GIN WINS SILVER Infusing gin and the unique flavours of Aotearoa has won Waikato’s Clark Lane Distillery a silver medal at the Asia Spirits Challenge - PAGE 6
Waikato-based Brainchild director Angela March has been selected as one of only 26 women for the Global Women in Public Relations Empower programme - PAGE 13
What began as a gluten free bread making experiment for health reasons has turned into a growing business for Raglan local Lucy Donaldson.
Grayson Clements’ Associate Lawyer, Philip McHugh, thrives on complexity and the challenge of navigating uncertainties.
What sets him apart, however, is his ability to put the individual, his client, at the center of the issue and develop bespoke legal solutions to protect them, their interests, and their families.
Philip was recently promoted from lawyer to associate at Grayson Clements, a law firm based at Hamilton’s Innovation Park. The firm was established in 2008 by directors Michael Grayson and Andrew Clements with the desire to grow a firm that was “a little bit different” in its value-driven, client-centric approach. It now employs 26 legal professionals across a wide range of areas.
Philip’s love of learning is clear, and it’s an approach that he carries into his interactions with clients.
He has a Bachelor of Arts, majoring in philosophy and political science, another Bachelor of Arts, majoring in history and religious studies and a Bachelor of Arts with
Honours in Religious Studies from Victoria University in Wellington. After forging a successful career in retail, including a stint in the complaints department for a small ship cruise line in London, Philip went back to university to study law in 2015, graduating with a Bachelor of Laws with Honours in 2018.
He has been practicing as a solicitor since then, reaching associate level after only four years of his admission to the bar.
He is also passionate about developments in emerging technologies, including blockchain, encryption, and AI and the developing legal framework to regulate it.
At his best in complex situations, Philip is passionate about helping his clients achieve their goals with simple legal solutions.
“Just because your life is complex, doesn’t mean your legal structure has to be,” he says.
When I’m working with a client, I start by getting to know them, what drives them, what their internal motivators are. By knowing this, and building a great relationship, we can come to a legal solution that best suits their needs and can grow as they grow.
It’s no surprise then that Philip thrives on making his clients feel comfortable with their legal structures and explaining complex legal terms in plain language. His specialty is in helping individual and corporate clients structure their relationships with deeds, agreements and other documentation, and he has a particular interest in the interplay of legal persons (companies, trusts, Limited
Philip McHugh
Partnerships, etc) to protect, preserve and commercialise his clients’ potential.
“As a lawyer, I love exploring the ‘what if’ scenarios with clients, going down rabbit holes and getting to the heart of a situation and exploring the opportunities from there. It’s really satisfying when you’ve explored all the options available and come to a solution that is beneficial for the client, not just in protecting their assets, but also in knowing you have looked at
Grayson Clements was established in 2008 by lawyers Michael Grayson and Andrew Clements, who both had a desire to grow a firm that focused on designing solutions, delivering results and protecting people. Their work and reputation have gained traction and their client base has grown organically to a point where they now have a team of 26 staff across a range of practice areas.
every possibility and come to the best solution based on their needs.
“I’m particularly interested in the technology space as it relates to the law, especially as so much of it has not been legislated and there’s no right answer. There’s a huge amount of work to be done in that space and that can only come through us, as legal professionals, learning more and doing more work in the field to establish some best practices.”
At Bayleys, we believe relationships are what businesses are built on and how they succeed. We understand that to maximise the return on your property you need:
Professional property management
A business partner that understands your views and goals
Contact the Bayleys Waikato Commercial Property Management team today.
Jan Cooney
Head Commercial Property ManagementWaikato, Bay of Plenty and Taranaki 027 408 9339 jan.cooney@bayleys.co.nz
David Cashmore
Bayleys Commercial Manager - Waikato 021 943 305 david.cashmore@bayleys.co.nz
Gert Maritz
Senior Facilities Manager - Waikato 027 230 2514 gert.maritz@bayleys.co.nz
Darren Rule
Senior Facilities Manager - Bay of Plenty & Taranaki 027 214 1631 darren.rule@bayleys.co.nz
FROM - PAGE 1
Lucy’s gluten free bread is now stocked in stores across the Waikato, Bay of Plenty and Auckland, and she’s churning out around 1200 loaves a week.
It was while breastfeeding her third child and watching him struggle with colic that prompted Lucy to cut gluten and dairy from her diet to give him some relief.
It worked for him and Lucy also noticed that her eczema and stomach pains also eased up.
“I was originally an operating theatre nurse and I used to think the eczema was due to washing my hands with surgical scrub so often. But now I think I may have had an underlying gluten intolerance.”
Lucy says like many people on a gluten free journey she struggled to find bread that didn’t compromise on taste and texture in comparison to normal bread.
No stranger to baking, Lucy had been making traditional sourdough for many years and decided to experiment with making gluten free sourdough.
“I couldn't find any bread that I actually liked so I started on a mission of making
my own. And then I became super obsessed with it until I got it to the point where I was like - man, this is a better than anything I can buy, I wonder if anyone else would enjoy it,” she says.
Lucy had always been a fan of bakery Volare sourdough so she decided to make a cheeky call to co- owner Ed Hemming.
“I wondered why the biggest bakery in the Waikato wasn’t doing anything gluten free so I tracked down Ed’s number and gave him a call.”
The call couldn’t have come at a better time for both parties; Volare owners Ed and Ryan Simmons were keen to do a gluten free range but
didn’t have the time and they were happy to support Lucy to make a go of baking and selling gluten free bread.
“They had lots of people asking about gluten free bread so they knew there was a demand. But they wanted to do it right with a purpose-built bakery to make sure that if you're calling it gluten free there's no possibilities of cross contamination. I wasn't sure at our first meeting where it would go or what would come of it, but after a long chat we decided to start a business together.”
With her youngest only 18 months old at the time Lucy wasn’t sure how she would manage but the decision was
lockdowns, they opened a purpose-built bakery in Grasslands Place in Hamilton.
In the first three months Lucy worked really long hours five days a week trying to keep up with the production.
taken out of her hands a short while later when New Zealand went into its first COVID lockdown.
Not wanting to take the risk in uncertain times, they decided to put the business idea on the backburner.
And, like so many of us during lockdown, Lucy got her bake on and set about perfecting her sourdough.
“We kept in touch. But it was all up in the air of whether we should be doing this. I was still quite driven about it, even though I didn't really know whether it would happen or not.”
Two years later in April 2022 after lots of baking trial and error, and several
“I’d get up super early to head to Hamilton to bake the bread, drive back to Raglan, pick up the kids and take them into Hamilton. My husband would pick them up and then I'd slice all the bread, pack it, take it down to Volare and then go home.”
Having been a theatre nurse helped with the stamina off pulling such long shifts and being on her feet all day.
“Ed and Ryan were instrumental in getting someone to help. They said this isn't sustainable. Yes, you’ve got to do long hours when you first go into business, but it’s not sustainable when you’ve got a young family. To be honest we weren't expecting it to be so popular, so quickly.”
Ed’s business mind and Ryan’s baking expertise coupled with the thousands of hours of Lucy’s gluten free baking experimentation was the perfect storm for a successful business.
“I couldn't have done it without them and they say the same about me. It was a perfect combination of the three of us because we all have different things to offer,” Lucy says. It’s still hard graft but she now employs five staff who help her get the bread to market.
As well as being stocked in every Volare store in the Waikato and Auckland, lots of health food stores now stock the gluten free range.
Lucy’s bread is also sold on the Volare stand at the Hamilton and Cambridge Markets and is sold online and delivered direct to customers nationwide.
The range includes a sourdough, a fruit bread, a seedy loaf and a tradition white loaf which, Lucy says, will work perfectly at a sausage sizzle and ideal for the kids’ lunchboxes.
Having grown so quickly, Lucy is now focusing on expanding the Auckland market.
“We're just trying to perfect our systems at the moment and trying to increase our Auckland client base. Logistic for us is really hard being a fresh product. So we’re just trying to fine tune those kind of practices to make it more accessible for people.”
Having grown up in Raglan, Lucy credits the entrepreneurial and spirit she experienced in the small surf town to giving her the confidence to start a business.
“Raglan has changed a lot and the community size has grown, but I still think that it is full of people supporting new ideas and each other, which is probably why it continues to attract so many new people - nothing to do with the surf of course. Having that support behind me I think really gave me the confidence to put myself out there and give it a go.”
South Waikato Investment Fund Trust (SWIFT) has launched a $50,000 scholarship scheme to help South Waikato residents of all ages with their tertiary education.
SWIFT chief executive Amanda Hema says applicants who are not eligible for the Government’s fees free programme may receive up to $5,000 ($1,000 for course related costs and $4,000 for study fees). People who are eligible for the Government’s fees free programme may receive up to $1,000 for course related costs in their first year.
The scholarship programme is not only for school leavers.
“SWIFT endorses ‘whole of life’ education and welcomes
applicants who are in employment looking to upskill and or members of the community who are looking to reintegrate into the job market by upskilling or gain employment in another industry sector,” Hema says.
The scholarships are open to returning applicants as constant upskilling and development is encouraged.
“The scholarships won’t be a ‘one and done’. If an individual continues to study beyond their first tertiary qualification or for extended years beyond their programme, they can apply each year.
Hema says the scholarship scheme has been designed as part of the trust’s purpose to create educational initiatives in the South Waikato district
“All applicants are welcome and we would especially love to hear from people who are the first in their family to undertake tertiary education because we can refer them to other organisations which can assist financially or advise on enrolment in their chosen
field. Qualifications that help the applicant to gain employment in South Waikato will be prioritised.”
Hema says the scholarship scheme has been designed as part of the trust’s purpose to create educational initiatives in the South Waikato district and will run for five years from 2024 to 2028.
“Additional support beyond financial scholarships is deemed essential for all applicants and we also believe it is important to create scholarship cohorts. A pastoral care programme and support is expected to be developed with potential partners over time.”
SWIFT’s preferred tertiary providers for the scholarships
are Toi Ohomai Te Pukenga or University of Waikato. Te Wānanga o Aotearoa and Open Polytech are also recognised as potential providers.
“This is because Toi Ohomai Te Pukenga Tokoroa Campus is easier to access for people within South Waikato District and the Waikato University provides transportation to its
Hamilton Campus.”
Applications for the scholarships are open until Tuesday, October 31 and can be made at swift.org.nz/scholarship.
Successful applicants will be announced on Saturday, November 18 at the first public open day for Pukenga Rau, the South Waikato Trades Training Centre.
In late September we launched an initiative to shine a light on regenerative tourism’s potential to transform Waikato communities, the environment and the visitor experience for the better.
Titled ‘Tiaki in Waitomo’, the programme explores the stories of tourism operators in and around Waitomo Village to showcase the steps many of them are taking to make sure the experiences they offer actively contribute to the community and environment.
While this care for people and place has been ingrained in their businesses for a long time, their efforts are part of a growing movement underway across our industry, and their stories – told through engaging
personal videos and case studies – aim to inspire other tourism businesses to consider ways they can be even more of a force for good.
This shift towards sustainability and a regenerative approach, where tourism businesses actively contribute to the community and environment, is more important than ever as we head into a summer period that promises to be one of our busiest for years. Kiwis will be travelling around our country for their Christmas/New Years holidays and Statistics New Zealand data shows monthly international visitor numbers are now sitting at more than 80 per cent of 2019 pre-Covid numbers.
I’m unashamedly biased,
BY NICOLA GREENWELL
Chief executive, Hamilton & Waikato
Tourism
but I think the videos and stories created as part of the project are incredibly heartwarming. From riparian planting
and the use of solar panels for energy generation to pest control and an unwavering focus on employing and selling local, there are fantastic activities happening in Waitomo that are both inspiring for manuhiri and that other tourism businesses can learn from and integrate easily into their own operations.
The efforts of operators and the Waitomo community are having an impact too – locals are reporting more native birdlife and environmental monitoring is showing cleaner waterways, healthier caves and more abundant glowworms.
Developed in collaboration with Waitomo District Council, the Department of Conservation, isite representatives and local tourism businesses, these operator stories provide the ‘wow factor’ for the launch but our work with these partners also takes a wider holistic view.
Working together, we’ve run workshops with operators regarding Tiaki, worked with individuals on initiatives within their own businesses and set the wheels in motion for Tiaki signage across the Waitomo district. Alongside our Waitomo operators we are sharing the Tiaki messages through our channels, digital platforms and onsite in their places of business to help educate manuhiri/ visitors about the part they also play in caring for our people and place
We’re incredibly proud of Tiaki in Waitomo and we can’t wait to see where it goes. Over
the next few months we will work closely with like-minded industry bodies including Tourism New Zealand, Waitomo District Council, Department of Conservation, iwi, tourism operators, media and others to share these fantastic Tiaki in Waitomo stories far and wide.
We hope to continue to grow the Tiaki in Waitomo concept
in the year ahead and, funding permitting, hopefully replicate it in other Waikato communities. In doing so, we will bring the fantastic mahi being done by our local tourism operators into the light and enable sharing of knowledge about how we as an industry can help rise the regenerative tourism tide for the benefit of our region.
Company-X’s Jeremy Hughes joins innovation award judges.
Atrio of Waikato businesses are competing for this year’s Company-X Innovation Award.
Helix Flight Manufacturing Machines Ltd, Flight Structures Ltd and Emergency Consult, all based in Hamilton, were named finalists of the Waikato Chamber of Commerce Business Awards on September 13.
Company-X co-founder and director Jeremy Hughes was one of the Innovation Award judges and presented the finalists with certificates.
“It is so good to see innovation thriving in the Mighty Waikato,” Hughes said.
“Company-X has sponsored the innovation award since
2017. It was an honour to be asked to join the panel of judges this year. Even experienced businesspeople learn something from the process of entering and the feedback process in these awards, and that goes for judges too. I loved hearing about the journey our innovators are on. I enjoyed the process tremendously.”
This category recognises organisations that have enhanced their success through innovation - both in thinking and implementing of an idea.
Their innovation can be in a product, service, technology, or process.
Businesses entering the Innovation category are required to have a minimum
Company-X has announced Basundhara Rai has joined the software specialist as a senior project manager.
Hamilton-based Rai manages planning, scheduling, budgeting, execution, and delivery of projects for a number of Company-X clients.
Rai came to Company-X with extensive experience as a project manager and business analyst with a diverse range of multinationals. Rai joined Company-X from Canadian multinational media conglomerate Thomson Reuters where she was a project manager responsible for legal content for the United Kingdom and European Union. Before that Rai worked for US multinational financial services firm JP Morgan Chase and Co as an associate project manager and senior business analyst.
Rai is a certified scrum master, certified in the most popular agile scaling framework in the world, Scaled Agile Framework (SAFe) and is Project Management Professional trained.
Rai has a postgraduate degree in Information Technology and a Master of Business Administration from Narsee Monjee Institute of Management Studies in Mumbai, India.
Rai, who joined Company-X in June, said she was enjoying immersing herself in Company-X culture getting to know its clients and their projects.
“It has been extraordinary,” Rai said. “It is awesome to connect and collaborate with such bright minds, each with different specialties.”
Company-X professional services manager Michael Hamid said: “We are
of two full time equivalent employees and annual net turnover more than $1 million.
“Company-X Innovation Award finalists are a testament to the creativity and ingenuity of Mighty Waikato companies,” said Company-X co-founder and director David Hallett. “We’re proud of their work, and excited to see what they do next.”
Head judge Dr Heather Connolly of Waikato University’s Management School said the panel of 29 judges was impressed with the quality of the finalists.
“We were also pleased to see the number of entries up on last year, with a total of 76 entries this year. The calibre of entrants was excellent and
delighted to welcome Basundhara to the Company-X team. She has come up to speed on several projects very quickly and our clients are already benefiting from her project management skills and experience.”
it’s always encouraging to see businesses enter for the first time,” Connolly said.
“As judges we feel privileged that the entrants again have provided us with the opportunity to find out more about what makes them special. And as businesses in the region, there are some amazing things happening.”
Even experienced businesspeople learn something from the process of entering and the feedback process in these awards
Software specialist Company-X’s acquisition of Pepper Creative in 2019 led to the development of the innovation award winning software Voxcoda.
The inspiration for Voxcoda came from Pepper Creative founder Lance Bauerfeind, who joined Company-X as product owner of the software after the acquisition.
Voxcoda uses artificial intelligence to generate natural-sounding audio files from text. This makes it a cost-effective and efficient way for businesses to create voice-overs for their products, services, and marketing materials.
In a short period, I have experienced the array of software services Company-X provides. I have already learned so much and am really looking forward to expanding my knowledge horizon.
In October 2020, Company-X won the Homegrown Innovators Independent Software Vendor category for Voxcoda in IDG’s Reseller News Innovation Awards. The judges praised Voxcoda for its ability to automate a labour-intensive manual process and introduce automated workflow technology to transform the process for users.
“Voxcoda is one of the jewels in the crown of our acquisition
of Pepper Creative,” said David Hallett, co-founder, and director of Company-X. “It’s a product that revolutionises the way that companies create and manage voice-overs.”
Voxcoda was also instrumental in Company-X becoming an Amazon Web Services (AWS) Partner. AWS Partners are companies that have demonstrated expertise in using AWS services to help customers achieve their business goals. Company-X was awarded AWS Partner status following an AWS foundational review of Voxcoda.
“We are excited to become an AWS Partner,” said Jeremy Hughes, co-founder, and director of Company-X. “This partnership will allow us to provide our customers with the best possible cloud solutions and help them to achieve their business goals.”
The acquisition of Pepper Creative was a strategic move by Company-X to expand its capabilities in extended reality.
As a result of the acquisition, Company-X was able to build a state-of-the-art virtual reality (VR) training programme for First Gas. The VR training programme uses a true-to-life VR model of the Te Kowhai Main Line Valve in the Waikato to train First Gas employees on how to safely operate the plant. Company-X also built a VR welding fume risk identification and control implementation experience for WorkSafe. The VR experience allows WorkSafe employees to learn about the risks of welding fumes and how to control them.
“The acquisition of Pepper Creative has been a major success for Company-X,” said Hughes. “We have been able to develop innovative new products and services, such as Voxcoda and the VR training programmes for First Gas and WorkSafe. We are excited to continue to innovate and grow our business in the years to come.”
Infusing gin and the unique flavours of Aotearoa has won Waikato’s Clark Lane Distillery a silver medal at the Asia Spirits Challenge.
Co-founders Andrew Thomson, Andre Vandenberg, Duncan Otto and Mark Flyger knew they had stumbled onto something special when they tasted their first batch of pikopiko-infused gin.
"Winning this medal validates the exceptional quality we consistently aim to offer," Otto says.
Like many good business plans of late, the idea was conceived during the Covid-19 lockdown by a group of blokes
over a friendly beer discussing how they might experiment with Duncan’s small distillery sitting in the shed at his Clark
We’ve discovered one of the nice ways to drink it is with a slice of cucumber, some cracked pepper and just a little tonic
Lane home in Te Pahu.
“We had experimented with adding different flavours to alcohol but this was a different experience (making alcohol from scratch). We did a bit of research and with the first initial taste we knew we had something pretty good, we just needed to do a bit of refining,” Duncan says.
There are several things that set Piko apart from other gins, he says, including the all-important distinctive, sweet asparagus-like flavour from the pikopiko combined with the alcohol which is distilled in fresh spring water sourced from a friend’s property at the foothills of Pirongia.
“During the journey, we found that, because we make our own base alcohol where 97% of gin distilleries don’t, we get a very clean alcohol. It's not bitter, it's a very nice flavour.”
Harvested annually, the pikopiko fronds were originally sourced locally but the team have since planted hundreds of asplenium bulbiferum, commonly known as hen and chicken fern, on a friend’s farm in Taranaki to provide a consistency in quality and flavour.
Their gin journey has also seen a move from Duncan’s home still to larger distillery equipment based at his pub Biddy Mulligans on Hood Street in December last year.
They’ve also taken on sales and marketing manager Stuart Atiken to help boost the profile of Piko – starting locally before moving to the international markets of China, Japan
and the UK.
Aitken says Piko is a highend gin and this is reflected in the price – retailing at $95 for a 700ml bottle.
“We've been targeting premier liquor outlets, such as Hamilton Beer and Wine, the Keg Liquor Merchant, Cambridge Fine Wine and the Mount Wine Barrel. We've got it in places like Ernest and Palate and others have expressed an interest.”
They are currently bottling around 500 Piko gins a month and keen to go bigger when the time is right.
“Our long-term plan is to open up a commercial distillery somewhere so it’s not upstairs (in Biddy’s) and introduce a few new products over time,” Duncan says.
In the meantime, being based at Biddy’s means they can hold Piko tastings upstairs at the pub.
“We’ve discovered one of the nice ways to drink it is with a slice of cucumber, some cracked pepper and just a little tonic,” Aitken says. Dubbed as the world’s most important gin competition, the team have also entered Piko into the London Gin of the Year Awards and, with a silver at the Asia Spirits Challenge, they are hopeful for some positive results in November.
Book a Piko gin tasting at sales@clarklanedistillery. co.nz or 027 560 4621
Option 1 - $30 pp for 1 hour tasting. Three different mixes of Piko gin to taste.
Option 2 - $60 pp for 2 hours. Three different mixes of Piko gin with tapas and a cocktail.
“ Architecture takes you to a place you are unlikely to arrive at on your own. It is the ultimate opportunity to make your home or work environment personal and purposeful.
The finalists in this year’s Waikato Chamber of Commerce Business Awards, supported by Foster Construction Group, were announced recently at an event at Waikato University’s The Pā, with 21 businesses named in the line-up.
Head judge Dr Heather Connolly of Waikato University’s Management School said the panel of 29 judges was impressed with the quality of the finalists.
“We were also pleased to see the number of entries up
on last year, with a total of 76 entries this year. The calibre of entrants was excellent and it’s always encouraging to see businesses enter for the first time,” Connolly says.
“As judges we feel privileged that the entrants again
have provided us with the opportunity to find out more about what makes them special. And as businesses in the region, there are some amazing things happening. Of note this year was a strong international trade element among the entries.”
Tickets for the gala dinner, to be held at Claudelands Event Centre on November 17, are available for purchase at www.waikatochamber.co.nz/ business-awards-2023/
Waikato Chamber of Commerce Business Awards finalists
BUSINESS GROWTH AWARD
Treadlite NZ
MS Civil Construction Limited
Pure Lighting
COMMUNITY
CONTRIBUTION
Dive Zone Whitianga
South Waikato Investment
Fund Trust (SWIFT)
Ninja Valley
FOR PURPOSE AWARD
Hospice Waikato
Central Kids Early Education
South Waikato Investment Fund Trust (SWIFT)
INNOVATION AWARD
Helix Flight Manufacturing
Machines Ltd
Flight Structures Ltd
Emergency ConsultRethinking Healthcare Delivery
INTERNATIONAL
TRADE AWARD
Helix Flight Manufacturing
Machines Ltd
Manta5 Hydrofoil Bikes
Invivo Wines
MARKETING AWARD
Treadlite NZ
Hamilton Airport
Pure Lighting
PEOPLE & CULTURE AWARD
MS Civil Construction Limited Ninja Valley
SERVICE EXCELLENCE
AWARD
My Mortgage
Normans Transport Safety Genius
SUSTAINABILITY AWARD
Dive Zone Whitianga
NZ National Fieldays Society Inc
EMERGING LEADER OF THE YEAR
Carl Saywell
Adam Norman
Jenni Falconer
The Waikato Business Awards are supported by Foster Construction Group, while the category sponsors are Chow:Hill
Architects, Company-X, Deloitte, Hamilton Airport, Mitre 10, Montana Food & Events, SkyPoint Technologies, Sleepyhead, Tompkins Wake, Trust Waikato, the University of Waikato and Wintec Te Pūkenga.
More than 100 engineering leaders, educators and supporters gathered to celebrate the 20th anniversary of Waikato Engineering Careers Association at the University of Waikato’s impressive new The Pā recently.
The occasion was marked with the launch of a new Waikato Engineering Education Fund, focusing on innovation, diversity and equity in the sector.
Hanga-Aro-Rau, the Workforce Development Council for Manufacturing Engineering and Logistics, is applauding the launch, with the sector’s skills shortage set to grow by 38 per cent to 40,000 workers by 2028 if immediate action is not taken.
The council’s chief executive Phil Alexander-Crawford, who attended WECA celebrations, says WECA’s fund spearheads a direct regional response to the shortage, supporting innovation and underrepresented groups in our community.
“This approach is hugely encouraging for our sector as Aotearoa faces critical skills shortage. Women are a major source of untapped talent and are a big part of the solution and we are also fortunate to have a growing Māori and Pacific
community. These people are increasingly essential for creating an innovative and skilled workforce,” Alexander-Crawford says.
WECA general manager Mary Jensen says marking the 20-year milestone was a way to celebrate the strong foundations of the region’s engineering sector.
The association was founded in 2003 to combat disconnection between the tertiary education system and employers, who were struggling to work together to build a workforce.
“Before WECA was established, engineering and manufacturing was somewhat a hidden industry. WECA has been able to bring our sector to life for young people. It’s paid off, with those who have been involved for 20 years still around today – testament to the fact that training and growing your own workforce from the ground up grows strong businesses,” Jensen says.
WECA was the brainchild of Roger Evans of Stafford Engineering, a long-time proponent of skills development in the region’s business. Evans was nominated for a WECA Life Membership at the celebration.
“Roger, and those like him have been a strong employer voice and generous crusader for better skills and training in our region.”
Jensen says in two decades the WECA team has attended more than 60 Careers Expos, spoken to 1000s of young people, built websites, facilitated work placements, and lobbied on behalf of the sector.
“We’ve advocated for members, including seven years on the Waikato Labour Market Forum and, more recently, supporting Pam Roa of Longveld in her role with the Regional Skills Leadership Group. Our members have also profiled more than 100 young engineers across a broad spectrum of roles in the regional careers resource, FutureForce Careers Hub.”
Jensen also represents the region – and WECA - on the Industry Stakeholder Group for Hanga-Aro-Rau, the workforce development council.
The Waikato Engineering Education Fund will be managed by Momentum Waikato Community Foundation and is primarily for scholarships for trainees, apprentices, and professionals in the Waikato engineering sector, with a focus on innovation, equity and diversity. To donate: www.momentumwaikato.nz/donate.
WECA’s 20th Anniversary Celebration was supported by Vulcan, Beca, University of Waikato, Wintec – Te Pūkenga, Hanga-Aro-Rau and FutureForce Careers Hub.
1. WECA originals Lou Ewington, Steve Andrew, Bruce Howatt and Roger Evans, Stafford Engineering.
2. A great crowd celebrating WECA’s 20th anniversary at the University of Waikato Pā. | 3. The crew from Vulcan, Jason Merrie, John Teuru, Geoff Maisey, Dean McGovern and Rod Hagan with WECA Chair Mike Welten. | 4. University of Waikato Professor Janis Swan, Wintec – Te Pūkenga’s Trudy Harris and Smart Waikato’s Kris Anderson. | 5. WECA Board Member Mike Duke, of University of Waikato, and John Gallagher of Gallagher Group. | 6. Pam Roa of Longveld and Janice Lapwood of Momentum Waikato. | 7. Owen Embling of Convex, Shelley Wilson of Wintec - Te Pūkenga and Longo Takataka of Longveld. | 8. David Hallett of Company-X, Rosie Spragg of Te Waka, Les Roa of Longveld and Keith Gallagher of Gallagher Group. 9. University of Waikato Senior Deputy Vice Chancellor Alister Jones telling the story of The Pā. |10. Graeme King of Mainline and Dean McGovern of Vulcan. | 11. The JP Marshall crew Alex Mowles, Marcus Heayns, Adrian Marshall and Blair Ussher. | 12. WECA Manager Sally Birch, University of Waikato Senior Deputy Vice Chancellor Alister Jones and WECA original Lou Ewington. | 13. Beca’s Vinal Kumar, Iona Young and Richard Douch with University of Waikato’s Jess Vanxay. | 14. Dave Stuart of Stafford Engineering, Mike Welten WECA Chair, Peter Wilkinson of Wilkinson Transport Engineers and Roger Evans. | 15. Raffle winner David Hallett of Company-X and Monique Aitchison of FutureForce® Careers Hub. | 16. Hanga-Aro-Rau Chief Executive Phil Alexander-Crawford, WECA General Manager Mary Jensen and Hanga-Aro-Rau’s Hagen Tautari.
If you’re out and about on any New Zealand road these days, and you’ll likely see Electric Vehicles (EVs). They’re becoming quite commonplace on our roads, and there’s a good chance that we may have helped a few of those get up and running!
That’s because as the world shifts to using more sustainable energy sources, we’re using our energy experience and practical insights to help businesses make the move to EVs – for good. Using our experience and smart infrastructure ideas, we help put businesses on the road to sustainability faster, smarter and at just the right price.
Because of this We.EV has seized the opportunity to lead the way in supporting businesses to transition their eets to EVs by investigating, designing, installing and provide an end-to-end solution to meet the customers’ needs to minimise costs now and into the future. Community owned, our vision is simple; to help businesses shape a better, more renewable future We guide and support businesses who want to make the shift to EVs with speci c plans and infrastructure that’s exible, coste ective, and can expand as your EV eet does. From accurate advice to on-the-ground planning, every customer we work with has unique needs and goals. So whether your eet of EVs is large or small, or you’re even just at the early stages of thinking about it – it pays to talk to the local experts rst.
How to get started on your EV transformation
So, you can make the change once, and do it properly, there are a number of things you’ll need to look at, says Craig Marshall, Head of We.EV. He explains it should start with good advice before you start laying cables. “There are a lot of people out there who are keen to help with suggestions and hardware. But it all starts with solid advice that simply comes from handson experience. We’ve been working with energy for decades. And we’ve seen cases where clients were told to invest hundreds of thousands of dollars, when in fact they needed nothing of the sort for their usage.”
So, if you’re ready to make the smarter EV infrastructure choice and you’re ready to take your sustainability goals up a gear – get in touch with the EV experts.
0800 800 935 | we-ev.co.nz
From advice and planning to design and build, We.EV helps businesses become future-ready with their Electric Vehicle charging infrastructure. So whether your eet of EVs is large or small, or you’re even just thinking about it – it pays to talk to the local experts rst.
we-ev.co.nz
CONVERSATIONS WITH MIKE NEALE OF NAI HARCOURTS HAMILTON
Mike Neale, Managing Director, NAI Harcourts Hamilton
This is a leasing market where we are starting to see some warning signs – with increasing vacancy rates, Landlords are often keener to get a Tenant signed up and less reputable Tenants see this as an opportunity. For Landlords, not every not every Tenant is a good tenant and sometimes it can be best to steer clear. What are some of the warning signs?
• Asking to draw up a lease offer without having seen the property
• A long term lease offer at the asking rental, along with a significant rent free period
• Asking for a significent cash contribution to fitout
• Asking to reduce the deposit to one months rental
• Asking to defer payment of the deposit
• They don’t have a solicitor
The downside to signing a commercial lease with a poor or undesirable tenant, has various downsides and risks for a landlord.
These include:
a) Non-payment of rent: Disreputable tenants may have a history of not paying their rent on time, or at all. This can result in a loss of rental income and financial/emotional strain on the property owner.
b) Property damage: Problem tenants may not take good care of the property, leading to damage that can be costly to repair. They might also make unauthorized alterations to the space, which could further devalue the property.
c) Legal issues: Disreputable tenants may engage in illegal activities on the premises, such as drug manufacturing or distribution, which can lead to legal troubles for the property owner. If such a tenant engages in illegal activities or causes harm to others on the property, the property owner could potentially be held liable for damages or injuries.
screening, including background checks and references, before entering into a lease agreement. Some of this should be undertaken initially by the Agent and some by the Landlord or their legal advisor.
Additionally, having a well-drafted lease agreement that clearly outlines expectations and consequences for lease violations can help protect the landlord’s interests. Seeking legal advice or consulting with property management professionals can also provide valuable guidance in dealing with disreputable tenants and minimizing potential downsides.
What should I expect from my real estate professional?
While it can be a fine line between what information you can ask for and what is commercially sensitive or an over reach, the following are some items you might consider asking:
• Do they own any assets, such as a house?
• Can their accountant provide a statement of position?
Can they provide a rental bond or even a bank guarantee?
Could the rental be maintained 3 months in advance at all times?
• Does anybody in their office know of this potential tenant ? have they asked around?
• Can we find out who their previous Landlord was and talk to them, or even the Landlord for where they are currently living?
• Should a credit check be completed?
• If they are on an overseas passport, do they have appropriate visa’s and how long do those visa’s last?
d) Eviction difficulties: If a tenant with a bad reputation refuses to vacate the premises when the lease is terminated, it can be challenging and costly to evict them through the legal process. This can result in a prolonged vacancy period and lost rental income.
e) Insurance invalidation: Unauthorized uses and alterations may invalidate your insurance policy.
f) Increased management workload: Dealing with a problem tenant can be time-consuming and stressful. You may need to invest more time and resources in property management and legal proceedings.
To mitigate these risks, it’s essential for landlords to conduct thorough tenant
There is a misconception that user experience (UX) and user interface (UI) design exist to make a system look and feel good.
I believe that a competent commercial agent should give you good advice and be able to act as a sounding board for suggestions, as how to mitigate any potential issues. As a team, we constantly strive to provide advice and solutions that mitigate risk for our clients.
We had a recent case where a potential tenant enquired. Fortunately, within our office we try to keep an eye on the Public Notices in the Waikato Times and application notices for liquidation etc – in this instance, one had shown up several months priors, for the same director. A copy of the notice was provided to the potential Landlord and a face-to-face meeting set up between the two of them, which the agent also attended. The Landlord is an experienced commercial owner, so the landlord works were limited and a 3 month deposit was agreed and paid before the keys were handed over. Thus, the landlord was fully informed of the risks before a decision was made and hopefully mitigating as much as possible, any risk.
Under Real Estate Agents Act 2008 we advise all parties that they need to seek their own legal and other professional advice before signing anything
This is just scratching the surface.
The role of a UX specialist is to ensure that a product goes to market with the greatest chance of success. This is made possible by working to understand the needs of a system’s users, and creating a user-friendly product that helps real people get their tasks done.
When you’re going to market with a product, you need to have strong marketing and sales strategies behind it.
Investing in great design means getting it right the first time.
You’ll want to put extra thought into the onboarding experience and keep an eye on adoption rates and churn, you need to know exactly how many people are using your system.
The development team and client need to work closely together to ensure the product achieves your sales objectives, minimises churn, and maximises adoption.
But in terms of what goes into the user interface, if you're selling the product that you're building, then you probably want to think about when are the key moments in this experience that we close the deal or upsell the customer a larger plan? Thinking about where are the sales opportunities within the context of the user experience? How are we going to excite and delight, entice?
Often when a product is falling short in the market, businesses will say they’re wanting to improve adoption or retention rates.
When we review the user interface, we can identity UX and UI issues that are inhibiting success.
Software businesses want to improve conversion, adoption and retention rates, and look to marketing and commercial. However sometimes when the stone is turned over to have a look at the product there are UX issues and opportunities missed to delight users!
Investing in great design means getting it right the first time.
Another way to think about it is, without investment in good design, businesses run the risk of paying the high price tag for a product that ultimately fails in the market.
BY BRIANA CHRISTEY
This can tarnish their brand reputation and puts them in a tricky decision to either cut their losses or try again by reinvesting good design, rebuilding and rebranding which can come at a very large cost.
There's a well-known quote from former Jaguar chief executive Ralf Speth that summarises it well: "If you think good design is expensive, you should look at the cost of bad design."
Often the problem is cluttered and confusing UI that results in a high cognitive load for the user to navigate and low overall product satisfaction.
Achieving simplicity in design requires real understanding of users, so that the UI can be designed to exactly what they need, at the right time, and in the right order in their intuitive journey to complete tasks.
Without a doubt, quality of design is directly related to product success in the market.
In today’s ever-changing economic landscape, employers often find themselves in the challenging position of having to restructure their businesses to stay competitive and adapt to market shifts.
While these changes are often necessary for survival and growth, they can also be emotionally taxing for employees and business owners. Managing restructures and outplacement effectively is not only a legal and ethical responsibility but also crucial for preserving a positive company culture and reputation. Here are our tips for managing change with good faith in mind:
Transparent Communication:
Open and honest communication is key. Employers should clearly commu-
nicate the reasons behind the restructure, its potential impact on employees, and the company’s commitment to supporting affected individuals throughout the process.
Upfront Planning:
Careful planning is essential. Employers should outline their goals and the desired outcomes of the restructure, identifying which roles will be affected and how they intend to fill the gaps.
Support and Training:
Invest in training and upskilling programmes to help employees adapt to new roles or acquire new skills. This not only benefits the employ-
ees but also ensures the company has a more versatile and skilled workforce.
Outplacement Services:
Providing outplacement services, such as career counselling, resume building, and job search assistance, demonstrates a commitment to the well-being of outgoing employees and helps them transition into new roles smoothly.
Legal Compliance:
Ensure your restructure complies with all NZ Employment Laws. It is critical to follow a robust process and not to pre-determine any potential outcomes. Seek advice if
you’re considering changing your business model.
Employee Wellbeing:
Monitor the emotional wellbeing of your employees. Offer counselling/coaching services or access to support networks to help them cope with the stress of change.
Maintaining Company Culture:
Protect your company’s culture by fostering a sense of unity among remaining employees and emphasizing the company’s values and mission.
Feedback and Evaluation:
Continuously gather feedback from employees and
assess the effectiveness of the restructure. Make adjustments as needed to improve the process.
In a changing economy, adaptability is the key to survival. Employers who manage restructures and outplacement with empathy, transparency, and a commitment to employee well-being will not only navigate these challenges successfully but also emerge with a stronger, more resilient business poised for future growth.
ALLEN
If you need support during a change process or outplacement services for your employees, contact 0800 EVEREST.
Waikato-based Brainchild director Angela March has been selected as one of only 26 women from 20 countries to take part in the Global Women in Public Relations Empower programme.
Developed by Global Women in PR, Empower connects PR experts at the top of their game with the next generation of PR women through a cross-border mentoring and learning programme.
March is using the opportunity to, not only grow her own skillset, but she hopes to use the knowledge gained by some of the best PR experts to inspire other women in PR.
“I've been pretty lucky all my career to be surrounded by lots of strong female leaders - both those I have reported to and the many inspiring clients that I’ve watched lead by example. This felt like a really great opportunity to grow my own leadership skills and to be able to return the favour to others coming up in the industry.”
The only Kiwi selected to take part in the programme, March has recently met online with her mentor Havas Red Spain PR director general Ana
Picó Alvarez.
“I'm really excited to be working with somebody who deeply understands how an agency works, and a PR agency at that. It’s an awesome opportunity to connect with and learn from women at the top of the field globally. I am blown away to be counted in this group of mentees.”
on topics such as leadership skills, business management, and career planning.
There will also be opportunities for the mentees to participate in panel discussions, a thought leadership project and international networking.
As well as regular virtual networking meet-ups for mentees and active social media engagement to help create a sense of community.
March fell in love with PR while studying communications at Unitec.
“My major was originally in event management and then I found out this whole other world of PR. And actually, looking back PR really was a great fit.
I've had lots of exposure to businesses, small and big, and across many different industries. I love being able to tell their stories.
The learning element of the Empower programme involves regular masterclasses given by industry experts
Even though I didn't have any clue what PR was until I came across it at university.”
Serving on her high school council, March had organised campaigns for Students Against Drunk Driving and promotions for school events but it wasn’t until later that she joined the dots and realised what she had been doing was PR.
“It was PR at a very basic high school level.” she laughs. From humble beginnings
As cultivating a good culture becomes ever more vital for retaining staff, Asset Recruitment’s Executive Recruitment and Business Development Manager, Judy Davison, looks at the essential elements of an effective people and culture strategy.
New Zealand’s most popular job listing sites have a plethora of vacancies for roles such as: ‘Group Head – People and Culture’, ‘People and Culture Adviser’, ‘People and Culture Manager’. At Asset Recruitment, the demand for skilled candidates in these roles is just as high.
running high school campaigns, March has since gone on to work for some of New Zealand and the world’s biggest brands.
“I've had lots of exposure to businesses, small and big, and across many different industries. I love being able to tell their stories.”
March started PR and content agency Brainchild in 2020; in the middle of the Covid pandemic and just before having her first child with number two following 17 months later.
“I've been growing my business and growing my family at the same time,” she laughs.
The Empower programme has come at a perfect time for March to continue developing her skills in the ever-changing PR landscape.
“Making sure that we're always ahead of the pack and able to deliver best in class work that’s up with what's happening in the international space is important to me and it’s important for our clients.”
GWPR’s 24-hour global speed mentoring initiative in 2021, involving 300 women on International Women’s Day, served as the springboard for this programme.
“More and more workplaces are placing people and culture as a strategic priority for their organisation,” says Judy.
An article by Deloitte recognises that influence, acknowledging culture, leadership, and strategy as the three pillars which must align for business success. At Asset Recruitment, Judy has seen this strategic priority come through in organisation-wide placements, where culture-fit is an integral part of the recruit-
They can’t afford not to. People and culture-related initiatives sit alongside HR, business development, and sales and marketing strategies – it has that much influence on an organisation’s operations.
ment process whatever the role. “It’s a non-negotiable for most businesses these days,” Judy says. “It doesn’t mat ter how great a candidate’s skills and experience may be, if there’s no values alignment, it won’t be a successful placement.”
So, what’s required for an effective people and culture strategy?
“Cohesion,” says Judy. “Culture must be company-wide, so a strategy must draw upon all aspects of a business. Define your company culture, demonstrate it, and continually develop it as your company evolves. Only then will it be a pillar for business success.”
[CTA] Looking for candidates that align with your culture? Give Asset Recruitment a call today.
Locally owned and operated, Asset Recruitment has been positioning excellence for more than 30 years. We align great candidates with great opportunities. If you’re looking to hire or would like to discuss your career opportunities, get in touch with our team
Visitors from all over the Waikato and beyond will be flocking to the annual Raglan Arts Weekend this Labour Weekend.
What started as a group of artists running a local group exhibition, has since grown to be a major event that not only profiles established and emerging local creatives but also delivers a boost to the local economy.
In its 13th year, RAW has been managed by Nicky Brzeska since 2019, and with an extensive background in PR, she has added her flair for running large international campaigns to the mix.
Launching a new device for a multinational tech company where the budget is of no consequence is a far cry from running a small-town art event on a tight purse string, but Nicky was up for the challenge.
“My brief was to re-energise the arts weekend and to make sure we got more artists on board. The first thing I really wanted to do was to sort out the brand.”
Creating a brand that would attract more artists, and art lovers who hopefully become art buyers, Nicky says, was a fundamental place to start for RAW.
“If it feels like there's a brand and an identity, then people come to really love and support that. And then it creates an energy that other people want to be a part of.”
Like many non-profit events, RAW has traditionally relied on advertising from local businesses and grants from charitable organisations but, Nicky says, an event like RAW
that has been running for so long needs to look at how it can stand on its own two feet.
“The team have always done phenomenally well getting the grants. But these grants are the same pots of money but with more people applying. And funders are saying they want to be seen to be supporting new initiatives.”
So, after a successful rebrand and a 2019 Easter Weekend event, Nicky was looking forward to 2020 and working towards attracting larger sponsorships and establishing solid partnerships.
The popular Preview Exhibition has always kicked off RAW three weeks before the event; it provides an opportunity to check out the artists’ work before hitting the art studio trail around Raglan Whāingaroa.
But 2020 delivered COVID and the Preview Exhibition managed an opening night before the government announced the cancellation of all indoor gatherings of more than 100 people, and a week later the country was in lockdown.
“We postponed it until October and then the new alert level meant we had to push the Preview Exhibition online. Then we were gunning for April, and then had to delay April to October (2021). So, it was three delays,” she says.
Nicky was essentially trying to run three events with the April 2020 funding.
“We got COVID subsidies
but it was difficult and we just had to get very creative with the money we had.”
This year Nicky has been able to establish a partnership plan that also had to be delayed due to COVID.
Local partnerships with longtime sponsors Tony Sly and art foundation the Chartwell Trust, and new supporters Rangitahi housing development and Bayleys Real Estate Raglan have kicked into action this year.
“I looked at how could we make these partnerships all fit together, instead of them just being random sponsors with advertising in a brochure. It's paying attention to how these brands can engage authentically with us.”
The partnerships identify with a pillar – grow, connect, inspire, ignite – that represents how they can contribute to the growth of the arts weekend.
“Grow is Rangitahi and they are supporting The Hatch, which is our emerging artists exhibition, as well as funding additional admin hours. Bayleys Real Estate is Connect and they’re funding an artists’ bus tour and the opening night cocktail event. The Chartwell Trust is our Inspire partner, which is the next phase for us and it will be about bringing the arts weekend to life.
Tony Sly is Ignite and that will be talks, workshops and demonstrations in the future,” she says.
The partnerships are vital to
the survival of the arts weekend and they significantly reduce the reliance on the ever-decreasing grants.
“We’re trying to create a sustainable business model because it is getting tough out there to just keep trying to get grants.”
Despite the COVID setback, Nicky is confident in the Raglan Arts Weekend’s ability to grow.
They may be at full capacity with their artists but Nicky knows there are still lots of opportunities to pack a punch for the arts.
“We have over 60 artists, and over 30 of those are new to RAW. We still have the same number of studios because we have several large group exhibitions, which means people have only one studio location to visit to see a number of artists’ work. But we can't just have an infinite number of artists; If you've got too many artists, there's less visitors per artist.”
A life drawing workshop, created and run by RAW artist
Marriott, is a first this year for the arts weekend and, Nicky says, the new partnerships will support more public art activities.
“We want people to know as soon as they arrive in town that something special is happening.”
The flow on effect is significant, she says, more RAW visitors mean more business for the local cafes and restaurants, accommodation and tourism providers.
“It’s just about growing this in a sustainable way, together with the growth of Raglan itself, and not overwhelming the town, which struggles already with issues like parking and space in cafes over busy weekends like this,” Nicky says. “Maybe in time, we might shift RAW to its own dedicated weekend to spread some of the retail opportunities for our local businesses across the year, but it’s too early in the event’s marketing to be able to make that decision now.”
The Raglan Arts Weekend is a Creative Raglan event run by the Raglan Community Arts Council.
Preview Exhibition at the Raglan Old School Arts Centre Friday 29 Sept to Monday 23 October 2023, open daily, 10am to 2pm
RAW Open studios self-guided art trail
Saturday 21 October to Monday 23 October, 10am to 5pm
It seems all anyone can talk about at the moment is the upcoming, hotlycontested, general election, with political parties making promises they’re backing themselves to keep, and the country thinking about which leaders will help with the current challenges we’re facing.
I’m diverting slightly today from the usual format of my columns so bear with me! As a mortgage adviser speaking with clients daily about the ups and downs of property, lending and personal finance, I thought writing a letter to our new leaders could offer valuable perspective on the changes that are needed in this space.
First home buyers are traditionally the segment of property purchasers the government wants to support. I’d like to see the income cap criteria for the first home loan vary a little like the first home grant caps do, by region. You’re likely to need to earn more in Auckland or Wellington to purchase a similar type of home to other regions.
Starting with some positivity, the first home loan is working really well. Since the changes made to first home loans in 2022, the increase in first home buyers being able to use the first home grant has been huge. Pre-approval is possible, it helps the process go smoothly, and we have plenty of options in terms of lender, rates and structure. It’s a big tick from me on this front!
However, there are some challenges too.
For first home buyers, one of the biggest ones is having existing personal debt. Banks are always tougher on approving loans for new borrowers when they have consumer debt in place, for example car loans, credit cards, Afterpay or personal loans. I’d love to see the government reward first home buyers who actively save, spend their money wisely and have no existing debt. A simple credit check included in the application to Kainga Ora would verify this. It would be great to see these first home buyers provided with additional first home grant funds, similar to those building a new home, as it incentivises would-be borrowers to reduce their debt and become more attractive to a lender.
For most middle-income households, their single biggest cost is childcare for their under-5s, and it worries me that it’s more expensive for working parents to return to work than it is to stay homedependent on their income. It’s a big cost, with some families
BY CLAIRE WILLIAMSON
spending up to $20,000 per year on childcare and they’re barely making ends meet. Supporting these families would go a long way to getting parents back to work - if they choose to, of course - which in turn supports businesses.
Property investors have been somewhat of a scapegoat for the current government as interest deductibility was removed, the bright line test switched back to ten years and rent freezes have been talked about. I think this approach is all wrong - the investor-tenant relationship is symbiotic and it should be treated as such. Each needs to support the other and policy-makers would do well to consider more carefully the impact of these rushed pieces of legislation. From my perspective, supporting the reversal of these policies is a win for tenants, who are currently paying higher rents and have less surety because some investors are being forced to sell property to pay tax on income they’ve actually already spenton paying the bank. More still are selling existing properties in favour of new builds, which is more disruptive for tenants.
It’s no secret that CCCFA has been the most challenging piece of legislation to hit the financial services industry in years, and unfortunately, I haven’t seen any big changes to the problem it was trying to solve - protecting vulnerable borrowers. To actually achieve that outcome would mean administrating more compliance across smaller lenders and that takes more resources and a united industry.
What it has done is frustrated advisers and bank staff, and add to an already high
Claire Williamson is a mortgage advisor for My Mortgage
workload for little to no gain for borrowers. Although I gripe about it from time to time, believe it or not, banks actually have really good mechanisms in place for picking up vulnerable borrowers, and I think the Responsible Lending Code does a great job of that already. We don’t need another set of rules!
I would also be happy to see LVRs for investors reduced to 50% for existing properties and a further increase in RBNZ limits for low LVR lending. Put simply, let’s allocate more funding for lower depositsit’s tough for first home buyers who are outside eligibility for the first home loan, so this would allow more of them to get into their own homes.
I accept that not everyone wants to own a house - this is something a lot of people assume is the case and a lot of young people are transient. They don’t want to put down roots; they want to live with their mates and spend their money on smashed avocado, and that’s ok! (and if you’d like to do both, check out my book Smashed Avo to Smashed Goals!)
Property and lending is a tough gig, and I’m sure no government will get it 100% right. But from someone out there in the trenches talking to those doing it tough to fulfill their goal of home ownership, I hope this advice is useful for our incoming leaders and can set in motion positive changes to future lending for Kiwis.
New Zealand has historically had a reputation as being relatively free of corruption, but this reputation is at serious risk with the current high incidence of migrant exploitation now rife in the country.
Congratulations on your promotion, and for this timely opportunity to contribute our 30+ years of experience in New Zealand immigration work to help inform your thinking about your approach to the immigration portfolio.
HRistorically the immigration portfolio was seen as somewhat of a poisoned chalice, and it was not until the first John Key government in 2008 that this approach changed, and immigration began to be viewed more as an economic tool rather than just a means to protect New Zealand jobs. The immigration portfolio has since developed into one of significant strategic importance which influences many aspects of New Zealand society, workforce and the economy. Immigration is now a key Government portfolio.
eports of substandard properties crowded with migrant workers with no food are likely just the tip of the iceberg. It is quite probable that there are several thousand workers in these same situations throughout New Zealand. Most of these workers have been duped by a range of scams involving unscrupulous tricksters, money lenders, various intermediaries, migration agents and New Zealand based employers. Many have paid large amounts of money, sometimes as much as $50,000, to obtain their job and their work visa, and have sold everything to realise their dream of a better future for their family in New Zealand. A dream many will never realise.
Looking at the big picture.
required speaks (again) to the very low level of scrutiny applied to this process. Then, after arriving in New Zealand, the migrant worker finds there was no actual job, or the employer no longer has any work available, or they begin working only to find their role terminated within the 90 day trial period.
we once had, but one thing within our control is to make the immigration process easier and quicker, and world-leading, and to promote “the visa process” as one reason to choose New Zealand. Online visa applications, and the move to more automated assessment processes, will help but there is a very long way to go.
New Zealand should not rest on its laurels and expect that it continues to be one of the most desired migrant destinations, as it is not, and we are trending backwards. In fact, we will be doing well just to hold onto the new migrants that we do initially attract to this country.
We are an aging population and, by 2028, 1 in every 5 people will be 65+ years.
Our birth rate of 1.6 children is well below the replacement rate of 2.1. Our rural townships are losing infrastructure and services, and while our schools need more teachers now, in a few years’ time school rolls will be declining and these teachers will need to find other jobs or go overseas.
These scams are all premised on an offer of employment from a New Zealand employer who has been accredited by Immigration New Zealand (INZ), and this is where the problem begins. The employer accreditation regime was introduced in July last year with the objective to ensure only suitably credentialed employers could employ migrant workers. However, the accreditation application process was undertaken as a “high trust” model with employers simply having to declare that they met financial, employment and compliance thresholds with very little, if any, substantiating evidence, or checks undertaken. It is now apparent that INZ employer accreditation status has provided “Government credibility” to a number of “unscrupulous” employers who have used this standing for their own financial gain –something that could have been avoided, or at least minimised, if the accreditation process had been more robust.
Family and lifestyle have always been the main reasons migrants choose New Zealand. However, these alone may not be sufficient to attract and retain the people and skills our country needs to maintain our living standards, let alone to grow. We need younger people who can contribute more, and for longer, to New Zealand.
The second stage of the work visa process, the Job Check, normally requires the role to be advertised and evidence there are no New Zealanders available and qualified to work in the role. The fact that a Job Check can be approved for a role for which no work experience or qualifications are
New Zealand must attract the migrants it wants, and needs, in an increasingly competitive and dynamic international market, and one where people can now work-from-home anywhere in the world. We no longer enjoy the competitive advantages
The cost to New Zealand of this immigration fraud is significant. The Government now has to allocate resources to address the humanitarian needs of these workers, and to seek out and bring to account the employers and agents who are parties to these scams – something much easier said than done! More significant is the reputational damage New Zealand has suffered with the integrity of our immigration system being so easily compromised. It is little wonder that the Government has now ordered an urgent, but belated, review into the accredited employer work visa regime - after denying there was any problem just a few days beforehand!
One area which would help is for the Government to engage in more robust and well-planned policy settings, and to pressure-test such settings before these are implemented. It is acknowledged that policies have been necessarily “reactive” over the past 3 years but there have been too many instances of back-tracking of newly introduced policies when better planning and consultation would “get-it-right-firsttime”. The new Active Investor Policy should be first on the chopping block!
Immigration New Zealand has responded as it always does – and turned the screws completely around! It is now vetting every application to the “nth” degree and has also announced that 90 day trial periods are no longer allowed in migrant worker employment agreements. It will not now be such a simple or straightforward process to end any such employment relationship and the time to process all applications will materially increase.
We also need forward looking policies which are fit-for-purpose in today’s world. Policies which focus on enabling the most desirable migrants the opportunity to experience New Zealand and, if they choose to stay, then great. We should not demand that these people commit indefinitely to stay.
The Productivity Commission report into immigration recommended a Government Policy Statement to set a clear strategic direction for immigration policy. This would be a good start and provide some overriding guidance (ideology!) to inform policy settings with a focus on what immigration can deliver for the good of New Zealand in the longer term.
What about a work-from-homein-NZ visa? People could live in New Zealand and work anywhere in the world, now that would really put New Zealand on the map! Yes - Prime Minister!
Whether these changes achieve the desired objective of reducing the current high level of migrant exploitation we will just have to wait and see. We suspect those perpetrators who have scant respect for the rules will continue to flout them, and law-abiding employers will continue to pay a higher price to do business. It would have been so much better to have taken a little more time and effort to get the process and desired outcomes right in the first place –now all New Zealand has to pay the cost.
What if I told you that the most popular business productivity tools—apps like Google Sheets, Google Docs, and Excel—could now harness the boundless power of ChatGPT?
Imagine having an extraordinary mind at your side, ready to assist, suggest, and co-create within the very applications you rely on daily. Writing emails, product descriptions, and even policy documents for you; generating spreadsheet formulas based on plain English, or cleaning up data in seconds based on plain English instructions.
This is not science fiction; it's the current reality that businesses are taking advantage of, and those who aren’t are getting left behind.
A joint study just released from Harvard, MIT, Warwick Business School and Boston Consulting Group tested over 700 consultants, requiring them to complete a series of tasks. Half of them were allowed to use AI, the other half were not. The results were amazing. The consultants who used AI completed tasks 25% quicker and produced 40% higher quality in their results!
What is more, the consultants who performed the worst in their benchmark tests before the experiment, had the biggest jump in performance when using AI, with a 43% improvement. The top consultants still got a boost, but less of one, meaning that using AI can be a significant leveller in
BY JOSH MOORE
Josh Moore is the head marketing fanatic at Duoplus, a Hamilton-based digital marketing agency that helps clients get more leads and sales through online marketing. www.duoplus.nz
terms of performance across a team.
Welcome to a world where ChatGPT becomes your indispensable partner in achieving unparalleled excellence.
So how do can you use ChatGPT in everyday business to increase productivity? Here are some ideas.
You can now use GPT within
Ihad the experience yesterday of driving through the Knighton Rd/Cameron Rd/May St area. We had been asked to comment on v urban design, or lack thereof, in the area – that’s another story.
However, one of the things that immediately stood out was the number of cars parked on the street, and in driveways and across footpaths.
This is the unfortunate outcome when insufficient parking is provided on site. This is particularly true in areas with a lot of student flats, which typically have higher numbers of cars per houshold or property.
There is a general move underway – though not without some resistance – in society and from central and local government, to reduce our dependence on cars, and to enable and encourage more public transport use, walking and cycling. Largely this is driven by our ugrent need to reduce carbon emissions, transport being our second largest producer after agriculture. With my productivity hat on, I cannot see how it is efficient to move millions of people around in individual metal boxes. I readily acknowledge that public transport is not suitable for every place or situation. But the beautiful thing is that when more people use public transport or active transport modes, it also makes the roads freer and easier for
Google Sheets or Microsoft Excel to write formulas for you.
There is a small setup process that is required, but once connected, you can save considerable time and effort.
Let’s look at an overly simple example. Having entered sales data for last year, you can ask GPT in plain English, for the formula you need to calculate the totals. For example, “total all sales figures in cells c3 to f3.”
GPT replies saying, “Assuming the sales figures are in cells C3, D3, E3, and F3, you can use the following formula: =SUM(C3:F3)”
But where the power really kicks in is writing complex
those who genuinely need – or just really want – to drive.
Having said that, and while our team would love to see a future with fewer cars – architectural practices after all being often idealistic, green-minded places – we are pragmatic enough to recognise that, at least in the immediate future, most households have at least a couple of vehicles, and therefore, require somewhere to put them.
The 2020 National Policy Statement on Urban Development (NPS-UD), prevents local councils from requiring developers to provide a set minimum number of carparks in new developments. While well-intentioned, and appropriate to encourage higher density development in city centres, the broad application of this rule to all urban areas
formulas for you that would normally take an Excel expert to write. Things like XLOOKUP, INDEX, LEFT, MID, RIGHT, MATCH, REGEXEXTRACT and more. With ChatGPT connected you can just describe in plain English what you want to happen, and it will create the formula for you.
Easily Extract Specific Information From Your Spreadsheet
You can also use some specific GPT functions to extract information from within cells. This can be extremely useful for extracting names, emails, domains, or company names
BY PHIL MACKAY
Phil Mackay is Business Devolpment Manger at Hamilton-based PAUA, Procuta Associates Urban + Architecture
means private developers are less likely to include adequate parking provisions for new housing.
Until a change is made to allow councils more scope to control parking in suburban developments, the burden will fall on ratepayers to provide additional on-street parks, and we will see suburban streets increasingly crowded with parked cars.
from a big list of data.
For example, if we have a list of full names, and you want to extract the first names, and remove duplicates, you can use GPT_EXTRACT to quickly achieve that without any complex formula.
e.g. We can use the formula: =GPT_EXTRACT(B3:B11, ”unique first names”).
Almost instantly the result comes back with the first names from that range.
The power comes in ChatGPT understanding what you want to extract. You might hand it a list of contacts where all the information is in a single cell, and you can ask it to extract names and email addresses or company names, and it understands and pulls out the data.
One of our team members spent three hours manually creating some very complex formulas to extract URLs from a long list of data. Another team member used a ChatGPT function to achieve the same result in less than four minutes!
Access Internet Information from Within Your Spreadsheet
There are other functions where GPT will access its knowledge base to provide information we didn’t already have in the sheet.
=GPT_TABLE("Make a table of the top 3 Korean car manufacturers with their annual revenue and number of employees")
Sheets returns a table with the data almost instantly. That’s wild!
Creating Emails and Policy Documents in Google Docs
become famous for is its ability to write very well-written content. Let’s look at two scenarios.
In the first scenario you want to create a professional and friendly email to thank everyone who attended your recent networking event. Simply use plain English in the custom prompt box to tell Docs what you want and then let it do the work for you.
We can tell GPT that we want it to, “create a brief thank you email to send to the people who attended our networking evening.”
The results come back within seconds, and it’s very well-written.
In the second scenario, you could get GPT + Docs to create social media marketing content for your business.
For our example, we could tell GPT that we want it to, “write a LinkedIn post, welcoming our new sales manager, Tim Major, formerly Queensland Territory Manager for XYZ Widgets in Sydney.”
The result is superb. If you haven’t tried it before, try these prompts as examples and you’ll be suitably impressed with it returns.
I don’t know how many times I have sat at the keyboard waiting for inspiration, trying to find just the right words, and ending up with a result I’m not entirely happy with.
Never again! While the results aren’t always perfect, it is much faster to edit than to start from scratch. The speed and productivity boost that comes from embracing AI is so impressive, that every office-based company needs to be embracing AI to boost productivity and effectiveness, or alternatively find yourself struggling to keep up with the competition.
TikTok is not just for Gen Z, and businesses who do it well are reaping huge rewards, according to awardwinning PR agency HMC.
HMC director Heather Claycomb says if your business isn’t on the platform yet, now is a great time to be first and capture a loyal audience, because others will follow.
“TikTok is not a trend, it is a platform that has changed the face of social media permanently. Our team believes most businesses will be on it within the next five years.”
HMC has helped several businesses lean into TikTok and overcome any pre-conceived perceptions they may have about the platform.
Hamilton Central Business Association (HCBA) general manager Vanessa Williams started using TikTok to promote the many and varied shops and businesses in Hamilton’s CBD. She admits she knew very little about the platform before she started but says its short-form video content has been a game-changer for the organisation.
“When TikTok crossed our radar as a tool to promote the CBD’s businesses, I felt lost. But even then, I could see it was a hand-in-glove fit for our objectives. Short, snappy videos seemed like the perfect way to showcase these businesses to a new audience of younger digital natives,” she says.
“HCBA promotes a diverse range of businesses, so we must attract a variety of people of different ages and interests. We were already leaning heavily into Facebook and Instagram but felt that we lacked a good channel to reach a younger audience. TikTok plugged that gap for us and was where we could post punchy, engaging compilation videos.”
Can I find my audience on TikTok?
So, can other businesses find their audience on TikTok?
With over 1 billion monthly active users around the world the answer is most likely yes. Although many assume it is a platform for teens, research shows 61.6% of users are over 25, and 170 million users are aged 35-44.
HMC’s social media expert Jamie Batters says most businesses can benefit from TikTok, and it pays to do your research first.
“See if your competitors are on the platform already. If they are, have a look at their content and the amount of engagement they’re getting. That’s a quick way to see if TikTok has an audience you can capture,” she says.
Can I provide value to my audience on this platform?
Reaching an audience is one thing but turning them into customers is another. The key is deep engagement – getting them to watch your videos then seek you out for advice. How do you achieve that? For Jamie, it’s about giving them something valuable first.
“TikTok lends itself to quick explainer videos, light-hearted how-tos, life hacks, “day in the life” videos, and educational tools. If you’re a lawyer or accountant, what great advice can you give for free?
“Younger users are turning to the app for discovery purposes in place of Google. Nearly 40% of Gen Z members prefer TikTok over Google for online searches, and we are experiencing a shift of users utilising the platform as a search engine.”
Work to a plan
TikTok success comes from playing a longer game, which puts an emphasis on consistency and frequency of content. That may sound daunting, but Vanessa insists it’s well within reach of most businesses, provided they get one thing right.
“Planning is everything. That’s one of the early things Jamie did with us – we sat down with her and laid out a 3-month map of the content we wanted to capture on video. Working to a plan freed us from the weekly stress of ‘What now?’”
How difficult is it to create video content?
A cursory look on TikTok will show you that most of the best content has been created with a simple point-and-shoot of the phone video. For Jamie, keeping things simple is better.
“Bring it back to basics. The key is giving your audience something they’ll find valuable. That’s how you become a resource that people will turn to when they need your product, service, or advice.”
Want to learn more?
Tune in to CRUNCH, HMC’s podcast designed to lift the lid on public relations and communications. In the latest episode, HCBA general manager Vanessa Williams and marketing manager Vicky Redwood share how they are leveraging TikTok to boost reputation and relationships and social media expert Jamie breaks down what TikTok can achieve, and how to do it well – using a real success story. www.wearehmc. co.nz/ep-2-the-pr-power-oftiktok-using-short-form-vid/
The General Election is upon us, and voting is one of the foundations of democracy, and with democracy comes so many freedoms.
There are many nations where voting is not offered and many more where there is only one “real” alternative, so it is a rare privilege to be able to pick your representatives and one that over the broad sweep of humanity on this planet has been offered to very few.
We need good people to stand for election and to show common sense in Parliament. Sadly, this trimester there have been a few whose behaviour has not met the public’s standards, and many more members of Parliament who simply have not delivered.
Good luck to all the candidates.
In today’s world the concept of elected service to your community is forgotten by many, yet we want the best, most meritorious, candidates to represent us in Parliament or on Council.
Whatever your politics, when Members of Parliament voluntarily close
their political careers and get the opportunity to look back on their time in Parliament, with its review of why they stood for election, we should read or listen to their speeches in appreciation of their service.
It is easy to be partisan and block your ears to the words of the people and parties you may not support. But the Chamber is a broad church with its members spread across the political spectrum.
In the hurly burly of electioneering, we as voters often miss why a candidate stands for election.
Accordingly, when two of our serving politicians voluntarily step down and get to deliver their valedictories, we should listen and appreciate their contributions.
Hamilton East has both Jamie Strange and David Bennett retiring this electoral cycle.
We encourage you to head to Parliament TV On
By
Demand and watch Jamie’s valedictory from 15 August and David’s on 23 August.
The Chamber is also hosting a debate for the Waikato business community to hear from the Labour and National candidates for the Hamilton East & West electorates two weeks out from New Zealand’s General Election.
Join us on Tuesday, October 3 as Labour’s Georgie Dansey (Hamilton East) and Myra Williamson (Hamilton West) go headto-head with National’s incumbent Hamilton West MP Tama Potaka and candidate for Hamilton East Ryan Hamilton. The debate will be moderated by former Hamilton City Councillor, Mark Bunting. This event is open to non-Chamber members, however registration is required in advance on our website: https://business. waikatochamber.co.nz/ events/calendar.
Breast cancer is the most common cancer in New Zealand women. One in nine women will get breast cancer over their lifetime.
In the Waikato, more than 400 women, and in NZ, over 3000 women are diagnosed each year. Sadly each year in NZ, we lose 600-700 of our loved ones to this diseasemore than our annual road toll. There are women diagnosed in their early 20s right through to their 90s. Although it is less common, men can also get breast cancer, with 20-30 NZ men diagnosed annually.
Breast cancer isn’t just one disease, there are many different types. Thanks to research, modern-day treatment and care is tailored to the type of breast cancer, as well as the wishes of each individual woman diagnosed. Tailoring of treatment and care has been made possible through research advances.
Improving cancer patient outcomes through research
The Breast Cancer Research Trust is our local charitable trust which enables funding for clinical trials and research. Trust chair Professor Ian Campbell says the vision of the
trust is to gain knowledge and save lives, and the mission is to improve breast cancer outcomes for patients through research.
Campbell has led many Waikato-based breast cancer clinical trials over the past 25 years. Waikato has been a centre for over 50 studies and clinical trials introducing new surgeries, radiotherapy techniques, drug treatments and devices. The trust also enables research for better quality of life, reduced side effects and better communication of complex treatment options.
Research examples enabled by the trust include:
i) Using a sophisticated laboratory test that examines 50 different aspects of a tumour, the result of this test indicates the risk of breast cancer recurrence. In women with very low risk of recurrence, this test may help doctors in the future to select women who can safely avoid radiation therapy (and its associated side-effects) after breast cancer surgery.
ii) Waikato researchers are currently partnering with the Breast Cancer Foundation NZ to introduce (via research) a technology for women with advanced breast cancer (ABC). The “ABCpro study” is introducing electronic reporting of symptoms and treatment side effects for women living with this incurable form
of breast cancer. Participating women complete a weekly online survey and report on their symptoms and side effects. If there is a deterioration in either, an email alert is sent to an ABC nurse, who then contacts the woman to discuss how to manage the discomfort she is experiencing. The aim of the “ABCpro
study” is to be more proactive in managing symptoms and side effects, to improve quality of life, and reduce hospital admissions and urgent health reviews.
Local Hamilton woman Huia is taking part in the ABCpro study, and she says this has provided her with a sense of support and peace of mind.
“For me, being a participant in the ABC study meant that I was going to receive extra immediate care and support. It feels like a wrap-around service.”
The ABC tool has enabled Huia to connect with an ABC nurse who provides her with ideas to help self-manage her symptoms and any side effects.
“I’ve built a really good rapport with my nurse, which has been great.”
Additionally, the ABC tool has aided Huia in connecting with specialists such as a physiotherapist, lymphedema nurse, and a dietitian, contributing to a better quality of life. Huia speaks highly of the ABCpro study and the important role the regular surveys have played in helping her monitor and manage her symptoms and side effects.
An initial analysis of patient feedback shows this is an easy-to-use survey tool that alerts a nurse to symptom issues. This has overall helped patients feel they could carry on their life “as normal”, with some control over their symptoms and knowing support was available when needed. These factors reduce anxiety and improve quality of life, enabling ABC patients to maintain a positive mindset.
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Sarah Hill MBchB, FRACP
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David Ferrar MBChB, FRCS, FRACS (Vascular), DDU (Vascular)
Thodur Vasudevan FRACS (Vasc), FRACS (Gen), FRCS
David Ferrar MBChB, FRCS, FRACS (VASCULAR), DDU (VASCULAR)
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Paul Haggart MB, ChB, MD, BSc, FRCS
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COSMETIC AND RECONSTRUCTIVE
Stuart McNicoLL MBChB, FRACS (Plastics)
PLASTIC SURGEONS
Ahmed Alkadhi MBChB, FRACS (Plastics)
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Michael Woodfield MBChB, FRACS (Plastics)
Arthur Yang MBChB, FRACS (Plastics)
Arthur Yang MBChB FRACS (Plastics)
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Sonya Ferguson App Medicine Nurse RCompN
Laura Miller BM, PaDipOMG, MRMed, FRANZCOG Pip Walker BBMedSci, MBChB, FRANZCOG, AGES certified
Stella Wilkins App Medicine Nurse RCompN
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Madeleine McNicoLL App Medicine Nurse RCompN
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Juliette Smith Beauty Therapist
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Finding out someone you care about has breast cancer is a life-changing moment. Once the initial shock is over, you may find you don’t know how to behave towards them, what to say or how to support them.
Tips for employers:
• Be supportive and flexible. While some companies cannot sustain a woman taking a lengthy time off work, if yours can, it can remove a huge amount of stress for the woman. The added stress of financial worries can be lessened somewhat if an employer is flexible.
• Be considerate. Stick to short visits, and don’t overwhelm your friend or colleague with advice, information or horror stories.
Tips for partners:
Tips for work colleagues:
• Contact your friend or colleague when you hear of their diagnosis. The longer you leave it, the harder it becomes. Sending a note to let them know you are thinking of them can mean the world.
• Be specific in your help. It is often very difficult for women to accept help from others. Ask, “When can I cook you dinner?’’, rather than “Would you like it if I cooked dinner sometime?’’.
• Take the woman’s privacy into account. While work colleagues can be close, make sure you ask her permission before making an announcement at work. It can be embarrassing and distressing for her if her illness is disclosed without her permission.
A partner may be at a loss as to what is the best strategy in caring for their wife or partner while dealing with their own emotions. A woman diagnosed with breast cancer needs their partner’s support more than ever before. There are countless ways family and friends can help, but a life partner is in a unique position to help emotionally. Here are a just a few:
• Before appointments, help her make a list of questions to ask the doctor. Continue supporting her throughout her treatment, wellness plans and follow-up care for the future.
• Ask what she wants and needs, and ask her to be truthful in telling you what she does and does not want from you and others.
• Listen to her without judging or trying to come up with answers or solutions.
• Communicate. Reassure her of your continued love.
Illness can bring couples closer together but can also make any weakness in relationships more apparent. Open communication can help the relationship to survive the stressful time of change. A tender touch, a hug or holding a hand can often say more than words.
• Recovery often takes longer than just the treatment time. It can take a long time to get back to normal and you both may not be at the same stage of recovery at the same time. Often, for women, the full impact of breast cancer doesn’t sink in until after treatment is
completed, and by then, her partner may think things are on the up and up. Women may continue to experience a loss of confidence and fear of cancer recurrence.
Tips for patients:
• Accept help, or better yet, ask for specific help. This is not only to help you cope. Family and friends often feel inadequate because they do not know what to do. They appreciate being asked to do specific things to help (e.g. picking up children after school, sitting with them at chemotherapy,
cooking a dinner) as this can lessen their feeling of helplessness and provide you with some practical help at the same time.
• Be patient when dealing with shocked and frightened friends and family. Every person may react differently; they too need some time to wrap their head around the diagnosis.
• Be honest if someone is being unhelpful. Set boundaries for visiting hours and gently guide your support people in their “help”. They may feel at a loss as to what is the best way to help and support you.
Every year, the lives of thousands of women diagnosed with breast cancer fall apart. As do the lives of those around them. You can make a difference by supporting women taking part in breast cancer research.
Your support provides the Breast Cancer Research Trust (BCRT) with vital funds to hold these lives together through evidence-based breast cancer research. Neither Te Whatu Ora Health NZ – Waikato nor the BCRT receives any direct government funding, and rely on fundraising, grants and donations in order to continue improving breast cancer outcomes through research. If you would like to know more about the BCRT, or how you can support us, please visit www.breastcancerresearch.org.nz.
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Support the Breast Cancer Research Trust Pink Walk & Run on Thursday, October 26 at Hamilton Lake, Innes Common. Entertainment from 4.30pm with the walk/run starting at 5.45pm
The Pink Walk & Run is an organised sports event that brings together individuals and groups to help raise awareness and FUNds for breast cancer research. The event is suitable for all ages and capabilities, with options to walk 3.8km around Hamilton Lake or run 5km around the Lake and Innes Common.
Littlies can have their face painted by one of the talented artists and have a photo taken
with one of the characters from Enchanted Entertainment. Stilt walkers will also be roaming the crowds, thanks to Free Lunch Street Theatre Company. Our Masters of Ceremonies Stu from The Breeze Waikato and Anne-Marie CaseMiller (Celebrant Waikato and BCRT Trustee) will keep you on your toes throughout the event.
Wear your pink finery for breast cancer awareness or yellow in support of breast cancer research, even better, mix pink and yellow together. We’ve got fantastic prizes for the best dressed adult, little person (under 5), young person (5 – 12), group as well as a great raffles to win. Medals for the first, second and third runners
in each category.
Enter a team of representatives from your business, club or school or get together as many friends and family members as possible to form the best team. All registered teams will go into a draw to win a fantastic prize! There is also a prize for the biggest team registered.
Dogs bring a lot of joy to our lives. From cuddles on the couch to the funny photos we capture – our fur babies are just as much part of the family as anyone else. The Pink Walk & Run event welcomes paw-rents to bring along their fur babies and don’t forget that there is a prize category for the best dressed dog.
Cross the finish line and
hang around for a gold coin donation sausage sizzle (proudly provided by Braemar Hospital), a Shot Coffee hot beverage or an ice-cream by Mr Whippy.
So gather the troops and do your bit to raise awareness and FUNds for breast cancer!
Register now at www.pinkwalk.co.nz
On behalf of all the brave women (and handful of men) going through breast cancer and partaking in trials, the Breast Cancer Research Trust would like to thank our gold sponsor Braemar Hospital, silver sponsor Direct Group Uniforms and all our other valued sponsors and supporters. Without you this event would not be possible.
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• Specialisin g i n Breas t Cance r D i a g nosis , S u rger y an d Medica l Car e includin g Breas t Reconstruction , Reduction and Enlargement.
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• Specialisin g i n Breas t Cance r Diagn o sis , Surger y an d Medica l Car e includin g Breas t Reconstruction , Reduction and Enlargement.
• Investigationand treatment of Breast Lumps, Breast Pain , Lactatio n Problems , Breas t Infections , Nippl e Discharge and female and male breast problems.
• Specialisinign Breas t Cance r Diagnosis , Surg e r y an d Medica l Car e includin g Breas t Reconstruction , Reduction and Enlargement.
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• Investigationand treatment of Breast Lumps, Breast Pain , Lactatio n Problems , Breas t Infections , Nippl e Discharge and female and male breast problems.
• Investigation and treatment of Breast Lumps, Breast Pain, Lactation Problems, Breast Infections, Nipple Discharge and female and male breast problems.
• Investigationand treatment of Breast Lumps, Breast Pain , Lactatio n Problems , Breas t Infections , Nippl e Discharge and female and male breast problems.
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• Investigationand treatment of Breast Lumps, Breast Pain , Lactatio n Problems , Breas t Infections , Nippl e Discharge and female and male breast problems.
• Investigationand treatment of Breast Lumps, Breast
• Specialisin g i n Breas t C a nc e r Di a g n osis , Sur g er y an d Medica l Car e includin g Breas t Reconstruction , Reduction and Enlargement.
• Investigationand treatment of Breast Lumps, Breast Pain , Lactatio n Problems , Breas t Infections , Nippl e Discharge and female and male breast problems.
• Ris kassessment , famil y histor y an d genetic s advic e along with ongoing surveillance.
• Investigationand treatment of Breast Lumps, Breast Pain , Lactatio n Problems , Breas t Infections , Nippl e Discharge and female and male breast problems.
• Investigationand treatment of Breast Lumps, Breast Pain , Lactatio n Problems , Breas t Infections , Nippl e Discharge and female and male breast problems.
Pain , Lactatio n Problems , Breas t Infections , Nippl e Discharge and female and male breast problems
• Ris k assessment , famil y histor y an d genetic s advic e along with ongoing surveillance.
• Ris kassessment , famil y histor y an d genetic s advic e along with ongoing surveillance.
• Ris k assessment , famil y histor y an d genetic s advic e along with ongoing surveillance
• Risk assessment, family history and genetics advice and testing along with ongoing surveillance.
• Ris kassessment , famil y histor y an d genetic s advic e along with ongoing surveillance.
• Investigationand treatment of Breast Lumps, Breast Pain , Lactatio n Problems , Breas t Infections , Nippl e Discharge and female and male breast problems.
• Th eopportunit y t o participat e i n th e lates t clinica l research.
D i an a A s t w o o d
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• Ris k assessment , famil y histor y an d ge n et i c s adv i c e along with ongoing surveillance.
• The oppor tunity to par ticipate in the latest clinical research.
• Ris k assessment , famil y hist o r y a n d genetic s a d vic e along with ongoing surveillance.
• Ris kassessment , famil y histor y an d genetic s advic e along with ongoing surveillance.
• Th e opportunit y t o participat e i n th e lates t clinica l research
• Th eopportunit y t o participat e i n th e lates t clinica l research.
• Th eopportunit y t o participat e i n th e lates t clinica l research.
• Ris k assessment , famil y hist o r y a n d genetic s a d vic e along with ongoing surveillance.
• Theopportunity to participate in the latest clinical research.
• Th e opportunit y t o participat e i n th e lates t clinica l research.
• Th eopportunit y t o participat e i n th e lates t clinica l research.
• Th e opportunit y t o participat e i n th e lates t clinica l research
Breast Imaging at:
Breast imaging at:
Breast Imaging at:
Breast Imaging at:
Breast Imaging at:
Breast Imaging at:
Breast Imaging at:
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B r e as t C ar e Nurs e
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Breast Imaging at:
Email : ian@stanne.co.n z
From the Breast Cancer Foundation National Register we know that if a woman has a screen detected breast cancer i.e. diagnosed when small, her chance of being breast cancer free at 10 years is over 95%. This is for women from all ethnic groups.
Breast screening
We recommend women start having mammograms from age 40 (annually to 50) and then two yearly. Breast cancers in women under the age of 50 tend to be more aggressive hence annual mammograms from age 40. If a woman has a strong family history or gene mutation identified in a close relative, mammograms may be recommended to commence at an even younger age. Currently free breast screening mammograms are available from age 45 – 69 years through the Breast Screen Aotearoa programme. In NZ there is work being done on raising the screening age to 74 years. Breast screening in women 70 years and older is very effective as cancers show up well
on mammography in this age group.
Mammograms are important as they;
• Can show changes in the breast often months or years before anything can be seen or felt,
• Can detect breast cancer early, which means a very good chance of cure,
• Can detect about 75 percent of unsuspected cancer in women under 50 and 85 percent in women over 50,
• Are safe because only very small amounts of radiation are used in two-yearly screening, though may cause anxiety because some changes that are detected are not due to cancer but do require further work-up to
prove this,
• Early detection and ensures that treatment is less radical treatment e.g. breast conserving surgery and sentinel node biopsy (removal of only 2-3 armpit lymph nodes) versus mastectomy and axillary node dissection. BreastScreen Aotearoa is New Zealand's free two yearly breast screening programme, for women aged between 45-69 years.
Please phone 0800 270 200 to enrol in this programme or online at www.timetoscreen.nz
We encourage women to be breast aware:
Some breast cancers may not be seen on mammogram, so it is important to be breast aware.
Changes in the breast to look out for and report to your doctor;
• A new lump or thickening
• Change in the size or shape of the breast
• Skin reddening, dimpling or puckering
• Any change in the nipple, such as clear or bloody discharge that occurs without squeezing, or a turned-in nipple
• Or a rash or reddening or scalyness of the nipple
• Breast tenderness or pain Nine out of 10 symptoms are not due to cancer, but it’s important so see a doctor to be sure. Proper assessment and referral for appropriate further work-up is needed to determine whether breast changes are benign/innocent or breast cancer.
What can you do to reduce breast cancer risk?
All women are at risk of breast cancer, and risk increases with age. Understanding breast cancer risks – those you can control and those you can’t –may help you to improve your breast health;
• Regular exercise – at least four hours per week; coming along to the annual Pink Walk and Run is a good start!
• Eating a healthy diet including low fat and sugar, and lots of fresh fruit and vegetables,
• Maintaining a healthy weight, especially after the menopause,
• Keep alcohol intake to less than 10 drinks per week. Ensure you have
alcohol free days,
• Breast-feed if possible. Breastfeeding for 12 months or more is associated with a reduction in breast cancer risk,
• Know your family history
Most women who are diagnosed with breast cancer have no family history. A small proportion get breast cancer because of a heritable cancer gene mutation. If you have a number of relatives affected by breast cancer on the same side of the family (mothers or fathers) your risk may be increased. Talk to your doctor about your family history, you may need to start breast surveillance at a younger age.
While the rate of death from breast cancer is gradually slowing, the numbers are still far too high – each death robs a Kiwi family of a mother, daughter, wife, or sister. We still need to keep getting the message out about early detection. With early detection, as well as better treatments developed through research, more and more women will survive breast cancer. Early detection also means that those diagnosed undergo less radical treatment, for example; breast conservation surgery rather than mastectomy; no chemotherapy versus need for chemotherapy.
For more than 30 years, we’ve been aligning great candidates with great opportunities, and ‘positioning excellence’ throughout Waikato.
We strive for excellence and quality in all we do. As part of our commitment to excellence, we’re focussed on finding the right fit for both job-seeker and employer.
So, if you’re currently looking to hire or would like to discuss your career opportunities, get in touch with our team.
Temporary | Permanent | Executive | Industrial 07 839 3685 | www.assetrec.co.nz
Proud Supporters of the Breast Cancer Research Trust Our friendly staff can help you with: Your new prosthesis Post surgery bar fitting Te Whatu Ora funding applications
On 18 May 2023, the Taxation (Annual Rates for 2023-23, Multinational Tax, and Remedial Matters) Bill was introduced into Parliament. If passed, the Bill will see the income tax rate for trusts increase from 33% to 39% from the 2024-2025 income tax year, i.e. from 1 April 2024 for trusts that have a 31 March balance date.
The Commentary to the Bill states:
“Aligning the trustee and top personal tax rates at 39% would help ensure that trusts cannot be used to circumvent the top personal tax rate. This would improve the fairness and progressivity of the tax system, protect the revenue base from erosion, and improve the Government’s ability to raise revenue.”
So, it appears the change in the trust rate is being made to stop people using trusts to avoid the top personal tax rate of 39%. Therefore, the question becomes, are trusts being used for this purpose?
My answer to this question is “no”. Trusts are not being used for this purpose, but the way trusts are taxed means that this can be the outcome. This distinction is important, and in my view, why the proposed 39% trust tax rate is an imperfect solution. While there may be a policy argument to support rate alignment, what’s being proposed is too blunt and will likely result in over-taxation.
A company is an interim taxing vehicle because its profits are taxed at 28%, and then taxed again when the profits are distributed (with a credit typically available for the tax paid by the company) to its shareholders. A company is a very normal commercial entity through which to own and operate a business for profit. Income is reinvested and the value of the company grows over time.
In the same way that income of a company may be reinvested to grow a business, a trust is similar in that it is often used to grow family wealth and capital over time – akin to the family nest egg. Distributions are made, but often, the focus is on strengthening the trust’s balance sheet for the betterment of the family e.g. children and grandchildren.
However, unlike a company, once income of a trust is taxed, it is not taxed again. This is arguably where the
I’ve been recommending the use of trusts for almost 20 years for numerous reasons including: - asset protection –both commercial and matrimonial, - flexibility, - succession and survivability, and - governance and managing family relationships.
anomaly arises. The solution of increasing the trustee tax rate to the top personal tax rate is too simplistic. There is an assumption that trustees will distribute all income to beneficiaries to make sure the ’right’ amount of tax is paid but this disregards and undermines the numerous other reasons why someone would want to put their assets and wealth into a trust.
An alternative change would be to introduce a trust imputation credit regime, where, like a company, trusts become an interim taxing vehicle. Tax would be paid by the trust when income is derived and at the 33% trust rate. The trust would record tax credits based on the tax it pays, which could be attached to distributions of income to individuals and then taxed at the recipient’s tax rate.
One reason in favour of this idea is that unlike a ‘natural person’ (to use the legal term), a trust cannot eat a meal, take a holiday or wear clothes. It cannot consume the assets it holds, so doesn’t it make sense that as the value of those assets are transferred to its beneficiaries, those distributions are then taxed based on their own personal
BY HAYDEN FARROW
Tax Partner, PwC
circumstances? Rather than apply the highest rate of tax to every dollar a family trust earns when it is trying to save and invest assets for the family to consume at some point in the future. This option would solve any concerns of ’circumvention’ of the 39% personal tax rate.
It’s worth noting that the Regulatory Impact Assessment issued with the draft legislation included the following comment:
“We also considered other options to address misalignment between the trustee tax rate and the top personal tax rate, including taxing trustee income at the principal settlor’s personal tax rate, or introducing an imputation-style system for trusts (which would ultimately tax beneficiaries on distributions of trustee income at their personal tax rates). An imputation style system, in particular, could improve the long-term robustness and sustainability of the tax system.
However, both options would involve fundamental reform to the taxation of trustee income. These approaches would be significantly more complex to design, implement, and administer.”
For those of us who have had to deal with the two, five and ten year Brightline rules, interest deductibility for new builds, residential rental loss ring-fencing, GST’s change of
At a pivotal time when there is a growing demand for in-person gatherings, JetPark Hotels has appointed Chantel Booysen as group business development manager (Corporate & MICE).
Booysen will play a crucial role in showcasing JetPark's refurbished accommodation and outstanding conference facilities.
Based in Auckland and working across JetPark’s hotels in Mangere, Hamilton and Rotorua, JetPark Hotels director of sales and marketing Angelique van der Merwe says the team is confident that Booysen will help take their business to new heights.
She brings considerable experience to the JetPark team, particularly her understanding of the corporate market, conferences and events,
which JetPark has identified as a key area for strategic growth.
"Her track record speaks volumes about her ability to forge meaningful relationships and drive revenue growth, and we are confident that she will play a pivotal role in our continued success,” van der Merwe says.
“With a career spanning diverse roles in New Zealand and overseas, Chantel has had numerous successful stints with renowned establishments. She has not only secured and nurtured new clients, but also significantly elevated sales for these establishments, which is a testament to her skills in client acquisition and account management.”
Her experience in sales, account management and marketing equips her with a solid understanding of the
hospitality sector, and van der Merwe says she will be an enormous asset for JetPark Hotels.
Booysen says one of the main attractions to the role was the opportunity to build relationships with JetPark’s clients.
“I’ll be looking after multiple properties, and I have the privilege of being able to connect with both new clients, plus old clients I have met before,” she says.
"I'm thrilled to be part of the JetPark family where I can contribute to the owners’ vision of creating exceptional experiences for their clients. What excites me most is the emphasis JetPark places on building relationships and their genuine passion for their guests. I really care about
understanding clients’ needs first, before providing a suitable solution. This is where the JetPark family and I are a great fit!”
She says JetPark has beautiful purpose-built conference facilities that are wellequipped to cater to both accommodation and events and conference needs.
“The location of the hotels makes so much sense if you’re running an event and you’ve got people coming in and out from the airport. Parking and travelling time is reduced – you don’t pay for parking. Plus we have a shuttle service from Auckland airport. And guests can stay here while they attend the conference. It’s a no-brainer.”
use rules and the list goes onwe know that complexity is not a valid reason to refrain from producing new legislation. I can’t help but wonder if IRD’s own policy team may prefer an imputation system for trusts, ‘robust and sustainable’ are strong words. Consideration needs to be given to pausing the change and providing the resources to consider other options.
Securing the Supreme Overall Award at the New Zealand Industry Wedding Awards 2023 is a testament to excellent teamwork and unwavering customer trust.
err and Ladbrook
KCatering, a name synonymous with excellence in the catering industry, has once again set a benchmark for unparalleled service and culinary expertise.
The Supreme Overall Award at the New Zealand Industry Wedding Awards 2023 is not just a win, it's a resounding recognition of the dedication, passion and commitment that the team pours into every event, Kerr and Ladbrook Catering CEO Hayley Smith says.
"This achievement stands as a testament to our team's pursuit of excellence and our unique ability to craft unforgettable culinary experiences,” she says.
“The award holds exceptional significance for Kerr and Ladbrook Catering; it's an acknowledgment of our team's passion and dedication, and the trust our valued customers place in us."
Hayley believes what truly sets Kerr and Ladbrook
Catering apart is their deeply ingrained commitment to personalised service.
“Every customer engagement is marked by our dedication to understanding and fulfilling individual needs and expectations. It's this personal touch that has earned us not only the trust of our customers but also recognition from industry peers.”
The award nomination was driven by customers and industry professionals who have experienced and admired the exceptional service delivered by the Kerr and Ladbrook team.
"We believe that behind every success story is a team that goes above and beyond. Our chefs, event managers and support staff are what makes Kerr and Ladbrook Catering thrive, and we deeply value and appreciate their tireless dedication," Hayley says.
The win comes on the back of previous awards gained throughout the years.
Clinching the Best Caterer
award in 2016, 2019, and 2022, Kerr and Ladbrook have established themselves as a force to be reckoned with in the catering landscape.
“These past achievements have undoubtedly played a pivotal role in shaping our company's trajectory, driving us toward the pinnacle of success – the Supreme Overall Award in 2023,” Hayley says.
With a remarkable legacy spanning over 17 years, Kerr and Ladbrook Catering
has consistently redefined the art of catering, impressing clients with an unwavering commitment to quality and innovation.
Renowned for their exceptional offerings across a diverse range of events, including weddings, corporate gatherings, special milestones, race days and conferences, they are a trailblazer in the catering domain.
“Our ability to cater to a multitude of occasions, from
and Ladbrook Catering’s success is a reason for celebration, and we want you to be a part of it! Secure your spot for a festive Christmas event before November’s end and enjoy
the most lavish weddings to high-profile corporate events, has showcased our adaptability and versatility. With each event, we weave a culinary narrative that not only tantalises the taste buds but also leaves an indelible mark on every guest,” she says.
Hayley says the key to Kerr and Ladbrook Catering's success throughout the years lies in their pursuit of excellence.
“We have continuously evolved, refining our skills and
pushing boundaries to create unforgettable experiences. The Supreme Overall Award at the New Zealand Industry Wedding Awards 2023 stands as a testament to our dedication, highlighting the culmination of our efforts and the mark we have made on the industry.”
And she adds, they look forward to continuing their journey of redefining culinary artistry and leaving an indelible mark on every event they touch.
Hamilton Late Night Lounge Ernest, a trailblazing establishment in the Waikato hospitality scene, celebrated a resounding victory at the 2023 Waikato Hospitality Awards.
BY EDITH SYMES
Wcurated selection of premium beverages spanning from delicious cocktails to exquisite wines.
Among the accolades, Ernest bartender Roberto Valenzuela proudly secured the title of Outstanding Bartender. With over two decades of bartending experience, he has dedicated relentless effort to reach this milestone.
Since its grand opening in November 2021, Ernest has captivated guests with its distinctive blend of sit-down seating, top-tier service, and a
inning an impressive four awards out of seven nominations, this outstanding achievement solidifies Ernest's status as an industry leader, marking them as the nightspot of choice for guests seeking an unparalleled bar experience.
Now
BY EDITH SYMES
An enterprising Raglan couple who started out six years ago making their own brand of chimichurri sauce at the Raglan Old School Arts Centre kitchen are now about to launch locally a traditional style of woodfire barbeque from their native Argentina to help promote their products.
The venture follows on from an Argentinian-style barbecue catering business which Ben Parodi and wife Ani have set up to push their popular range of sauces.
“We found that more and more people were asking about the barbeque itself,” Ben says.
So on a recent trip back home Ben met with Asaparri – a factory specialising in products for cooking over fire – and as a result will launch at Labour Weekend a woodfire and charcoal barbeque that, he says, challenges the Kiwi idea of summertime-only outdoor cooking.
He decided to import the barbecue himself because, unlike a gas barbecue, it has a firebox that keeps on burning and creating the embers on which to cook – in turn, evoking warmth and ambience for outdoor eating at any time.
“Creating unique experiences through my cocktails has always been a passion of mine. This award has been a long time coming and I am grateful for the recognition from my peers,” he says.
Ernest also claimed Outstanding Front of House Team and Outstanding Bar. These awards serve as a testament to the unwavering commitment of the team to elevate the standard of service and hospitality in the Waikato region. However, the crowning achievement was the coveted Overall Supreme Award presented to the establishment with the highest number of nominations and votes, a great recognition of industry support.
Craig Loveday the visionary behind Ernest says the team was thrilled and humbled to receive these awards.
“It is a testament to the hard work and dedication of our team, who consistently go above and beyond to create a memorable experience for our guests. We look forward to continuing to push boundaries and raising the bar in the Waikato hospitality scene."
Ernest can be found at 30 Alexandra Street, Hamilton, open Wednesday to Saturday from 4pm till late.
– specialty sauces at the ready.
Cooking with charcoal or wood gives a much better flavour than cooking with gas
The fire transforms this method of cooking into a year-round event, Ben insists, and continues the South American tradition that he and Ani grew up with of socialising around a woodfire barbecue
“The weather is not important, it’s the experience of being out,” says Ben. “And cooking with charcoal or wood gives a much better flavour than cooking with gas.”
Ben and Ani’s business
Salsa Brava started small in 2017 with the idea of making and selling chimichurri –found originally in the cuisines
of Argentina and Uruguay – as a way of sharing their culture through healthy food for Kiwi tables.
The uncooked sauce using parsley, olive oil, oregano, garlic, onions and chilli began as something of a labour of love – the pair growing and chopping the parsley themselves from their home.
Early on they travelled the
country with up to 800 jars of the sauce stacked on top of their campervan in search of retail outlets.
The rest is history, a range of their sauces now sold in in many outlets in the Waikato.
While Ani in particular these days is busy with the couple’s two young children, Ben’s been getting all fired up about the barbeques Salsa
Brava has imported to promote the sauces.
He and fellow native Argentinian Diego Nicholson are currently showing off the woodfire barbecue at Waikato Home & Garden Show, but will be back at Raglan doing demos in a fortnight.
*Catch them Labour Weekend at The Hut in Rangitahi, Saturday October 21 at 10am.
The H3 team recently welcomed over 150 association executives and industry leaders to Claudelands for The Australasian Society of Association Executives (AuSAE) Leadership, Insights, Networking and Connections (Linc) Conference 2023 – the largest gathering of association executives in New Zealand.
During the two-anda-half-day conference, association executives engaged with regional exhibitors and business events experts from across the country. The conference featured keynote speakers, workshop sessions, thought-provoking panel discussions, and networking opportunities, all designed to inspire, educate, and connect attendees.
Brett Jeffery, AuSAE’s General Manager expressed his gratitude for the team behind the venue.
“The event was undoubtedly a triumph, and much of that success can be attributed to the dedication and professionalism of the venue staff.”
“H3’s commitment to excellence manifests in seemingly small yet crucial details—arriving punctually, continuously checking on the well-being of
attendees and staff.”
“Moreover, the management style is one of respect and courtesy; the team possesses an extraordinary ability to coordinate with their team in a way that is both effective and respectful.”
“The event logistics were flawless. The capability to manage behind-the-scenes activities without causing any disruptions was commendable, adding another layer of excellence to our event. It’s exceedingly rare for me to find no room for constructive feedback.”
“From the high-calibre catering to the meticulous attention to detail, every aspect of our event was handled with utmost care. I eagerly look forward to the possibility of future collaborations.”
Melissa Williams, H3 Business Development and Sales Manager - Business Events, remarked,
“After many years of close collaboration with Brett Jef-
fery – AuSAE’s General Manager, and Aimee Tyson, Events Manager at Business Events Waikato, it was great to see the event finally come to fruition.”
“AuSAE Linc provided us and our regional partners with the opportunity to showcase our unique Waikato offering. Guests were invited to experience Hobbiton™ Movie Set Tours, The Red Barn, Hamilton Gardens, Novotel Hamilton Tainui, Ibis Hamilton Tainui, River Ride Cycle Way, the exceptional catering from our exclusive partner, Montana Food and Events, and our conference centre, Claudelands.”
Melissa shares, “AuSAE Linc is renowned for encouraging innovation and fostering growth, and we couldn’t be prouder to have been a part of this event and provide a space for association leaders to focus on their development and that of their teams.
“Congratulations to Brett Jeffery and the AuSAE team
for a successful conference and thank you to our regional partners for delivering an exceptional experience.”
H3 understands that no two events are the same. Whether you’re planning a corporate conference, wedding, trade show or just looking for a business meeting room, Claudelands has the ideal space and facilities to accommodate your needs. It’s flexible and multifaceted event spaces
can be tailored to suit events of all sizes and types, ensuring a seamless and successful event.
H3 is home to Hamilton’s premier event venues –FMG Stadium Waikato, Seddon Park and Claudelands, which includes GLOBOX Arena, Claudelands Conference & Exhibition Centre and The Barn. Discover Claudelands at H3group.co.nz and contact the team today.
When you need a location for a meeting, a workshop, a hui or a huddle, we have a variety of spaces across our three premier venues to perfectly suit all types of events.
The success of the FIFA Women’s World Cup in New Zealand and Australia provides a copybook example of how well-run events can have a positive impact and leave a lasting legacy, says Aimee Tyson, Events Manager for Hamilton & Waikato Tourism.
Hamilton hosted five matches as part of the tournament, attracting tens of thousands of fans who provided vibrancy and a welcome boost to tourism spend across Waikato. But beyond the economic benefits, the tournament also made a positive impact in a range of other areas, Tyson says.
“It fostered inclusion and opened the door for important discussions around
pay parity between male and female athletes. It encouraged environmental awareness through achievement of green building certification by all participating stadiums and initiatives like tree planting days for fans, and respect for and awareness of Māori culture through pōwhiri welcoming players and fans at matches in New Zealand.”
Preparations for the tournament led to upgrades to the changing rooms of 30
stadiums and community sporting facilities that hosted visiting teams, resulting in individual rather than communal showers and conversion of urinals into gender neutral bathroom facilities. Ultimately, this has created a more inclusive environment for many of our current and future female athletes, Tyson says.
“The FIFA Women’s World Cup is massive but the way it was organised this year, with a commitment to leaving a
legacy for New Zealand and Australia, is an example of how event planners of today are working to ensure their events can be a force for good.”
Tyson says event managers and tourism operators alike are embracing regenerative tourism, a concept that is part of New Zealand’s Tourism Industry Transformation Plan. While turning a profit is important for the sustainability of any event, she says the industry is acutely
aware that maintaining community support requires their events to contribute across all four well-beings – cultural, societal and environmental, as well as economic.
This more enlightened thinking is becoming commonplace for events of all sizes, from sports events and music festivals to trade shows and conferences.
“We’re seeing some impressive initiatives from conference organisers who
are bringing their events to the Waikato. There’s a strong desire to celebrate and support host communities and conference organisers are putting huge efforts into offering low-carbon activities or options.”
Rather than providing a bottle of wine or another conventional gift for a speaker at an event, some conference organisers are now expressing their thanks by donating to a local community group of the speaker’s choice, Tyson says.
Other common initiatives include field trips to exchange knowledge or take part in activities such as tree planting, community engagement by international speakers who are attending events, and sourcing of food, drink and other supplies from the local region.
With Covid-19 restrictions behind us and what we hope will be a record event season heating up, Hamilton and Waikato are well placed to enjoy the benefits.
Find out about what brought him to the Waikato to manage JetPark Hamilton Airport Hotel.
Q Tell us a bit about yourself & your experience?
A Originally from the United Kingdom, I began my career at the Haven Hotel and worked my way up to general manager for the hotel. After I gained a wealth of knowledge, my passion for travel took me elsewhere and I have worked for many years as hotel manager in many countries including the Caribbean, the Philippines, Vietnam, Turkey, Italy, India, Fiji, and now New Zealand.
Q What brought you to the Waikato?
A I have a great love for travel and have been lucky to find a career that has let me travel to so many beautiful places in the world. New Zealand is a gorgeous country so, naturally, it was on the list
of destinations for me. And of course, my wife is a Kiwi.
Q What inspired you to pursue a career in hotel management?
A I was inspired by a combination of personal interests and experiences. My interest with hotel management grew as I had the opportunity to travel and stay in different hotels. I observed the impact that a well-managed hotel can have on a traveller’s overall experience and learned that it’s not just about the accommodation, but creating a seamless, enjoyable experience.
Q Why do you enjoy managing the JetPark Hamilton Airport Hotel?
A I truly enjoy the day-to-day operations that come with running a hotel and have a
true commitment to guest satisfaction. The dynamic nature of the hotel industry creates new challenges and opportunities continuously and I love getting to meet so many people with such diverse backgrounds. My staff and their development are also a key component to what drives me and the promotion of the local area as a desirable and versatile destination is what makes working at JetPark Hamilton Airport Hotel so worthwhile.
Q How does the hotel engage with and contribute to the local community?
A JetPark Hotels are all about community, which is another reason it’s such a wonderful place to work. JetPark Hotels support the Make-A-Wish foundation, Animal Welfare Fellowship, Women’s Refuge, Dress for Success and more. On top of these charities the hotel group supports, JetPark Hamilton supports other community organisations such as the NZ Blood
Services blood drive we are hosting this October.
Q With the growing demand for responsible and green travel, are there any sustainability or ecofriendly practices your hotel has implemented?
A JetPark Hotels and JetPark Hamilton Airport Hotel are doing our part to help keep our country green. Here at JetPark Hamilton, we have removed all single use products, made sure all our packaging is ecofriendly, use low energy lighting, eco-friendly metal pens, and we have glass milk bottles from Raglan’s
Dreamview Creamery in every room. We are all for helping each travel reduce their carbon footprint.
Q Can you share a memorable guest testimonial or feedback story?
A Is it corny if I say there are too many? There’s many that stand out, so I guess I’ll talk to our most recent event here at the hotel. They wrote a beautiful thank you letter to the team as their event was a marvellous success.
Q What is your vision for JetPark Hamilton and
what would you like to see for the Hamilton property?
A JetPark Hamilton Airport Hotel has so much to offer. I would love to see our conferencing sector gain even more traction including adding weddings to our register. We also have a wonderful bistro, Propeller Restaurant & Bar, and we are currently working on a new and innovative menu to satisfy all those traveling as well as be a lunch/dinner destination for the locals. The list goes on as there’s multiple ways this hotel can continue to grow and succeed.
Q Anything else you’d like to add?
A If you haven’t made it out to JetPark for a meal, a night’s stay or an event, I hope you keep us in mind and stop in to visit!
Find out more about JetPark at jetparkhamilton.co.nz.
NIWA’s new purpose-built Hamilton facility is a $45 million injection in Waikato-based science for the benefit of the nation.
The environmental research complex is on the University of Waikato campus and includes 5,000m² of laboratory space and office facilities, alongside standalone workshop and storage buildings. It strengthens long-standing partnerships with both the University and Waikato-Tainui.
The old NIWA building was about 30 years old, and Regional Manager Michael Bruce says “It had become apparent that a purpose-built, state-of-the-art facility was needed to meet our needs, now and into the future, to ensure NIWA can continue to provide worldclass environmental science.
“We also needed a space that was going to attract and retain skilled people, many of whom could choose to work anywhere in the world.”
NIWA’s new main building includes 900m2 of advanced laboratory space with extensive bench space, temperature controlled rooms, wet labs, an electrically/ magnetically shielded room (Faraday cage), a lead-lined X-ray room, walk-in sample/specimen fridges and freezers, a radioisotope lab, eDNA preparatory clean room and multiple fume cupboards for controlled experimentation.
The upper floor provides sophisticated research and office facilities for more than 150 scientists, technicians and support staff, working across NIWA’s freshwater, climate and marine science disciplines, with extensive accommodation for visiting scientists and collaborators.
“Working with Fosters was a genuinely professional experience that guaranteed the standards of excellence NIWA required.”
Michael Bruce, NIWA Regional Manager
Fosters was chosen for this build project on the basis of their reputation.
“Fosters are clear leaders in the Waikato for a project of this size and complexity,” explains Michael. “They’re known as a highly competent team with a proven record. Throughout the entire process, tender to completion, they were an easy team to work with.”
The project team included Fosters, TBIG Project Management, Beca Engineering, Warren and Mahoney Architects, and Labworks. It was a large group to coordinate, on a project with many moving parts.
“Fosters were the cornerstone, keeping the project moving, within budget and on-time,” says Michael. “All the time, meeting our high expectations for Health and Safety by keeping everyone safe on site.”
Building to 5 Green Star Principles was vital to meet NIWA’s sustainability principles. It also added another level of complexity.
“Having this intricate and compact design delivered on time, on budget and to spec shows Fosters were exceptional at organisation and delivery,” says Michael.
“They were also exceptional at communication. This wasn’t just a box-ticking exercise for their team; we were included at every step, and that made the project work so well. Working with Fosters was a genuinely professional experience that guaranteed the standards of excellence NIWA required.”
Got a build project in mind? Get in touch with Fosters today!