication, decision-making, and engagement—things that benefit us all, both internally and in the communities we serve.
The workshop is 1.5 hours, held online, and costs just $45 per participant. There are limited spaces available for the next session on Tuesday, 25 March at 7pm.
You can check out the details here: (include link under ‘here’) [https://www.thirdspaceaotearoa.co.nz/event-details/hey-haumi-online-workshop]
I’d love to discuss how this could support our work and explore options for our team to take part. Let me know what you think!
Ngā mihi,
[Your Name]
The time to act is now
Allyship isn’t a passive belief—it’s something we actively do. And bringing your workplace on board isn’t just about you—it’s about creating environments where real learning happens, cultural competency grows, and equity is embedded into everyday practice.
Let’s get this mahi started. Who will you bring on board?
