THE RACE RELATIONS OFFICE

Kaea, Issue 2, 1 March 1980, Page 8

THE RACE RELATIONS OFFICE

What do they do there?

Shortly before his retirement, Harry Dansey wrote for us an article on the work of the Race Relations Office. With one or two amendments provided by his colleagues at the Office, we publish it here. It is important for two reasons: it describes clearly the functions and activities of an agency vital for New Zealand’s race relations; and as far as we know it was the last piece of journalism Harry wrote before his death.

The scope of the work done by the Race Relations Office is summarised by the preamble to the Race Relations Act 1971. This says that it is an Act to affirm and promote racial equality in New Zealand, and to implement the International Covenant on the Elimination of All Forms of Racial Discrimination.

In practice there are two avenues by which this work can be carried out. The first is the investigation and the settling of complaints of discrimination as defined in the Act. The second is more positive: going out into the field and finding ways in which we can affirm and promote racial equality in New Zealand. Let us look at this first avenue of activity.

* It is unlawful to deny people access to places, vehicles and facilities by reason of their jace, their colour, their ethnic or their national origin. In practice it does not often happen that people are denied such access in New Zealand: there are occasional examples in hotels and night clubs, though before the Act some hotels and taverns would have a policy of “No Maoris in the lounge bar”. But this part of the Act is important because in other parts of the world it is an important area of discrimination.

* It is unlawful for any person who supplies goods, facilities or services to the public to refuse to supply them to people by reason of their colour, race, ethnic or national origin. It is also unlawful to provide such goods, facilities, etc., on less favourable terms or conditions e.g., by providing goods on hire purchase to non-Europeans at higher rates of interest.

* It is unlawful for any person to refuse to employ someone on any work that is available, and for which that person is qualified, by reason of colour, race, ethnic or national origin. Similarly it is unlawful to overlook someone for promotion for the same reasons. This is a difficult area for us to work in. Cases are hard to prove, are often overshadowed by misunderstanding between workers and management, and those discriminated against are often afraid to complain for fear of jeopardising their employment chances even further.

* It is unlawful in New Zealand to refuse accommodation to people on account of their race, colour, ethnic or national origin. In practice complaints under this section of the Act frequently deal with the letting of flats and other rental accommodation. Examples have occurred where, say, a European husband has visited the landlord and an agreement has been made. Then the landlord discovers that the wife is Maori or a Pacific Islander and the accommodation is refused. In cases of this kind, people

usually complain on behalf of those discriminated against. Often employers intervene because their staff are having to take so much time off work to find a home.

* It is unlawful to publish or display any advertisements which indicate that there is an intention to commit a breach of the provisions of the Act which I have mentioned. There are two sections of the Race Relations Act dealing with racial disharmony. It is unlawful to publish or distribute written matter which is threatening, abusive or insulting, or to broadcast by means of radio or television words which are threatening, abusive or insulting; words which are likely to excite hostility or ill-will against or bring into contempt or ridicule any group of people in New Zealand on the grounds of their colour, race, or ethnic or national origin.

One section of the Act, section 25 dealing with racial disharmony, is dealt with by the Police; matters coming into this category are investigated by the Police and may end up in court. All the other matters (for example, incitement to disharmony) are investigated by officers of the Race Relations Office with the aim of conciliation: that is, of getting the parties together and trying to effect a settlement. Since 1972, when the Race Relations Office began its operations, we have had considerable success in effecting settlements.

If such a settlement is not possible, or if we cannot get an assurance where we think it is necessary, then the matter can be referred to the Equal Opportunities Tribunal. To date, however, no cases have come before the Tribunal. I think some of the credit for this must go to the efforts we make to effect conciliation.

Frequently, breaches of the Act are not difficult to patch up by means of conciliation. Despite the incidence of racial discrimination in New Zealand, it is not condoned by society. When, therefore, we confront offenders with the facts of a complaint they are often embarrassed and apologetic.

This brings us to our second avenue of endeavour: the positive educational work we do in the community. We work with schools, and other educational bodies, with government departments, with voluntary organisations indeed with any individual or organisation where we feel that some benefit in greater understanding can be gained. We give many addresses and seminars, we attend training courses and seminars on race relations, we consult with government departments, local bodies and legal bodies, and we work with many ethnic organisations in the community. Very often this is towards specific community projects. We also have many consultations with the news media.

We have tackled the problem of anti-social behaviour which although more often the direct responsibility of other agencies can and does affect race relations.

We have tackled the question of education, being convinced that the knowledge of the racial and cultural backgrounds of the various people of our community and of their aims, aspirations and ideals is vital if we are to live and work together in peace and harmony. In the field of education, we have a vigorous, three-pronged approach directed at teachers, students and parents.

The world of business and commerce is of course deeply concerned with race relations just as the individuals within it are concerned personally. We make contact with many people in this sphere of the community on both organisational and personal levels.

We are concerned, as indeed all citizens are concerned, in the health of the community and where we can assist doctors and nurses to carry out their roles more effectively we most certainly do so.

Negative stereotypes form a barrier to understanding and harmony in the community. By negative stereotypes I mean such catch-cries as “The Scots are mean”, “Irish are stupid”, “Maoris are lazy”, “Pakehas are cold-hearted”. When the chance comes to attack such sweeping, cruel and invariably inaccurate generalisations, we accept the challenge. One excellent way is to present an attractive, positive aspect of some minority or of the particular ethnic group under attack.

On 1 September, 1978, a most important administrative change meant that new and interesting impetus was given to the work of the Race Relations Office. On that date the Human Rights Commission began its activities and under the Human Rights Commission Act the Race Relations Office became part of that Commission. Although the Race Relations Conciliator continued to act as head of the Race Relations Office in addition he was given the role of being a Human Rights Commissioner whereas before the passing of that Act we at the Race Relations Office were concerned solely with matters dealing with colour, race, or ethnic or national origin. Now as part of the Human Rights Commission, we are drawn, or at least the Conciliator is drawn, into the wider work of the Commission including the investigation of complaints on the ground of sex, marital status, religious or ethical belief.