Indigenous people are over-represented as professional players in many sporting codes, and recently a trend has developed whereby Indigenous athletes are choosing to play internationally for their heritage nations as opposed to the top-tier countries they reside in. With regard to rugby league and rugby union, many of these athletes are Pasifika who have had minimal exposure to their heritage nations, being born and raised in, for example, Aotearoa New Zealand, Australia or the United States. Nevertheless, this cohort is increasingly choosing to play for their heritage nations, despite the substantial cut in pay and available resources this decision entails.

This article has been inspired by doctoral research that focused on the pathway to leadership for wāhine Māori. For the purpose of the study, a mana wahine theoretical framework was created to analyse the lived experiences and character of several Māori women leaders. Known in the study as the Moko Wahine framework, it is embedded in Māori cultural values. A key aspect of the Moko Wahine framework is the potential to strengthen the Indigenous identity of women leaders who are of Māori descent. This theoretical framework is drawn from the characteristics and values of Moerangi Ratahi, a Māori woman leader of Ngāti Awa who lived from the mid-1800s through to the late 1900s.

Global studies attest that early engagement with childbirth education (CBE) classes enhances maternal and infant health outcomes. In Aotearoa New Zealand, Māori participation rates in CBE classes are lower than those of their non-Māori counterparts. Current CBE classes are designed and delivered using a predominantly Western medicalised approach that negates Māori birthing knowledge, expertise, and values. However, sporadically, Kaupapa Māori CBE classes are being delivered. This article draws on a wider study that explores the Hapū Wānanga (HW) CBE programme, a by Māori, for Māori pregnancy and parenting initiative.

In the modern age of technology in Aotearoa, mana Māori motuhake, kaitiakitanga and data sover- eignty are all interconnected. Each provides distinct insight into how Māori people and organisations (as well as other Indigenous peoples) can ensure the protection of knowledge and data. This article discusses these concepts before illustrating what they look like on a practical level by exploring the narrative of Te Reo Irirangi o Te Hiku o Te Ika (Te Hiku Media). Since its inception over 30 years ago, Te Hiku Media has embarked on a range of projects to support the use of Māori and other Indigenous languages in a range of domains, in particular, in the digital world.

Ko te tino kaupapa o te tuhinga nei hei whakaatu i ngā rautaki a te Maori mō ngā rākau taketake e kainga ana e te ngāngara. Kua whakaputaina mai ngā rautaki e rima nei; pūrākau, rāhui, karakia, tohu, me te mahitahi. I ahu mai ngā rautaki katoa i te mātauranga Māori. Ahakoa, he rerekē ētahi o ngā āhuatanga mō ia rautaki, kotahi noa te whakaakoranga ka puta i ngā rautaki katoa—ko te hononga o ngā mea katoa. Koirā te kitenga matua o te rangahau. Nā te mea, ko tātou ngā tāngata o te ao tūroa, ngā tamariki o te moana, o ngā roto, o ngā awa, o ngā ngahere hoki.

Kaupapa Māori early years provision (KM-EYP) has underpinned efforts to revitalise Māori language and culture throughout Aotearoa New Zealand. Although many tamariki and whānau have benefited from engagement in KM-EYP, less than 20% of tamariki Māori currently participate. Kaupapa Māori psychological research is needed to better understand what facilitates participation among whānau who attend KM-EYP. This article describes findings from a study that aimed to understand whānau engagement in KM-EYP. An online survey was developed to test findings of an earlier qualitative phase of an overall study.

This systematic review centres planning, policy and/or strategic developments and implementation of climate change adaptation with Indigenous groups in Australia, Pacific Islands, Canada and the United States. We used PRISMA protocols to search five databases. The search was organised around three core areas: Indigenous people groups, climate change strategic planning, and Indigenous knowledge and active participation. A total of 6,338 articles from five databases were identified. Records were screened by title and abstract, leaving 87 articles that were assessed by full text. A total of 22 studies were included.

Recent years have been extraordinary for race issues in Aotearoa. The Christchurch mosque shootings in March 2019 shattered long-held illusions of New Zealand exceptionalism; Islamophobia increased following the attacks; an increase in racialised abuse of Asian people followed the outbreak of COVID-19; the Black Lives Matter movement in the United States provided a platform for discussing anti-Black racism and white supremacy in Aotearoa; and in last year’s general election, many political parties campaigned on border security or restricting immigration.

n this situation report, we discuss ways to address current promotional processes that discriminate against Māori and Pacific academics in New Zealand universities. This report follows on from a paper that we published in 2020 showing that Māori and Pacific academics, compared with non-Māori non-Pacific male academics, were significantly less likely to be promoted to the professoriate (associate professor, professor) and earn less, over a 15-year period. These gaps are not explained by research performance (measured by Performance Based Research Fund scores), age or field (e.g., science).