Golden Success: How PACER Plus Helped Niue Honey Thrive
Niue Honey, recently named Best International Honey at the United Kingdom’s 85th National Honey Show—dubbed the Oscars of world honey—is not just any honey. It’s certified organic, unpasteurised, and boasts a complex palate of caramel and malt. But behind its success lies a story of resilience, innovation, and international collaboration that goes beyond taste. At the core of Niue Honey’s triumph is its unique origin: Niue is home to the world’s last known significant population of Italian honeybees, completely free from diseases and parasites that plague bee colonies elsewhere. These bees, Apis mellifera ligustica, are responsible for most global pollination, and their isolation on Niue has preserved their purity, making them a key asset in global efforts to safeguard bee populations. Niue Honey was recently named Best International Honey at the United Kingdom’s National Honey Show. However, it wasn’t always smooth sailing. Like many businesses across the Pacific, Niue Honey Company faced significant challenges during the COVID-19 pandemic. One of their biggest hurdles was securing their signature honey bottles, which had to be imported from China. With global supply chains disrupted, the company was at a standstill. “We asked ourselves, ‘How can we present a world-class innovative product in a world-class innovative way?’ recalled Richard Duncan of Niue Honey Company. “Our unique bottles set us apart, but when the supply from China stopped due to the lockdown, we were left scrambling for solutions. That’s when PACER Plus stepped in.” PACER Plus provided timely assistance. Through its DEC Work Programme, PACER Plus helped Niue Honey secure the designs and models necessary to produce their bottles closer to home. This collaboration not only salvaged the company’s ability to package their honey but also helped them establish a new bottle manufacturer in New Zealand. “PACER Plus really came through for us. They helped us get our bottles made in time, allowing Niue Honey to re-engage with the market. Now we have a New Zealand-based manufacturer producing our bottles, which has been a game-changer,” said Duncan. With their packaging challenges resolved, Niue Honey quickly regained momentum in the gourmet honey market. In New Zealand, their product was already well-established, but 2024 saw their expansion into Australia, where Niue Honey is now available at Whole Foods Australia (link here). Niue Honey also has plans to enter the United Kingdom by early 2025. “We’re working through the final paperwork to access the UK market,” Duncan shared. “When we do, this will be the first time an agricultural product from Niue reaches the UK. It’s exciting, as our honey tells a story—not just about our bees but about Niue and the wider Pacific.” Niue Honey is much more than a luxury product; it represents a significant contribution to agriculture and food security. Beyond honey production, the company also exports pure, healthy queen bees to help repopulate bee colonies worldwide. “Our bees are liquid gold,” Duncan said proudly. “We have the opportunity to breed and export queens to other Pacific islands, supporting food security and agricultural productivity across the region.” Award-winning New Zealand chef Peter Gordon has partnered with the Niue Honey Company, using it in a number of his dishes. This sense of purpose extends beyond Niue. As Duncan explained, the company envisions creating livelihood opportunities across the Pacific by reintroducing beekeeping on other islands. “Rebooting beekeeping as a livelihood generator, but more importantly, as a way to increase agricultural productivity—that’s a game-changer for agriculture in the region.” Award-winning New Zealand chef Peter Gordon, a champion of Niue Honey, stumbled upon the company’s product during a visit to the island. Known as the “godfather of fusion cuisine,” Chef Gordon has since used Niue Honey in various dishes and partnered with the company to help protect Niue’s unique bees through the Pacific Bee Sanctuary initiative. With PACER Plus’s support, Niue Honey is more than just a success story; it’s a testament to the power of regional cooperation and resilience. As Duncan put it, “The success of Niue Honey is not just about us—it’s about the Pacific, our bees, and the future of agriculture in the region.” More articles like this one
Empowering Women Entrepreneurs
Vanuatu’s Lapita Café’s Journey to HACCP Certification A widely respected community leader, Votausi Mackenzie-Reur wears many hats. One she dons proudly is that of founder of Lapita Café, an innovative and fast-growing food manufacturing and catering company in Port Vila, Vanuatu. Lapita Café is breaking barriers and reshaping the culinary landscape in Vanuatu. This International Women’s Day, Lapita Café stands as a testament of advancing women’s economic empowerment in the Pacific. Lapita Café, the pioneering gluten-free cassava flour producer in Vanuatu, has achieved a milestone by obtaining the Hazard Analysis and Critical Control Point (HACCP) certification. The journey, however, was no walk in the park. Battling the aftermath of cyclones that hampered construction and overcoming numerous challenges, Lapita Café emerged triumphant. https://youtu.be/Bo9IX3T72oU Watch Votausi Mackenzie-Reur’s interview as she talks about Lapita Cafe and why the HACCP certification was crucial for her business. Ms. Mackenzie-Reur’s commitment to excellence led Lapita Café to become the first gluten-free cassava flour producer in Vanuatu with HACCP certification, setting a high standard for others to follow. The certification ensures the highest food safety standards, making Lapita Café’s products not only delicious but also safe for consumers. “Lapita Cafe’s journey to be able to obtain its HACCP certification started in 2021, so it’s been a long time. But we were thankful to PACER Plus because they came in and were able to fund our HACCP certification towards the end of 2023. We’re immensely grateful to PACER Plus for supporting us in this,” said Ms. Mackenzie-Reur. The success story didn’t unfold in isolation. The Pacific Agreement on Closer Economic Relations (PACER) Plus, in collaboration with the Vanuatu Chamber of Commerce and Industry (VCCI) and the Australia Vanuatu Governance for Growth (GfG) program, played a pivotal role by engaging Vanuatu consulting firm Quality Solutions to develop food safety systems and coordinate a third-party audit in late 2023, a process that added an extra layer of credibility to Lapita Café’s operations. PACER Plus’s support, facilitated through VCCI and Quality Solutions, extends beyond Lapita Café. Four local manufacturers in Vanuatu are currently benefiting from ongoing initiatives to obtain similar international certifications, enhancing Vanuatu’s export advantage. PACER Plus recognises the important role women play in economic development and our capacity building programs to support women entrepreneurs like Ms. Votausi Mackenzie-Reur of Lapita Cafe in Vanuatu. The PACER Plus Implementation Unit (PPIU) recognises the important role women play in economic development and our capacity building programs. Supporting women entrepreneurs like Ms. Mackenzie-Reur is a testament to this. Gender is mainstreamed across PPIU’s operational and governance functions and across PPIU’s work programme. Lapita Café stands tall, not just as a business success but as a beacon of empowerment for women entrepreneurs. Ms. Mackenzie-Reur’s resilience and her company’s achievements underscore the importance of investing in women to accelerate progress and foster economic growth in the Pacific. -END- More articles like this one
From Ocean Depths to International Tables
SolTuna’s Journey of Triumph with PACER Plus HONIARA, Solomon Islands – For years, the Solomon Islands’ pristine waters have cradled SolTuna, a leading tuna company, in their cerulean embrace. Amidst the ebb and flow of the tides, SolTuna battled daunting challenges, determined to deliver their prized tuna to the plates of Australians and New Zealanders. Their odyssey took a historic turn in 2020, when the Solomon Islands ratified the Pacific Agreement on Closer Economic Relations Plus or PACER Plus, a unique development-centered trade agreement that transformed SolTuna’s struggles into triumphs. Fish unloading at the wharf in Noro, Solomon Islands. (Photo: SIBC) “Before PACER Plus, SolTuna faced significant hurdles in exporting our tuna to Australia and New Zealand. Burdened by import duties, we found it hard to compete in these markets,” recalled Mr. Mark Gibble, SolTuna’s Business Development Manager. Despite these barriers, SolTuna’s spirit remained unyielding. Their commitment to quality and sustainability buoyed them through turbulent waters. With the ratification of PACER Plus, their efforts were not in vain. The agreement ushered in a new era, one where import duties were but a memory, paving the way for tariff-free exports. “PACER Plus has been a game-changer. It ensures we no longer pay import duties, revitalising our exports to Australia and New Zealand,” beamed Mr. Gribble. In the wake of tariff liberation, SolTuna’s exports soared. The aroma of freshly caught Solomon Islands tuna began gracing kitchens across Australia and New Zealand. But the impact transcended the realms of the market; it seeped into the heart of the Solomon Islands. With increased demand, SolTuna blossomed, sowing seeds of economic prosperity and job creation for the Pacific Island country. SolTuna’s surge in exports to Australia and New Zealand did more than boost the company’s bottom line. It became a beacon of hope for the people of the Solomon Islands, heralding a wave of employment opportunities. As SolTuna expanded its operations to meet the rising demand, a ripple effect of prosperity washed over the local communities. The increased production at SolTuna meant more hands were needed to harvest, process, and package the prized tuna, creating a surge in employment opportunities for the people. “Our success is not just measured in tons of tuna exported; it’s measured in the lives we touch and the communities we uplift in Solomon Islands. The positive impact of SolTuna’s growth goes beyond economic numbers. It’s about people, their dreams, and the collective progress of the Solomon Islands,” shared Mr. Gribble. “The effects of PACER Plus are profound. It ensures sustainable growth for our industry. With rising demands, we’re adopting eco-friendly practices, safeguarding our marine resources for generations to come,” added Mr. Gribble. “The future is promising. PACER Plus has granted us a competitive edge. We envision expanding our operations, generating employment, and continuing to offer sustainable, high-quality tuna worldwide.” Through tariff-free exports, SolTuna not only propels the economy forward but also safeguards the rich marine ecosystem that sustains countless livelihoods in the Solomon Islands. In every can of tuna exported, there is a story of resilience, collaboration, and a brighter future for a nation and its people. -END- More articles like this one
Solomon Islands Successful Transition to HS 2022
PACER Plus Supports Solomon Islands Boosts Trade Confidence In June 2020, Solomon Islands took a significant step toward economic integration by ratifying the Pacific Agreement on Closer Economic Relations (PACER) Plus trade agreement. This decision would play a pivotal role in navigating a crucial challenge – the transition to the Harmonised System (HS) 2022. The Harmonised System, a standardised numerical method of classifying traded products, serves as a global economic language, facilitating customs procedures, and ensuring consistency in the assessment of duties and taxes. With the latest update effective from 1 January 2022, more than 200 countries and economies, including Solomon Islands, were faced with the task of aligning their systems with HS 2022 standards. Mr. Michael Ligo (left), PPIU Consultant, with Ms. Alice Saefo’oa, from the Solomon Islands Ministry of Finance and Treasury. Recognising the importance of compliance with the PACER Plus Trade in Goods component, Solomon Islands sought assistance from the PACER Plus Implementation Unit (PPIU). Mr. Michael Ligo, the PPIU consultant who was responsible for supporting Solomon Islands in their transition to the Harmonised System 2022, shared, “The transition to HS 2022 is not merely an administrative task; it’s a testament to the commitment of Pacific countries to adhere to international standards. PACER Plus has been instrumental in providing the necessary technical assistance to ensure a seamless integration for the Solomon Islands.” Commencing in September 2022, the collaborative effort between PPIU and Solomon Islands aimed to peer-review existing practices, ensuring they adhered to the rigorous international standards set by HS 2022. This process took shape over three months, concluding in December 2022, paving the way for a seamless integration of HS 2022 into Solomon Islands’ customs procedures. Ms. Alice Saefo’oa, from the Solomon Islands Ministry of Finance and Treasury, described the significance of this collaboration, “The compliance with HS 2022 international standards is not only a regulatory milestone but a critical assurance for investors and the private sector. It signifies to the world that Solomon Islands is dedicated to maintaining international trade standards, fostering confidence among stakeholders involved in importing and exporting goods.” On 1 July 2023, Solomon Islands officially went live with HS 2022. Marking a historic moment in their commitment to international trade standards. The compliance not only benefits the government in streamlining customs operations but also provides a crucial signal to the global community, indicating that Solomon Islands is open for business and committed to facilitating international trade. PACER Plus emphasises the use of HS 2022 for tracking goods data entering and leaving the Pacific, creating a unified approach that fosters transparency and efficiency in regional trade. The successful collaboration between PPIU and Solomon Islands showcases the power of partnerships in addressing challenges and unlocking new opportunities for economic growth. Pacific PACER Plus countries, including Cook Islands, Kiribati, Samoa, Tonga, and Tuvalu, are currently undergoing their national approval processes, with plans to implement HS 2022 starting January 2024, thanks to the support of PPIU partners such as the Oceania Customs Organisation, United Nations Conference on Trade and Development, the Australian Government Department of Foreign Affairs and Trade, and New Zealand Customs Service. As Solomon Islands looks forward, the successful transition to HS 2022 positions the nation as a reliable and compliant partner on the global stage, reinforcing investor confidence and contributing to the overall economic prosperity of the Pacific region. -END- More articles like this one
Enhancing the Positives and Mitigating the Negatives of Labour Mobility for Vanuatu
Vanuatu, like many other Pacific Island Countries, are confronted with the inherent development challenges of their smallness, remoteness from key markets, and vulnerability to natural disasters and climate change. These development constraints are coupled by a rapidly growing population the the local formal economy cannot absorb. A high number of school leavers are consequently left unemployed each year resulting in added social and economic pressures on the local economy and society. Labour mobility has provided a critical employment creation strategy to generate growth dividends for Vanuatu. These positive development impacts are the key drivers for Vanuatu’s participation in labour mobility and has propagated its status as the top labour sending country for both the Pacific Australia Labour Mobility (PALM) and New Zealand Recognised Seasonal Employer (RSE) schemes. According to the Vanuatu Commissioner for Labour, Ms. Murielle Meltenoven, Vanuatu now has over 10,000 PALM workers in Australia and over 6,000 in New Zealand. The economic benefits of labour mobility for Vanuatu are largely transferred through the remittances and skills acquired by workers. “We see benefits in skills development especially around employability skills. We’ve received a lot of positive feedback from businesses around the conduct of workers including in communication, specifically customer service around servicing, and their ability to speak English,” Commissioner Meltenoven elaborated. She also highlighted the positive impacts on community development particularly in the rural areas including in upholding peace and order as unemployment is reduced. “When you travel around the six provinces (in Vanuatu), you see the real positive impact within the remote and rural communities around the new buildings, new businesses, so many banana boats which improve transportation helping many people residing in little islands to access crucial services,” Meltenoven stated. However, when it comes to building resilience against natural disasters, labour mobility has delivered mixed effects. In one hand, families and communities have more cyclone-resistant housing, but on the other, villages have less able-bodied men for post-cyclone recovery and rebuild. “Now you only see old people and kids, who are the most vulnerable during a period of natural disaster and in the recovery stage. They (villages) don’t have strong people to help for the recovery and to rebuild the community and the homes so for them the recovery will be very slow,” Commissioner Meltenoven explained. The loss of skilled employable people is also impacting local private sector development. “The private sector is suffering because they’re losing their skilled workers, of which they have invested so much money, so much time to train up. For example, in the tourism and hospitality industry, I can see that the current services has dropped a lot, the quality is no longer there,” Meltenoven stated. At the home front, she highlighted that social problems such as broken homes and domestic violence are rampant. Commissioner Meltenoven believes that these negative impacts emphasise the importance of conducive policies and support programmes in both labour sending and labour receiving countries. She highlighted that the PACER Plus Implementation Unit (PPIU) has funded a review of their labour mobility policy which will govern their labour mobility programmes in Vanuatu. The World Bank is also conducting a study to assess the impacts on private sector and the ILO is assisting with regulatory reforms to address issues. Vanuatu is also engaged in discussions with Australia and New Zealand to reconsider visa conditions and the length of work contracts in an effort to address social issues at home. Vanuatu, as host country of the 2023 Pacific Labour Mobility Annual Meeting (PLMAM) is also looking to optimise the opportunity to dialogue with key stakeholders on issues and to determine practical solutions. The PLMAM provides an opportunity for labour receiving and labour sending countries as well as other relevant organisations to come together to determine collective solutions that can maximise the positive impacts of labour mobility in the region whilst mitigating the negatives. More articles like this one
Pacific Labour Mobility: A Pillar of Growth for Australian and New Zealand Industries
Labour mobility is activated by unmet labour demand by employers in labour receiving countries. Employers therefore play a critical role in the success of Pacific labour mobility. Kerry McCarthy, a Pacific Australia Labour Mobility (PALM) employer and Gary Jones of Mr. Apple, a leading New Zealand Recognised Seasonal Employer (RSE) employer, shared their perspectives. Kerry McCarthy and her family run a vegetable business on the Darling Downs, just under three hours west of Brisbane, Australia. They specialise in growing leafy greens and sell to both the Brisbane markets and big grocery chains in Australia. Mr. Apple is New Zealand’s largest integrated grower, packer, and exporter of apples. Both companies have relied on Pacific workers since the inception of the labour mobility schemes, 2007 for New Zealand and 2012 for Australia. Kerry began with two workers in 2012 and now recruits around 60 workers from Solomon Islands. Mr. Apple recruits up to 1,300 workers per season from across the Pacific. Mayor of Hastings District Council, To’asavili Sandra Hazlehurst (seated) who received a Samoan chiefly title from the Falealili District chiefs, along with Mr Apple staff and RSE workers from that district in May 2023. Despite the varying scale and nature of the two companies’ operations, labour shortages were equally a chronic constraint to the growth of their businesses. “We became involved in the Seasonal Worker Program due to necessity. At that time, we were an isolated farm and could not find reliable local labour to employ. We tried using labour hire companies from the Lockyer Valley but as we were on the end of the line in regard to location, we were always given last priority. If you hadn’t already heard, in regional Australia there is a major labour shortage,” said Kerry. Similarly in New Zealand, Gary explained, “In the 1990s in New Zealand, there was a lot of people that were in seasonal roles working for the freezing works, processing, fishing, fencing, and farming and there were lots of New Zealanders who were moving around and could do seasonal work. But our communities and our jobs are completely changed, and New Zealanders are now more focusing on permanent urban roles and have become less available.” For businesses like these, Pacific labour mobility schemes provide a critical labour solution to underpin growth. Kerry shared, “It (PALM) has given us the confidence to expand our business, knowing that we can plan ahead, as our workers are going to be there for us and are going to stay with us for the whole season.” For Mr. Apple, “RSE underpinned our ability to provide quality fruit to our consumer. It’s allowed us to provide far higher quality to our consumers and the market. It’s given New Zealand apples a brand of being the best apples in the world. And the Pacific people (workers) have been a pillar that’s made the whole industry successful.” But behind the business transactions lies another layer to the success of Pacific labour mobility – the robust partnership between employers and local Pacific communities. Gary elaborated on Mr. Apples’ partnerships in the Pacific stating that “we have a partnership with the governments and the peoples of the Pacific, which is very important to us. Those relations are quite critical and the opportunity for us to partner with the governments enables us to make sure that issues can be identified, and risks can be mitigated.” For smaller family businesses like Kerry’s, this partnership is very close to home. Since 2012, Kerry has mostly recruited from a remote rural village in the Solomon Islands which has no road access and no electricity. Through her recruitments, she and her family have built a close bond with the local community. “My family visits the village; to witness the changes firsthand is overwhelming. All of this positive change has come from our small business. It boggles the imagination as to what can be achieved on a broader scale,” Kerry stated. A few years ago, Kerry and her children’s local school in Australia organised a school trip to the village in Solomon Islands. About 20 Australian high school kids and teachers experienced village life and donated support to the local school. Kerry shared that the experience significantly impacted the kids, and some have gone on to university to study development with a focus on the development needs of the Pacific, all based on their experience in Solomon Islands. The strength of these partnerships has caused many employers to want to give back more. They see that their role extends beyond recruiting workers to being agents of change and development. Many employers, like Kerry, are interested in providing direct support to social services in Pacific countries. She stated that “I would keep lobbing the Australian Government and also personally try and get investment flowing into the Pacific, starting with the Solomons for early detection of preventable diseases for women, particularly breast cancer and uterine cancer, HPV vaccines. But it’s difficult to know where to go, who to trust so that you know the ‘boots are put on the ground’ in the right area. It would be good for employers who want to contribute, but don’t know how to do it to be guided towards reputable businesses that are already established on the ground in the Pacific.” Other employers, such as Mr. Apple, see the opportunity to support local private sectors to grow entrepreneurship and business development. Gary explained that many employers and communities in New Zealand are at the stage where they “would like to see how to partner communities where their workers have got some collective capital and who are saying where should we invest our money now. Can we create some commerce at scale that will help that whole community to deliver? A good example of this is Hastings District Council and Hawkes Bay Iwi Ngati Kahungunu signing a Sister District agreement with Falealili District in Samoa. Both these communities have benefited immensely from the RSE scheme. Now these communities are saying how can
Rethinking the Development “Wins” from Labour Mobility
The development benefits of labour mobility are not as straight forward as we would like. Emeritus Professor Richard Bedford dwelled on the complexities of the labour mobility-development nexus saying “we’re just assuming that labour mobility is always good, or labour mobility is always bad. Labour mobility is a process and an option that individuals can exercise at different times in their lives, depending on the access they’ve got to other places to live in, and it’s not just a simple linear direct relationship”. Labour mobility generally refers to the movement of labour to deliver a service in an overseas labour market. It can cover movement for very short periods or a much longer or even permanent term. Similarly, development is defined by scale, and it is crucial to recognise the factors which enhance or mitigate development at every level. Labour migration can generate “triple wins” for migrants, their countries of origin and the countries that receive them. Photo: PALM Scheme Professor Bedford elaborated that “if you’re looking at mobility generally, you’re looking at decisions that people make about moving in order to achieve some particular goals or improvements perhaps in their lives or to escape something which they don’t like in the context they’re currently living in. So, development in that context is very much development of the individual and the social unit that they’re involved in and just by simply saying that what’s good for the individual is necessarily good for the community or good for the nation is a little bit simplistic”. The labour mobility-development nexus has also been captured in the proposal that temporary labour migration can generate ‘triple wins’ for migrants, their countries of origin and the countries that receive them. While there is consensus amongst labour mobility researchers on labour mobility generating multiple wins, there is not much convergence on who wins. Professor Bedford indicated that the “challenge with the triple win is that there are two parties that are definite — the employer who wants labour, and the workers who provide that labour. They are the people who are engaged in the process of seasonal movement, and they have to feel that they are benefiting from the interaction.” The third win, however, is unclear. Some scholars are questioning whether the “win” for individual workers effectively translates to sustainable socio-economic development in their countries of origin. Professor Bedford elaborated on the issue saying “people who come back year after year, their family becomes completely dependent on money earned offshore, and that’s not to contribute to development back home, that’s just simply to cover consumption. It (increased consumption) increases imports into the country because all they’re really doing is adding to consumer demand for, well, a mix of local produce and often more and more imported produce, which doesn’t do great things for the balance of trade necessarily for the country”. At the same time, the win for the labour receiving countries should not be discounted. Professor Bedford said that “the receiving country is getting an enormous amount of revenue from this as well, and we don’t really quantify that. We don’t ever address that, and so I actually think the triple win concept needs some quite careful rethinking”. The development benefits of labour mobility are also contingent on the type of labour mobility. Professor Bedford highlighted the critical importance of stakeholders understanding the contrasting impacts of short-term and long-term labour mobility programmes. “The biggest negative is taking away the skilled labour that the public and private sectors in the island countries need and have spent a lot of money training,” Professor Bedford stated. He further clarified that in the case of short-term labour mobility “you should be selecting people in villages who have few opportunities to earn a lot of money at home because their skills are very much the skills of agriculture and that’s where they will make their money, their skills. They’re people that work the land, and you’re going to bring them in to continue to work the land”. Long-term labour mobility can have a different type of impact and these contrasts should be considered in the design of labour mobility and development policies and strategies. The Pacific Labour Mobility Annual Meeting (PLMAM) provides a unique forum for rethinking of the different “wins” from labour mobility to inform policy formulation in the Pacific. Professor Bedford recognised the significance of PLMAM stating that it provides the “opportunity to share information, to acknowledge that we (countries) are in competition, but…we’re going to have to cooperate andcollaborate and work out standards and work out bottom lines, what we’re prepared to accept and what we’re not prepared to accept and not to undercut each other and not to have a race to the bottom”. With the theme of “harnessing the development benefits of labour mobility”, PLMAM 2023 seeks to bring together all relevant stakeholders to determine regional solutions that can enhance the wins for all those involved. More articles like this one
Empowering Families, Transforming Lives
The Famili i Redi Journey of Cleef Aru In the heart of Port Vila, Vanuatu, Cleef Aru, a 44-year-old father of two embarked on a transformative journey that reshaped not just his life but his entire family’s future. Like many Ni-Vanuatu, Cleef ventured abroad as a seasonal worker, seeking opportunities to provide for his young family. Like many young fathers, Cleef was confronted by the pressures to provide for his young family amidst rising cost of living at home yet restrained by the limited employment opportunities available to him. Labour mobility provided a rare opportunity for Cleef to overcome these constraints and to create a better future for his family. Prior to working overseas, Cleef earned an average of USD$162 fortnightly as a mechanic. On his farm job in Australia on his first trip overseas, working both as a mechanic, driver and grapefruit picker, Cleef earned USD$1,248 per fortnight, almost seven times more than his income at home. The monetary opportunities enticed Cleef to also encourage his wife Seri Kalotiti to join him in Australia, with the hope that together they can double their earnings to meet social obligations at home and create a better life for their young family. Cleef Aru and his wife, Seri Kalotiti, ventured abroad as seasonal workers, seeking opportunities to provide for their young family. But like all good things, there is also a downside to Cleef’s labour mobility story. Before his wife joined him in Australia, Cleef faced the harsh realities of his new life in a foreign environment, away from his family and his familiar way of living. Distance strained their family bonds, and the challenges of settling into a new environment took a toll on his well-being. Cleef began to turn to alcohol and drugs. “This affected my relationship with my wife and children,” he confessed, reflecting on the difficulties he encountered. After consecutive trips overseas and returning to Vanuatu with no progress on plans, Cleef realised that change was imperative. It was then that he and his wife had the chance to attend a Famili i Redi workshop, a pioneering program crafted by the World Vision Vanuatu, International Organisation for Migration, the Vanuatu Department of Labour and with seasonal workers and their families. This initiative aims to provide holistic tools, skills and strategies for labour migrants and their intimate partners, including modules on what to expect from overseas work, healthy relationships, nutrition, gender-based violence prevention and family financial management, which encompasses budgeting, saving, reducing the cost of remittance transfers and entrepreneurship upon reintegration in Vanuatu. Utilising what they had learnt from the Famili i Redi workshop, Cleef and Seri embarked on a transformative journey. They participated in training sessions that not only empowered them with valuable life skills but also helped them envision a brighter future. Together, they set ambitious long-term goals which included constructing a family home, starting a bakery business, investing in a fishing boat, and acquiring a truck. Driven by determination and newfound knowledge, Cleef made significant lifestyle changes. He relinquished alcohol and cigarettes, focusing on his family’s well-being and the pursuit of their goals. Both Seri and Cleef agreed that she will continue her work in Australia while Cleef managed their projects and cared for their children back home. Cleef Aru proudly smiles as he stands in front of his house which is currently under construction. Today, they stand proudly halfway through building their dream home – a testament to their unwavering dedication. The family’s bakery business has flourished, with Cleef’s freshly baked bread becoming a local favourite in Port Vila and beyond. The couple even acquired a van, enabling them to transport their baked goods to communities at each end of Efate Island. “Beyond accomplishing our family’s long-term goals, the Famili i Redi program helped my wife and I communicate better. In doing so, this has helped our relationship, especially with my wife working abroad,” shared Cleef, highlighting the impact Famili i Redi had on their communication and connection. As Jimmy Kawiel, Deputy Portfolio Manager, Climate and Resilience Livelihoods Portfolio expressed, “Cleef’s journey exemplifies the potential for positive change when families are equipped with the right tools and support. We are committed to empowering more families like Cleef’s, ensuring their dreams become reality.” Cleef Aru’s story is true for many labour mobility workers. Many started off with bright dreams and high hopes but only to be toppled by the harsh realities of life in a new environment, away from family and the familiarities of home. Initiatives such as Famili i Redi are critical in providing the necessary lifeline for workers and their families. The family’s bakery business has flourished, with Cleef’s freshly baked bread becoming a local favourite in Port Vila and beyond. Cleef’s labour mobility journey highlights the significance of the employment opportunities offered by labour mobility schemes but that the benefits of these opportunities can be overshadowed by the challenges of life away from home. These challenges do not discount or devalue the potential benefits of labour mobility, they only accentuate the need for lifelines to support workers and their families overcome these trials. Famili i Redi is a true example of the benefits of these lifelines to enable workers and their families to reap the full benefits of labour mobility. Thanks to the vision and dedication of initiatives like Famili i Redi, lives are transformed, families are strengthened, and communities thrive, one empowered family at a time. As the slogan for the training says: it’s not an individual journey but a family journey. More articles like this one
Exporting Samoan Taro to New Zealand
Empowering Farmers and Nurturing Communities In the heart of Samoa, where lush green fields stretch under the embrace of the Pacific sun, a remarkable story of resilience and opportunity unfolds. Meet Seuamuli Kome Robbie Lauano, a 48-year-old entrepreneur whose dedication and resourcefulness have brought the flavours of Samoan taro to the shores of New Zealand, thanks to the support of the Ministry of Agriculture and Fisheries (MAF) Samoa and the PACER Plus Implementation Unit. Mr. Lauano’s journey began with a simple but profound realisation. He saw the untapped potential of small farmers in Samoa who lacked the opportunity to export their produce. Determined to bridge this gap, Mr. Lauano reached out to the PACER Plus Implementation Unit, which utilised its networks to support Mr Lauano. With a vision of empowering local farmers, Mr. Lauano set out to purchase their taro, offering fair prices that sustained their families in numerous ways. By eliminating the middlemen and directly supporting the farmers, he not only ensured their financial stability but also fostered a sense of hope and optimism within the community. Iopu Ma’aolo (left), a farmer from Savai’i, smiles as he receives WS$1,080 in cash from Seuamuli Kome Robbie Lauano for the export of his taro. Through Mr. Lauano’s efforts, over 2,000 kilograms of Samoan taro made their way to New Zealand, crossing borders with zero tariffs under the PACER Plus agreement. The destination was Papakura Wholesale Meats Direct, a store in Auckland, New Zealand owned by Mr. Lauano and his business partner, Toomata Paul Stowers. The response from consumers were overwhelming, as word spread about the availability of fresh, high-quality Samoan taro. Throngs of eager customers travelled from Otara, Manurewa, and Mangere to savour the taste of these traditional delights. The aroma of boiled taro filled the air, as families gathered around tables adorned with the bounty from Samoa. The connection to their cultural heritage was rekindled, and the demand for Samoan taro soared. For Mr. Iopu Ma’aolo, a 35-year-old farmer from Savai’i, this newfound opportunity brought tangible improvements to his family’s life. With a beaming smile, he shared how he earned WS$1,080 (US$400) from the export of his taro. Comparing the current market prices, he expressed gratitude for the upfront payment and the increased value of his produce. The additional income would help secure a brighter future for his two children, offering them improved access to education and healthcare. Avea Vaoga (right), a farmer from Savai’i, receives WS$5,400 from Seuamuli Kome Robbie Lauano which he plans to invest in his farm. Similarly, Mr. Avea Vaoga, a 52-year-old farmer also from Savai’i, rejoiced at the fruits of his labour. When he received a cash payment of WS$5,400 (US$2,000) for his taro, his joy knew no bounds. As a community leader, Mr. Vaoga understood the significance of this opportunity not only for his family but also for the entire community. With his newfound earnings, he planned to invest in his farm, providing employment to young men in the village. The prospect of agricultural prosperity excited him, as he envisioned a future where opportunities for export continued to uplift local farmers. Beyond the financial gains, the export of Samoan taro holds deeper significance. It symbolises a revival of cultural identity and pride, reminding Samoans living abroad of their roots. The aroma, taste, and texture of this traditional staple transport them back to cherished memories and traditions, strengthening the bonds that unite the Samoan diaspora. The success of Mr. Lauano’s venture highlights the importance of empowering local farmers and supporting agricultural growth in Pacific countries. Samoa’s MAF and the PACER Plus Implementation Unit’s role in supporting this journey serves as a testament to the transformative power of collaboration and opportunity. As the sun sets over the expansive taro fields of Samoa, Mr. Lauano continues to work tirelessly, bridging the gap between farmers and distant markets. His story is a testament to the resilience and determination of Pacific communities and a beacon of hope for farmers who dare to dream of a brighter future. With each kilogram of Samoan taro exported, a legacy of empowerment, sustainability, and cultural preservation is written, one that echoes through generations to come. -END- More articles like this one
Bridging the Gender Gap in Agriculture
How Electronic Phytosanitary is Empowering Women in the Pacific The electronic phytosanitary certification system, also known as ePhyto, is a technological innovation that is making a significant contribution to gender equality in trade. This digital platform facilitates the certification of plant and food products by eliminating physical paperwork, reducing processing time, and enabling real-time tracking of certification status. One of the critical ways in which ePhyto supports gender equality is by enabling women to participate more fully in international trade. In many countries, women are traditionally excluded from trade-related activities due to cultural and social barriers. However, ePhyto has made it easier for Pacific women to access and participate in the export market by simplifying the certification process and making it more accessible. ePhyto removes the need for Pacific women to travel to and attend to government offices to complete phytosanitary paperwork each time they export/import. This system reduces time burdens, eliminates need to travel, and allows for online activities to be done at a time convenient to women. This system substantially supports Pacific women in engaging fully in trade. The Pacific Agreement on Closer Economic Relations Plus (PACER Plus) has been a crucial driver of ePhyto’s implementation in the Pacific region. PACER Plus is a unique trade agreement that aims to promote sustainable economic development in the Pacific by improving access to international markets. By supporting the adoption of ePhyto, PACER Plus is assisting member parties to increase their competitiveness in international trade while also promoting gender equality. Since September 2022, PACER Plus Implementation Unit provided training to a total of 123 biosecurity officials and exporters from seven member parties: Cook Islands, Kiribati, Niue, Samoa, Solomon Islands, Tonga, and Tuvalu. However, plans to involve stakeholders in Vanuatu, the latest Pacific country to ratify the agreement, have been delayed due to Cyclone Judy and Cyclone Kevin that hit the country this month. Out of all the participants who received training, 42 per cent are women. May Schaaf Vi, Manager Operations for Hihifo Foods, attended the PACER Plus ePhyto Training in Nuku’alofa, Tonga. “In my past experiences, the manual phyto certification generally takes a day or two to process. With ePhyto, processing the certificates will almost be instant which would assist us greatly in exporting and importing goods,” said Ms. Vi. ePhyto is a technological innovation that is having a significant impact on promoting gender equality in the Pacific. By simplifying the certification process and eliminating gender-based barriers to trade, ePhyto is enabling more Pacific women to participate in international trade and access new economic opportunities. More articles like this one