Fair Beginnings, Strong Returns
Rethinking Reintegration in Pacific Labour Mobility The theme of this year’s Pacific Labour Mobility Annual Meeting (PLMAM), “Sustainable Reintegration Begins with Fair and Effective Recruitment”, raises an important question: what does reintegration really mean in the context of Pacific labour mobility? For seasonal workers in New Zealand’s Recognised Seasonal Employer (RSE) scheme, time away is usually six months, after which they must return home for at least five months before being eligible to recruit for the RSE again. Unlike the nine-month PALM visas in Australia, there is no pathway to a longer-term stay from the RSE visa. On the face of it, reintegration after six months is not likely to be a major issue for recruits who work for one or two seasons. Only 40 percent of the 56,500 recruits for the RSE since 2007 have returned for three or more seasons. The picture changes when absences accumulate year after year. For workers who leave, say, Samoa for six months annually, repeating this cycle for four or more years, the rhythm of absence and return inevitably creates family and community challenges. Adjusting to life at home after repeated long absences is not always seamless. Social stresses, family expectations, and even rumours about workers’ behaviour abroad can complicate the return. This is why the theme of this year’s meeting is so timely. Reintegration is not just about coming home once — it’s about managing the long-term impacts of seasonal as well as long-term cyclical migration. Fair and effective recruitment lies at the heart of sustainable reintegration, writes the author. Shifts in Labour Mobility The broader labour mobility landscape in the Pacific has been transformed dramatically over the past decade, particularly in Australia. Until the introduction of the Seasonal Worker Programme, the forerunner to today’s Pacific Australia Labour Mobility (PALM) scheme, Pacific people had no dedicated migration channel into Australia’s workforce. The PALM scheme, particularly its long-term stream, marks a significant policy shift. For the first time in over a century, Australia opened long-term, low-skilled and semi-skilled labour pathways for Pacific people. This is a profound change, one that mirrors New Zealand’s longer history of engagement. Australia has invested heavily in staffing, administration, and support to make the scheme work both onshore and in labour sending countries. Meanwhile, New Zealand’s RSE scheme continues to provide opportunities, though demand there has plateaued. In recent years, the cap on RSE numbers has not been reached. Rising costs for employers, from compliance and accommodation to pastoral care, have curbed demand. In Samoa, for example, New Zealand approved employers now pay a fee per Samoan worker, and Samoan workers themselves also face new costs. These financial pressures, on both sides, are shaping the trajectory of recruitment. Recruitment, Fairness, and Reintegration Fair and effective recruitment lies at the heart of sustainable reintegration. Labour sending countries often want to distribute opportunities equitably, ensuring that benefits are shared across communities. Yet recruitment often happens through established relationships between employers and experienced workers, who are then asked to recommend new candidates. While this system provides continuity, it risks limiting access for those outside the existing networks. Governments in countries such as Samoa, Tonga, and Vanuatu have sought to centralise recruitment through Labour Sending Units (LSUs). But balancing fairness with employers’ preferences remains a challenge. The critical question is how to ensure that workers participate with a clear plan for their earnings — whether that is education costs, housing, or small business ventures — rather than treating seasonal work as a lifestyle of permanent dependency on cash incomes earned through temporary labour migration overseas. In New Zealand, where workers must always return home, reintegration planning is essential to ensure maximum benefit from short-term circular migration. In Australia, where transitions from short-term to long-term PALM visas are possible, the pressures on families can be even greater, with absences stretching to years. The challenges of reintegration are different in this context. For some families, temporary work overseas has become a primary livelihood strategy, even passed down across generations. While remittances are vital, this kind of dependency risks undermining local livelihoods in the long term. Reintegration is not just about coming home once, writes the author. It’s about managing the long-term impacts of seasonal as well as long-term cyclical migration. The Changing Labour Market Looking ahead, sustainability will depend on recognising shifts in global and regional labour markets. Technological change, particularly automation, is already reshaping demand. In New Zealand, for instance, pack houses that once employed large numbers of women are becoming increasingly automated, reducing the need for seasonal labour. Technology will continue to disrupt traditional roles. Consumer expectations are also evolving. Major international buyers of agricultural products are scrutinising labour conditions more closely. Questions around ethical recruitment, modern slavery, and cost-sharing practices are now influencing whether large companies choose to buy Australian and New Zealand produce. For example, comparisons are being made between the costs borne by temporary migrant workers in New Zealand versus those recruited in the United States, where employers are often required to cover transport fully. These perceptions matter and will affect the long-term viability of Pacific labour mobility schemes. Priorities for Sustainability To keep Pacific labour mobility successful and sustainable, several priorities stand out. First, costs must remain manageable for both approved employers and workers. If participation becomes too expensive, demand will decline, and workers will struggle to send meaningful remittances home. Second, labour sending countries must play a proactive role in promoting fair recruitment and supporting reintegration. This means ensuring access is broad-based and encouraging workers to have long-term financial plans for their earnings. It also means discouraging the pattern where families become wholly reliant on seasonal migration, which may not be viable in the long run. Finally, stakeholders must keep pace with global shifts, from technology to consumer standards. Ethical recruitment, decent working conditions, and transparency will increasingly be non-negotiable in global supply chains. If PALM and RSE schemes can stay ahead of these expectations, they will remain attractive to both approved employers and consumers. Returning
Cultivating More Than Crops in Samoa
The first rays of sunlight hit the taro fields of Lefaga village in Samoa, and 33-year-old Kent Onesemo is already at work. The morning air is alive with low hum of a brush cutter, the chatter of farmhands, and the occasional call of cattle grazing nearby. It’s a familiar routine for Kent, a father of six who has learned that farming, like life, demands patience, grit and vision. “I have a full-time job,” Kent says, wiping sweat from his brow. “But it wasn’t enough to support my family. I knew I had to do something more.” Kent Onesemo at his farm in Lefaga, Samoa. Four years ago, he turned to farming, planting taro and raising cattle on six acres of land. What began as a side effort to ease financial strain soon grew into something bigger. After two years of supplying Samoa’s local markets, Kent ventured into exports. His very first month abroad brought in WST$12,000 (AU$6,700). “It was exciting but overwhelming,” he admits. “The demand was there, but I couldn’t keep up with it.” Rather than risk burning out, Kent made the bold choice to pause exports while he focused on expanding and strengthening his farm. That expansion was given a boost in July 2025 when the Pacific Agreement on Closer Economic Relations Plus (PACER Plus), through the Samoa Farmers Association, provided over WST$89,000 (AU$50,000) worth of farming and processing equipment to local farmers. Kent was among the 1,000 beneficiaries. The support included taro chippers, multi-use grinders, tillers, ground drillers, brush cutters, and chainsaws — all tools that turned Kent’s ambitions into achievable plans. “The equipment from PACER Plus came just when I needed it most,” Kent says. “It has lifted the pressure and helped me prepare for the next stage of exports.” But Kent’s story isn’t just about farming. It’s also about redefining what it means to be a farmer in the Pacific. Under the name Samoan Farmer, Kent has carved out a space online where he documents his journey. His YouTube channel has almost 17,000 subscribers, with thousands more following him on Facebook and Instagram. His videos blend farm tutorials with moments of candid honesty. They’ve struck a chord so much so that six Samoans have launched their own farms after watching Kent’s content. “That’s the best part. Knowing my story is inspiring others to start their own.” Kent Onesemo After a hard day’s work at the farm, Kent Onesemo is ready to transport some of his produce to the local market. What began as a way to share knowledge has also grown into a business. With his video production skills, Kent has created commercials for local companies, bringing in more than WST$50,000 in revenue. His website, www.samoanfarmer.com, now sells branded merchandise. Still, Kent’s focus remains on the bigger picture: using his journey to encourage young Samoan and Pacific people to embrace technology as a tool for growth. “We’re great at using social media for fun, but not enough for building skills or learning about financial literacy,” he says. “I want young Samoans to have a vision for themselves. To step out of their comfort zones and take chances.” Of course, farming isn’t without its challenges. There are days when the work feels too heavy, the market too demanding, or the weather too unforgiving. “But that’s when I push harder,” Kent explains. “It’s like driving up a steep hill — you’ve got to press the accelerator a little more to get over the top. Once you’re there, the view makes it worth it.” For Kent, the view is more than financial stability. It’s the pride of seeing his children run through the taro rows, the satisfaction of exporting Samoan produce to the world, and the knowledge that he is building something that others can follow. “You can never do this alone,” he says. “It takes family, community, and support like PACER Plus to make it possible.” -ENDS- More articles like this one
The Woman Behind Vanuatu’s First Certified Kava Export
PORT VILA, Vanuatu – In the highlands of Espiritu Santo, Vanuatu’s largest island, where kava farming has long been a man’s world, Sergine Tahun is rewriting the rules. The determined entrepreneur behind Tahun Kava Exports Limited has not only carved out a space for herself in a competitive industry but has also become the first woman-owned kava exporter in Santo to achieve the internationally recognised HACCP certification – a milestone that promises to open doors to global markets. For Sergine, the journey began with a simple frustration. “I used to source kava directly from farmers to resell locally, but I found myself constantly waiting for customers to pay,” she recalls. “I knew there had to be a better way.” That realisation led her to explore exporting – a path that required navigating complex regulations, building relationships with overseas buyers, and elevating her business to meet international standards. From Local Trade to Global Ambitions Determined to succeed, Sergine sought guidance from biosecurity officials to understand export requirements – everything from proper cleaning techniques to packaging standards. She also connected with families in New Caledonia who run nakamals (traditional kava bars), planting the seeds for future trade. “I wanted them to know my kava was different – premium quality, handled with care,” she says. Tahun Kava Exports Limited owner, Ms. Sergine Tahun (left), receives her HACCP Certificate from VCCI SANMA Provincial Officer, Ms. Candyce Simeon. But breaking into the industry wasn’t easy. “When I started, the market was tough. There was lots of competitors, few opportunities,” she admits. Yet, through persistence, Sergine refined her products, expanded her network, and gradually built trust with farmers in remote areas, where weather and logistics often disrupted supply chains. Her secret weapon? A dedicated farm manager, Govany Maleb, who bridges the gap between her and the predominantly male farming community. “He reassures them that even though a woman owns the business, I know what I’m doing,” Sergine laughs. Maleb doesn’t just collect kava – he supports farmers with nursery management and equipment, fostering loyalty in an industry where relationships are everything. The Balancing Act Running a business in a male-dominated field while raising a family hasn’t been simple. “As a wife and mother, there are days when it feels overwhelming,” Sergine confesses. Yet, her resolve never wavers. “I want to prove that women can thrive in this space – and that collaboration, not competition, is the way forward.” Kava farmers in Espiritu Santo. Running a business in a man-dominated industry comes with it’s challenges, says Sergine. “Even though a woman owns the business, I like to reassure the farmers that I know what I’m doing,” she laughs. Her perseverance paid off when PACER Plus, through the Vanuatu Chamber of Commerce and Industry (VCCI), supported her in securing Hazard Analysis and Critical Control Points (HACCP) certification – a game-changer for her business.. “This certification means everything,” Sergine says. “Before, buyers didn’t know us. Now, the enquiries are pouring in.” Since November 2024, she’s sent samples to international buyers, with eight shipments already dispatched between December 2024 and February 2025. Mr. Alipate Tavo, Trade Adviser with the PACER Plus Implementation Unit (PPIU), emphasises the significance of Tahun Kava’s achievement. “Sergine’s success isn’t just about one business – it’s a testament to what Pacific women can accomplish with the right support. Her certification lifts the entire sector, showing that Vanuatu’s kava can compete globally.” A Message to Pacific Women: “Dream Boldly” Sergine’s advice to other women is simple but powerful: “Don’t let social or cultural limits stop you. If you want something, go for it. Yes, it’s hard, but if I can do it, so can you.” With her eyes set on expanding into new markets and diversifying her product range, Tahun Kava Exports is proof that tradition and innovation can blend as smoothly as the drink she sells. And for the farmers of Espiritu Santo, that’s something worth raising a shell to. -ENDS- More articles like this one
Bottling the Fragrance of Samoa
How Mailelani is Turning Coconuts into Global Success The sweet scent of moso’oi (ylang-ylang) and rich cocoa butter hangs in the air as Sylvie Salanoa carefully inspects a fresh batch of coconut oil soap at her Mailelani Samoa Body Care gift shop outside Apia, Samoa. It’s a far cry from the humble beginnings 25 years ago when she and her husband Kitiona first dreamed of creating soap from Samoan coconuts in their family kitchen. “We started with one simple question,” Sylvie recalls, her hands holding a bar of their signature frangipani-scented soap. “How can we share the true essence of Samoa with the world?” Today, that question has blossomed into a thriving business with eight varieties of artisan soaps, luxurious body oils, exfoliating scrubs, and their newest triumph — a premium facial care line launched in early 2024 with support from the PACER Plus Agreement. From Kitchen Experiments to International Shelves The journey wasn’t without its challenges. “Oh, we wanted to give up many times!” Sylvie laughs. Early batches didn’t set properly. Supply chains were unpredictable. Export regulations seemed impossible to navigate. But through perseverance and community support, what began as a cottage industry now supplies retailers across Samoa, Australia, New Zealand and beyond. Each product tells a distinctly Samoan story. The cocoa range pays homage to the islands’ national drink. The delicate frangipani line celebrates the flower Samoan women traditionally wear behind their ears. The moso’oi captures the islands’ signature fragrance. “What makes Mailelani special is that we’re not just making products — we’re preserving culture,” Sylvie explains. “When someone uses our cocoa body butter, we want them to feel connected to Samoa’s rich traditions.” Rooted in Community, Growing Through Trade The business model is as sustainable as their ingredients. Mailelani sources raw materials from rural villages across Samoa, creating economic opportunities while maintaining authentic island recipes. This community-focused approach caught the attention of the PACER Plus Implementation Unit (PPIU). “Mailelani represents exactly what PACER Plus was designed to support. By assisting with their packaging clearance costs, we’re helping a homegrown business scale up while maintaining its cultural integrity. Their success shows how regional trade agreements can empower Pacific entrepreneurs to compete globally without compromising local values.” Alipate Tavo, PPIU Trade Adviser For Sylvie, the PACER Plus support came at the perfect moment. “That new facial line was our dream for years, but the import costs for proper packaging seemed impossible. When PACER Plus stepped in, it was confirmation from God telling us to ‘keep going’.” The Sweet Smell of Success While setting up her products, Sylvie reflects on the unexpected rewards of their quarter-century journey. “The creativity we’ve discovered, the people we’ve met, the places our little soaps have traveled — it’s more than we ever imagined.” She gently places a newly wrapped moso’oi soap into a gift box, ready for its journey to a boutique in Auckland. “Every time someone opens one of our products, they’re experiencing a piece of Samoa. That makes every challenge worthwhile.” With their expanded product line and growing international presence, Mailelani Samoa Body Care continues to prove that traditional wisdom and modern entrepreneurship can create something truly beautiful. Or as Sylvie puts it: “We’re not just selling soap — we’re sharing alofa (love) from our islands to the world.” Mailelani Samoa Body Care products are available at select retailers in Samoa and online by clicking here. Did You Know? Mailelani means “from heaven” in Samoan. All products are made with sustainably sourced local ingredients. The business supports dozens of rural Samoan families through its supply chain. -ENDS- More articles like this one
Harvesting Hope: Rose Sosoe’s Journey from Honiara to Marlborough
Rose Sosoe had a simple dream: to provide a better life for her family. As a young mother in Honiara, Solomon Islands, she worked part-time at a local bakery, making ends meet but always hoping for more. With a five-year-old child depending on her, Rose yearned for an opportunity that would allow her to uplift her family’s standard of living. That opportunity came when her sister-in-law introduced her to the Recognised Seasonal Employer (RSE) scheme in New Zealand. This program, established in 2007, connects workers from Asia-Pacific countries with New Zealand’s horticulture and viticulture sectors, addressing labour shortages while offering workers a chance to earn a sustainable income. For Rose, it was a lifeline. “My sister-in-law spoke to me about the RSE scheme, and that got my interest. I knew this was what I wanted to do, so I applied,” Rose recalls in Pijin. Rose Sosoe (pictured) says that the income she earns allows her to send remittances back home, supporting her family and providing a better future for her child. Rose’s determination paid off when she secured a job working on vineyards in New Zealand’s largest wine-growing region, Marlborough. Her employer, Hortus, is a leader in ethical workforce solutions across several regions of New Zealand, focused on support both people and land. Despite her nerves about leaving home – she had never been outside Solomon Islands before – Rose was eager to seize the opportunity. In July 2022, she boarded a plane to New Zealand, ready to work hard for a brighter future. Two years later, Rose reflects on her journey with pride. “I joined Hortus in July 2022, and two years later, I’m grateful to still be part of the team and contributing to Hortus’ success. It’s been a wonderful journey, one that has allowed me to gain meaningful employment and learn new skills. I have also been able to support my now seven-year-old back home in Honiara,” Rose shared. Her experience working in New Zealand has been life changing. The income she earns allows her to send remittances back home, supporting her family and providing a better future for her child. But beyond the financial benefits, Rose has also gained a sense of empowerment and accomplishment. At Hortus, Rose is part of a diverse team, many of whom are also from Pacific nations. Mike Jay, General Manager of Hortus, speaks highly of Rose’s contribution and the value Pacific workers bring to the company. Rose is part of a diverse team at Hortus, a leader in ethical workforce solutions across several regions in New Zealand. “Rose is a valued part of our team, and her hard work embodies the commitment and resilience that Hortus prides itself on. Through the RSE scheme, we’ve been able to build lasting partnerships with skilled workers from Pacific nations, who bring dedication and an incredible work ethic. These relationships are vital – not just for meeting labour needs, but for creating a positive impact on both our business and the lives of the people involved. It’s a partnership that supports growth for everyone,” Jay said. Hortus is one of many New Zealand businesses that have embraced the RSE scheme, not just for the labour it provides but for the meaningful relationships it fosters between the workers and the company. For Rose and her colleagues, it’s more than just a job – it’s a stepping stone toward a better life. “Every day I wake up thankful for this opportunity,” Rose says with a smile. “I’ve learned so much, and I’ve seen how my hard work can make a difference for my family.” -ENDS- More articles like this one
Tuvalu customs transformation success
Tuvalu has made significant strides in improving its customs processes with the support of PACER Plus. With the introduction of the ASYCUDA World system, Tuvalu has transformed how it manages customs. Ms. Sania Teisini (middle), Director of Tuvalu’s Department of Revenue and Customs. “What used to take days to assess and clear customs entries now takes less than 24 hours,” Ms. Sania Teisini, Director of Tuvalu’s Department of Revenue and Customs explained. ASYCUDA World has also enhanced transparency and accuracy, proving clear, detailed records of transactions. Implementing this system required legislative updates, which PACER Plus supported through national consultations. Additionally, PACER Plus supported customs staff training in the harmonised system and Rules of Origin, boosting their expertise and operational capacity. Aerial view of Tuvalu. With ASYCUDA World, Tuvalu has surpassed its revenue targets by nine percent, collecting AU$12 million in 2023. “PACER Plus has been immensely beneficial for Tuvalu and her people,” said Ms. Teisini. “It’s always a comfort to know that PACER Plus is always there.” -ENDS- More articles like this one
Overcoming Barriers: PB Agrifood is making small changes for a big difference
After just two months in Australia, Jimmy from Solomon Islands earned a reputation as one of PB Agrifood’s most productive and enthusiastic workers. While Jimmy has a hearing impairment, with no ability to hear in one ear and only partial hearing in the other, this has not been a barrier to his employment. With the help and support of his employer and colleagues, Jimmy is thriving in his role as a production hand at the Toowoomba-based business, which specialises in trading soybeans, mungbeans, sunflowers, birdseeds, protein meal and planting seed. Jimmy (right) is thriving in his role as a production hand at PB Agrifood. Next to Jimmy is company director, Catherine. Originally from Solomon Islands, Jimmy is part of the Pacific Australia Labour Mobility (PALM) scheme, which connects workers from the Pacific islands and Timor-Leste with eligible employers in Australia. He joined PB Agrifood in March 2023 and said he is grateful for the way his colleagues and employer have shaped his experience so far. “I’m really enjoying my new job. My friends help me with explanations, and they help me understand,” Jimmy said. PB Agrifood Director Catherine Brodie said the company had made some ‘reasonable adjustments’ in the workplace, to ensure Jimmy can perform all his tasks safely. “We just adjusted some of our procedures and communications with Jimmy to explain what tasks he had to do in his role. If he doesn’t quite understand us, we use sign language or write on paper,” she said. For PB Agrifood making some simple changes has paid off for everyone involved. “He has picked up the role so quickly and has gone 110% above and beyond. Jimmy is always a happy man, he is always smiling. He is one of the best baggers here, and the guys really appreciate having him on their team,” Catherine said. Although Catherine and her team have fulfilled their obligation to make reasonable adjustments for Jimmy, they wanted to take their support a step further. Jimmy has known he has a hearing impairment since he was young but doesn’t have access to hearing aids in Solomon Islands. “My parents knew I had a hearing problem and took me to the hospital but in my country, I couldn’t get hearing aids. They just checked and said, ‘you have a hearing problem’. Then I accepted it and moved on with my life,” he said. Having a hearing aid will impact Jimmy’s life long after he returns home from the PALM scheme. Moving to Australia meant that Jimmy would finally be able to access this technology–but it would cost AU$2,500, the equivalent of around six months’ savings. To improve the quality of his hearing sooner, PB Agrifood and Labour Solutions Australia, worked together with health insurance provider nib to cover the cost of Jimmy’s hearing aids. Within a few months, he was fitted with the small but life-changing devices. “When I hear my voice, the sound is different–it’s better,” said Jimmy, just after his fitting. “Now I will be able to talk easily with my workmates,” he added. But it’s not just about the workplace. Having a hearing aid will impact Jimmy’s life long after he returns home from the PALM scheme. “And my daughter–I’ll talk to her on the weekend. I will tell her that I have new hearing. I’ll tell her that my life has changed,” he said. More articles like this one
Collectively building the resilience of Pacific labour mobility
The Pacific labour mobility landscape has evolved considerably since the inception of the New Zealand Recognised Seasonal Employer (RSE) scheme and the Pacific Australia Labour Mobility Programme (originally the Seasonal Worker Programme and Pacific Labour Scheme). The onset of COVID-19, economic recessions, natural disasters and changing government policies have contributed to this evolution, warranting a relook at Pacific labour mobility settings to ensure resilience and sustainability. The 2024 Pacific Labour Mobility Annual Meeting (PLMAM) seeks to launch this discussion under the theme of “Collectively Building Resilience”. The PACER Plus Implementation Unit (PPIU) sat down with one of the leading experts on Pacific labour mobility, Emeritus Professor Richard Bedford, to get his insights on this theme and what we can envisage from the discussions at PLMAM. Emeritus Professor Richard Bedford. At the core of any considerations on the sustainability and resilience of Pacific labour mobility are the Pacific workers who supply labour and the New Zealand and Australian employers who demand their labour. Workers’ families and households should also not be discounted as they play a critical role in shaping the behavior and decision making of Pacific workers even when they are away from home. In this regard, the continued success of Pacific labour mobility really stems from ensuring that the costs to the workers and employers do not outweigh the benefits. Professor Bedford pointed out that the issue of costs versus benefits was the subject of a lot of discussion at the recent annual RSE Conference in New Zealand. “Several changes to a number of provisions relating to minimum payments to workers were announced at the Conference and while these have provided some welcome relief to employers they attracted sharp criticism from representatives of Pacific Governments who were in attendance,” noted Professor Bedford. The details of the changes can be found here and here, but one of the key concerns the Pacific representatives had was the absence of any consultation with them about the proposed changes in advance of their announcement and very rapid implementation, which was four days after the conference. Sudden changes in policy either in the labour sending or the labour receiving countries can create major challenges to key stakeholders in temporary migration schemes like the RSE and PALM. Consultation is clearly at the heart of PLMAM’s theme of “Collectively Building Resilience”. Sudden changes in policy either in the labour sending or the labour receiving countries can create major challenges to key stakeholders in temporary migration schemes like the RSE and PALM. As Vanuatu’s High Commissioner to New Zealand, His Excellency Mr. Jimmy Nipo, stressed in a thought-provoking keynote address entitled Sustainable bilateral relations: Vanuatu and the balancing act, “To ensure that our bilateral relations are sustained, the mutual benefits must be balanced out. The act of balance must be mutual. Open conversations must be done regularly.” PLMAM provides very valuable opportunities for “open conversations” about how we deal with ensuring balance in the distribution of costs and benefits from temporary labour migration policies. The impacts of climate change on economies and societies in the region must also be part of these conversations, not only because changing weather conditions are affecting workers’ hours of work and earnings, but also to determine how labour mobility can be used to build the resilience of their communities at home. Stakeholders at the PLMAM 2023 in Port Vila, Vanuatu. Professor Bedford emphasised that the importance of PLMAM lies in its ability to “provide a forum where a wide range of labour mobility stakeholders feel that they can share their views.” “There is real potential for a good relationship between countries in terms of temporary schemes that can enable people to earn money to help support their communities. The question is how do we maximise opportunities in these schemes to support that aspect of resilience in Pacific countries?” said Professor Bedford. Addressing these issues and building the resilience of Pacific labour mobility requires changes to policy settings in both labour receiving and labour sending countries. PLMAM provides a valuable platform for discussions to inform policy formulation in both labour sending and labour receiving countries particularly as it brings together workers, employers, governments of labour sending and labour receiving countries, unions, academics, private sector, civil society, and regional organisations. Professor Bedford emphasised that the importance of PLMAM lies in its ability to “provide a forum where a wide range of labour mobility stakeholders feel that they can share their views.” PLMAM also provides a platform for these views to be translated to action through an Outcomes Document which provides agreed actions to be implemented by various Pacific labour mobility stakeholders including the PACER Plus Implementation Unit. PLMAM provides very valuable opportunities for “open conversations” about how we deal with ensuring balance in the distribution of costs and benefits from temporary labour migration policies. The impacts of climate change on economies and societies in the region must also be part of these conversations, not only because changing weather conditions are affecting workers’ hours of work and earnings, but also to determine how labour mobility can be used to build the resilience of their communities at home. More articles like this one
Vanuatu’s Cacao Revolution
What started as a passion project to highlight Vanuatu’s rich cacao heritage has transformed into a thriving business for Gaston Chocolat exporting award-winning chocolate to Australia and New Zealand. But behind the success of Gaston Chocolat is a story of hard work, dedication, and the support provided by PACER Plus. Founded by Olivier Gaston, Gaston Chocolat was born from a simple idea: to produce world-class chocolate locally in Vanuatu while showcasing the country as a premium origin for fine cacao. But turning that vision into reality came with its challenges, especially when it came to meeting international food safety standards—a necessary step to export to larger markets. That’s where PACER Plus stepped in. In 2023, Gaston Chocolat exported 17 tonnes of dried cacao. This year, they’re on track to export 60 tonnes—almost a fourfold increase. In collaboration with the Vanuatu Chamber of Commerce and Industry and the Australia Vanuatu Governance for Growth program, PACER Plus engaged local consulting firm Quality Solutions to help Gaston Chocolat develop food safety systems. The goal was to achieve Hazard Analysis and Critical Control Point (HACCP) certification—a globally recognised standard that would open the doors to international trade. For Olivier Gaston and his team, the certification was a game-changer. “The HACCP certification shows that our operation is up to international standards,” says Mr. Gaston. “This way, people can trust the product. Because our chocolate can now travel to Australia and New Zealand, we can sell the cacao on a much larger scale to chocolate makers.” And the results speak for themselves. In 2023, Gaston Chocolat exported 17 tonnes of dried cacao. This year, they’re on track to export 60 tonnes—almost a fourfold increase. “That’s almost fifteen percent of the national market, and we’re quite proud of that achievement,” Mr. Gaston adds. But Gaston Chocolat’s impact goes beyond just business success. The company has built a network of 367 Ni-Vanuatu farmers, training them over the last decade to grow and harvest high-quality cacao. In 2024 alone, the farmers have been harvesting for a total of 57 days. And the rewards have been significant. Gaston Chocolat has built a network of 367 Ni-Vanuatu farmers, training them over the last decade to grow and harvest high-quality cacao. “Our farmers now earn the equivalent of twice the minimum wage by working just one day a week,” says Mr. Gaston. “Because we create jobs in the islands that pay more than the jobs in Vanuatu’s capital, Port Vila, we are fighting the urban drift. We’ve proven that rural jobs can pay better than city jobs.” Gaston is driven by more than just profits. “We are always conscious about looking after our staff well, respecting the culture, and considering our environmental impact,” he explains. “I want to run Gaston Chocolat sustainably, and I want everyone in the supply chain to benefit from the business and improve their standard of living.” More articles like this one
From Cacao Beans to Fruity Bars
Cathliro Commodities, a women-led, locally owned cocoa producer and exporter in Solomon Islands, has taken a significant step forward in its operations with the recent handover of a food dehydrator machine. The equipment, officially delivered in September 2024 and funded by the PACER Plus Development and Economic Cooperation (DEC) Work Programme, is set to enhance the company’s ability to produce value-added cocoa products and diversify into dried fruits. This support marks a turning point for the small business, which has become a beacon of hope for local farmers and a rising player in the international cocoa market. Diana Yates (far left), Cathliro Commodities founder, with Collin Beck (second from left), Permanent Secretary of Solomon Islands’ Ministry of Foreign Affairs and External Trade at the dehydrator handover along with Natalia Patternot (third from left), Director of Department of External Trade and Tristein Zutu, PACER Plus National Coordinator Solomon Islands. Cathliro Commodities was founded by Ms. Diana Yates, a determined entrepreneur with a vision to elevate Solomon Islands’ cocoa industry. Her 99-hectare cocoa farm, based in Guadalcanal, has been instrumental in connecting local farmers from nearby provinces, including Isabel and Makira, to international markets. The company purchases cocoa beans from over 200 local growers, transforming these raw materials into high-quality cocoa products for export. But the company’s ambition doesn’t stop there—Cathliro is diversifying its product line to include dried fruits like pineapple, banana, and pawpaw, a move that the new dehydrator will help realise. Speaking at the handover ceremony, Permanent Secretary of the Ministry of Foreign Affairs and External Trade (MFAET), Mr. Collin Beck, emphasised the significance of empowering local producers like Cathliro Commodities. The PACER Plus-funded food dehydrator machine is set to enhance Cathliro’s ability to produce value-added cocoa products and diversify into dried fruits. “Cathliro’s progress demonstrates the potential of Solomon Islands’ agricultural sector, not only to enhance food security but also to build wealth from within. By empowering local farmers, Cathliro is helping them integrate meaningfully into the formal economy,” said Mr. Beck. “We encourage everyone to support local producers—whether by drinking cocoa tea, using cocoa powder in your baking, or purchasing our new fruit-infused cocoa bars.” The new dehydrator, Mr. Beck explained, will enable Cathliro to sustain and expand its production of high-value cocoa products, providing a boost to both domestic markets and international exports. The equipment is also expected to enhance the company’s capacity to process fruits, tapping into a growing niche market for dried tropical fruits and cocoa-based products in boutique overseas markets. For Ms. Diana Yates, the founder of Cathliro Commodities, the new equipment is a game-changer. “This support from PACER Plus is a big win for us. We’ve been working tirelessly to grow our business and help local farmers, but this dehydrator opens up a new world of opportunities,” she said. “Now, we can diversify our products and ensure sustainability in our operations, whatever the weather. We’re able to expand our drying techniques and process a larger volume of both cocoa and fruit, which is crucial for entering new markets.” The dehydrator will enable Cathliro to boost the production of cocoa paste, cocoa nibs, cocoa powder, cocoa tea, fruity chocolate bars, and a range of dried fruit products. These innovations are part of the company’s broader effort to move from raw material exports to high-value, finished goods that meet international standards. PACER Plus’s support extended beyond equipment, including valuable capacity-building initiatives for Cathliro’s staff. Ms. Yates shared that staff members received both online and hands-on training, some of which took place in Australia. The Cathliro team after the completion of the PACER Plus-funded five-day chocolate training program with South Pacific Cacao trainer (center). “Our team has grown so much thanks to the training provided by PACER Plus. It’s been transformative,” she said. “The capacity-building workshops helped our staff develop new products like our fruity cocoa bars, and we’re even working on launching nutty bars soon. This progress wouldn’t have been possible without PACER Plus’s support.” Looking ahead, Cathliro is set to improve the quality of its offerings and scale its operations to meet international export requirements. With the help of PACER Plus, Cathliro Commodities is not only elevating Solomon Islands’ cocoa industry but also providing a blueprint for local businesses to grow, innovate, and thrive in regional and global markets. More articles like this one