Focus - On People - Summer 2021 by Business East Tamaki

Summer 2021

On People

Culture | Diversity | Inclusion

9 Sir John Kirwan Mental wellbeing and building workforce resilience

12 Diversity & Inclusion Vector’s cultural transformation

14 Nicole Horan East Tāmaki’s humble queen of the screen

getba

Greater East Tamaki Business Association Inc.

2021 - 2026

STRATEGIC PRIORITIES ADVOCACY

STRATEGIC PLAN 2021-2026

GETBA VISION FOR 2026 East Tamaki is recognised as the most environmentally sustainable and innovative business district and the leading source of knowledge, education thought leaders, advice and support for East Tamaki businesses.

Reaching the people who matter most by advocating on issues affecting members and their businesses •

Foster relationships with key influential stakeholders and other industry bodies

•

Expand our influence by enhancing GETBA’s profile

LEADERSHIP Creating an inspiring vision of the future through innovation and direction that engages the business community •

Lead the development of the East Tamaki Green Business Economy

•

Support our local businesses to provide diverse and inclusive workplaces

•

Connect local job seekers to job opportunities in the area

MEMBER VALUE OUR PURPOSE To extend the potential of GETBA businesses, property owners and their people through knowledge, collaboration and engagement enabling long term commercial growth and sustainability.

Maximising member value through support and promotion of East Tamaki businesses •

Support a safe, secure and resilient business area

•

Deliver access to inspiring content and innovations

•

Promote East Tamaki through enhanced member communications

Contents 5

From the Chair

Upcoming events

Take a minute

GETBA news

Sir John Kirwan: Mental wellbeing and building workforce resilience

12 Vector shines a light on diversity & inclusion

14 Nicole Horan: East Tāmaki’s humble queen of the screen 15 Human Resources: Freerange Works HR 16 Health and wellbeing: Jacqui McGuire 19 Youth & Employment

20 Business Profile: Vitaco 21 Business Profile: RSM NZ 22 Advocacy: Auckland’s Local Alcohol Policy 23 Crime Prevention Update: Inspector Scott Gemmell, Area Commander 24 Immigration Update 25 Apprenticeships: Laser Plumbing East Tamaki 26 Pacifica Women: Building positive futures at East Tāmaki Akarana Timbers 27 Sustainability Update 28 Sustainability case study: OfficeMax on future proofing it’s operations 30 Transport Update: Eastern Busway GO LD S P ONSOR S

Thanks to our Sponsors S ILVE R SP O NSO R

FOCUS

B RO NZ E SP O NSO RS

EXPERTS IN EAST TAMAKI

INDUSTRIAL CURRENT VACANCY

0.33%

CURRENT YIELDS

3% – 4.5% OUR TRACK RECORD SOLD

SOLD

East Tamaki 46 Greenmount Drive

East Tamaki 8/38 Andromeda Crescent

East Tamaki 29H Neilpark Drive

LEASED

Artist impression

East Tamaki 28 Business Parade North

East Tamaki 42 Lady Ruby Drive

East Tamaki A2/67 Business Parade Sth

CURRENT LISTINGS FOR SALE

CURRENT LISTINGS FOR LEASE

NEW VIEWING LISTING FINAL

Boundary lines indicative only

East Tamaki 80J Kerwyn Avenue bayleys.co.nz/1903653

NEW VIEWING LISTING FINAL

Artist impression

East Tamaki 4B/417 East Tamaki Road bayleys.co.nz/1903543

East Tamaki 27E Smales Road bayleys.co.nz/1903420

East Tamaki 31 Business Parade North bayleys.co.nz/1903562

The Bayleys East Tamaki team are up to date and have an excellent understanding of the market at any given moment. Given the incredible shifts we are still seeing, it may be time to get in touch with one of the team for an obligation free market appraisal. The role of an experienced real estate broker is more important than ever. Get in touch with one of the East Tamaki specialists to have a chat about your property needs.

James Hill 021 599 529 james.hill@bayleys.co.nz

George Hyslop 021 118 7497 george.hyslop@bayleys.co.nz

Mike Marinkovich 021 779 117 mike.marinkovich@bayleys.co.nz

Tim Bull 021 127 1831 tim.bull@bayleys.co.nz

Nelson Raines 021 555 673 nelson.raines@bayleys.co.nz

BAYLEYS REAL ESTATE LTD, MANUKAU, LICENSED UNDER THE REA ACT 2008

getba Greater East Tamaki

Business Association Inc. Committee Elected Members

Brendan Kelly Chairman

Henry Jansen Secretary

Lisa Murphy Treasurer

David Lindsay Committee Member

Nick Biland Committee Member

Nick Steele Committee Member

Andrew Turner Committee Member

Alan Lun Committee Member

Tim Bull Committee Member

Local Board Representatives Mike Turinsky Howick

Dawn Trenberth Otara, Papatoetoe

GETBA Team Ruth White General Manager

Shanu Gounder Marketing, Communications and Events Manager

Karen Hadley Operations Manager

Welcome from the Chair I don’t know about the rest of our members but I am so over lockdown, and I’ve been double vaxed since June 3, my staff by Aug 16th! My hotel business has operated in Level 4 and 3... but at -90% revenue. Let’s hope we get out of Lockdown by the 1st of December; the Auckland border gets removed, and international travel can be freely supported with a 90% vaccinated population. MIQ for travellers double vaxed and neg tested seems bizarre as we move to being vaccinated and living with COVID in community transmission. The reality is that we have all got on and done what we can with the current environment: Low unemployment, short staffed, subsidies, supply-chain and logistics issues in addition to the longest regional Covid Lockdown. We have done it with and through our people, so our important messages in this FOCUS edition are about continuing to focus on our people. As well as equity and diversity topics, we cover wellbeing, connecting youth to employment opportunities, training and apprenticeships and best practice with case studies from our local businesses. Our new normal is not without challenges and we are all stepping up to the mark.

Julie Davies Administrator

Editor

I would also like to thank those who attended the GETBA AGM Zoom. We have ticked that compliance box for another year and the team is set to

get on with the job of supporting our local business community as we start to re-open our economy. Liz Groenewegen, our treasurer, announced her retirement from the GETBA committee at that meeting after 10 years of service, and we will take the opportunity to say farewells at the first next face to face event…YES these will be back. Liz Groenwegen joined the GETBA Committee in 2010 and became Treasurer in 2012. I am also happy to welcome three new members to the GETBA board, Lisa Murphy (RSM) nominated as treasurer, Alan Lun (Mega Foods) and Tim Bull (Bayleys Commercial) who broaden our board diversity and reach with services, business ownership, property interests and input. Enjoy your read of FOCUS, look after yourselves, your businesses, your staff and customers. Finally, I’d like to wish you all a very happy holiday season, and let’s have a great start to the new year! Brendan Kelly Chairman, GETBA

Jes Magill | Dynamo Comms jes.magill@gmail.com

Graphic design Chris Phillips | Design Distillery chris@designdistillery.co.nz

Upcoming events 25 Feb

Breakfast with Hilary Barry

Advertising enquiries Shanu Gounder p 09 273 6274 e comms@getba.org.nz

18 March

First Aid Level 1 Course

PO Box 58260 Botany Auckland 2163

getba.org.nz

For more information and/or reserve your seat visit our website at getba.org.nz/whats-on FOCUS

TAKE A MINUTE

Lose yourself in a book

Cloud Cuckoo Land

Tony Moores from Poppies Books in Howick loves this time of year because those who enter his store remind him of the pure joy that customers also receive when they find that perfect book for a friend or loved one. Here are Tony’s top fiction reads for the year:

When everything is lost, our stories survive. Cloud Cuckoo Land brings together an unforgettable cast of dreamers and outsiders from past, present and future to offer a vision of survival against all odds.

by Anthony Doerr

Better Off Dead by Lee Child

Still Life

Called “the coolest series character” by Stephen King, Jack Reacher returns in a new, pulse-pounding read from Lee and Andrew Child. Reacher never backs down from a problem and he’s about to find a big one, on a deserted Arizona road, where a Jeep has crashed into the only tree for miles around.

by Sarah Winman

1944, in the ruined wine cellar of a Tuscan villa, as bombs fall around them, two strangers meet and share an extraordinary evening. ‘A story that bolsters the heart and soul.’

The Lincoln highway

Apples Never Fall

by Amor Towles

by Liane Moriarty

Amor Towles takes his unmatched gift for storytelling when two brothers venture across 1950s America to New York. Every beautiful paragraph takes the reader a mile further into a world where our choices matter, where life surprises us, and where people are worth the trouble – one of those rare and special books that drive us home to ourselves.

The Delaneys appear to be an enviably contented family and now they’ve sold the family business they have the time to learn how to ‘relax’. But when Joy Delaney disappears, her children re-examine their parents’ marriage with fresh and frightened eyes.

Be sun safe this summer

Be water safe too

New Zealand has one of the highest rates of melanoma in the world due to excess UV exposure and Kiwis need to be really careful in the sun. Slip, slap, slop, wrap is still the best way to go to protect skin and eyes from the sun’s damaging rays, especially when outside from September to April between the hours of 10am and 4pm.

Drowning is the leading cause of recreational deaths in NZ; last year there were 74 preventable drownings, with 70% of them in rivers and at beaches. Here’s a list of Water Safety NZ’s main water safety guidelines for everyone in Aotearoa this summer:

Yes, it’s that wonderful time of year when we Slip on clothing, Slip into the shade, Slop on sunscreen, Slap on a hat, Wrap on sunglasses and go forth and relax. For more information visit www.sunsmart.org.nz

• • • • • • •

Never swim alone Supervise children when they’re in the water Enter the water feet first, no diving Stay away from pool drains Stay within designated swim areas Avoid using alcohol Learn CPR

Here’s to safe and happy holidays for all, over what is going to be an extra warm summer. For more water safety tips go to www.watersafety.org.nz

FOCUS

TAKE A MINUTE

How’s your breathing? For most of us, breathing is simply something we do for our entire lives and we hardly give it much thought. But for many of us, our breathing patterns or breathing habits may not be ideal, and some of us we may well have a breathing disorder and not even realise it. A new book called How To Take A Breath by trailblazing NZ clinician and educator in breathing for health and wellness, Tania Clifton-Smith, is now available in bookstores. Breathing affects the whole body, from the rhythm of brain function, structural stability, co-ordination and vocalisation; to our moods, emotions, sleeping patterns and even the way we think. And here’s the key: how to get your breathing to work well for you is one of the human body’s best kept secrets, until now. In her new book Clifton-Smith shows exactly how important correct breathing is and how fundamental it is for health. She explains how to recognise bad breathing habits, what effects these can have on our health and our lives

and most importantly, what we can do about them. One example of bad breathing is taking fast and shallow breaths. This is fairly common – especially for those under stress and living very busy lives – and can cause significant imbalances in the body. In essence, How To Take A Breath is a ‘health check’ for the most important thing we do, to keep our body functioning. This book enables the reader to determine if they have a breathing issue, how to correct this and provides many examples of bad breathing habits and the difference that correcting them has made to people’s lives. This could be the ideal holiday read to help you and those around you breathe easier, and really relax the body and mind.

Here’s what better breathing can achieve for you • Enhanced posture, stability and vocal quality • Better digestion, and gut and bowel movements • Improved cardiovascular and lymphatic flows • Improved sleep • Better regulation of the nervous system • Improved focus, attention and clarity of thought • Enhanced cellular action and metabolism • An ability to relax and calm an anxious mind • A boosting of the immune system • Better regulation of breathlessness and processing of pain •

We have loans to keep cash flowing Visit bnz.co.nz to apply Lending criteria, product terms and conditions and fees apply.

Greater self-regulation, which is the skill of learning how to soothe and calm ourselves – a process usually learnt from an early age

GETBA NEWS

AGM Zoom-Style 2021 The AGM was held on 20 October via Zoom – a first for GETBA and one which we hope doesn’t have to be repeated. Chair Brendan Kelly spoke about the negative effect on business of a slow start to vaccination, a difficult employment market further hampered by border closures and the stressed supply chain due to an unproductive port and global shipping charges. Brendan also acknowledged the remarkable contribution by the previous GM Jane Tongatule and said that the new GM Ruth White had been tasked with developing a 5-year strategy and delivering GETBA Version 2.0. In speaking to the 5 year Strategic Plan, Ruth advised that the Committee considered the purpose and reason for GETBA’s existence and agreed the purpose is to extend the potential of businesses, property owners and people through knowledge, collaboration and engagement, enabling long term commercial growth and sustainability.

Latest Webinars These were well received and attended by members who found them topical, valuable, and beneficial: •

How to stop the Cyber Crims getting to your business, by Daniel Watson, managing director of Vertech IT Services

•

COVID-19: Wage Subsidy Applications, Vaccinations and General FAQs, presented by Kate Ashcroft from Copeland Ashcroft Workplace Lawyers.

•

Immigration Update by Saif Shaikh and Martin Szeko from Immigration Advice NZ Limited; for their most recent update please turn to page 24.

“

Kia ora Daniel. Appreciated your korero today. You shared valuable information, as little as using unique passwords and to create a culture within our working environment providing regular awareness for our Team. We currently have Crime Insurance and Cyber Liability Insurance with our Business Insurance Company and recently renewed, however we will reach out for assistance. I am excited to discuss and share the Cyber Zoom with our Staff.

“

It was a really valuable session that helped me understand all the changes in the immigration field at the moment. Many thanks for organising the event.

“

”

” I found it a good useful overview and I got my key question answered so it was beneficial for me.

”

Buy Local is a special Facebook group for GETBA members to share ideas, communicate, promote their business products and services, and to show support for other local businesses. Membership of this group is only available to GETBA members and associate members. For further information on becoming a member please visit our website: https://getba.org.nz/membership The page is moderated by the GETBA team and access will only be granted once we have identified the business and employee. We encourage our members to join this group and to proactively promote their business products, services and special offers along with supporting other local businesses.

Buy local and support local because East Tamaki is indeed a great place to do business!

Join here: www.facebook.com/groups/468762157835998/

getba.org.nz

For more information contact : e comms@getba.org.nz p 09 273 6274

getba Greater East Tamaki

GETBA NEWS

Mental wellbeing and building workforce resilience GETBA’s last webinar for the year was possibly the most important and received a lot of positive feedback. For individuals and business owners navigating through this pandemic, Aotearoa’s champion for addressing mental health and wellbeing, Sir John Kirwan, aka ‘JK’, led 150 virtual attendees through his top tips and advice to help build resilience in individuals and business owners. Introduced by GETBA chair Brendan Kelly, the webinar was hosted by James Smith from Xennial Marketing. JK began his presentation by describing his 100 days of lockdown, with emotions that many recognise: “Angry, stressed, scared ….” And when his emotions had the potential to swamp rational thought he told himself, “I am not my emotions, I am my values.” When people are experiencing overwhelm, it’s important to bring things back to reality, “To remember why we’re having these emotions. These are extraordinary times. We’re living in a pandemic and SMEs especially are suffering, with Covid pushing down energy levels. To address this, go to your tool box, to the 3A’s and create a daily mental health plan.” All the resources presented by JK in the webinar are on his website/APP Mentemia, a platform he co-founded five years ago to help individuals and business owners grow their mental health and wellbeing. Over the hour-long webinar, he spoke a lot about the importance of having psychological tools, being able to switch off and unplug the brain, leave the phone behind, and avoid talking about the big challenges for a set time each day. “Talk about music or art”, he says, while acknowledging that changing habits is difficult and persistence is required. “We need breaks to be creative and to problem solve creatively. So figure out those things that help you switch off, that help you relax, and carve out time for respite. For me, I like to read, cook and surf and recently I took up the guitar. I was on my own for quite a lot of lockdown and knew I needed to pick up something that would occupy and challenge me.” JK uses and suggests The Worry Map a lot as a way to bolster mental health. “It can be applied to issues at home, and at work is a great psychological opener to help build bridges with your team that can encourage discussions around mental health.”

JK’s tool kit for mental health & wellbeing The 3A’s – think Triple A Battery • Awareness • Acknowledge • Action

The Six Pillars • Chill – calm the mind and be present • Do – be motivated, learn and grow • Connect – especially important today • Stay active • Celebrate – we’re here, surviving and fighting • Enjoy

The Worry Map • Write down, what can I control, what can’t I control, what can I do, what can’t I do? • Start with DOT: do one thing, one thing that will help – whatever that is for you • Then DAT: do another thing, again whatever resonates

CARE

• Check in • Actively listen • Reassure • Encourage

Identify your sharks

Helping those who help others A GETBA member asked JK a question via LiveChat, ‘How do we support the supporters?’ “You’re holding their hand on this journey, you’re supporting them. You don’t have to be the experts but know the pathways where people can get assistance.” “People with anxiety and depression can be very good at masking how they’re feeling so put tools for addressing this on the agenda. Personality changes are the first things to look for, and remember to look after you.

Let’s acknowledge “We’re currently under a lot of pressure and if you’re feeling vulnerable, go back to the tools. Just keep stepping in and being honest about your mental health, and normalise conversations around it. “And remember to celebrate the positives; the amazing way we’ve adapted. We’re getting close to the end and we’ll be living in a new world soon.” FOCUS

Identify your vulnerabilities, then come back to the Three As, Awareness, Acknowledge, Action - create a plan

Vulnerability There’s definitely a place for it at home and in the workplace; being open and vulnerable with your emotions makes it easier for others to show their vulnerabilities too, and then issues can be addressed For more resources go to www.mentemia.co.nz

See JK’s full webinar here 9

GETBA NEWS

Welcome! GETBA’S new committee members

Lisa Murphy

Alan Lun

Tim Bull

Treasurer

Committee Member

Lisa believes GETBA is vital in ensuring the East Tamaki business community is strongly represented in areas of advocacy, local infrastructure and crime reduction. With the current pandemic making life difficult she’s pleased to be part of a strong support network that can help businesses deal with the issues they are facing. Lisa joined RSM NZ in Highbrook in 2017 as the tax partner and has more than 30 years’ experience assisting domestic and multinational clients and organisations. She lives in Beachlands where she and her husband enjoy supporting the local community.

Alan firmly believes improved infrastructure and encouraging local conversations that inspire success and prosperity are essential in any community. With GETBA providing an effective platform through advocacy, forums, networking events and security initiatives; he says this also helps improve the lives of those who live and work in the area. Alan is founding director of Mega Food Services, which has supplied local restaurants for 20 years, and employs more than 80 staff. He also enjoys building lasting relationships with local, like-minded business owners.

Passionate about East Tamaki, NZ’s largest industrial precinct, Tim has a strong association with the area and is excited about contributing to the community, local businesses and property owners who have supported his career so far. As a commercial/industrial broker for Bayleys Manukau for 7 years, Tim connects with East Tamaki business leaders and property owners throughout his business day. He works with small start-ups through to some of NZ’s largest businesses and landlords, as well as representatives from local and central government.

And farewell Liz Groenwegen!

Liz joined the committee in 2010 and in 2012 became treasurer, as GETBA was transitioning from a voluntary organisation funded through member subscriptions, to targeted funding paid annually via the Council. She set up the necessary recording, reporting and auditing protocols to ensure GETBA’s compliance with public funding requirements, and played a big part in helping GETBA maintain its strong, viable business model. This was noticed across NZ, with GETBA acknowledged by Council as an example of how a BID should be financially managed.

a chartered accountant with RSM NZ where at one point she was a managing partner; she also helped run her husband’s food production company.

As well as bringing her financial experience to the table, Liz’s contributions were respected and her opinions sought because of her personal business experience in East Tamaki. For 19 years she worked as

Heading into retirement to enjoy some well-earned time with her family as well as play golf, cycle and go sailing, Liz will certainly be missed by the committee and wider GETBA family. Thank you and go well!

FOCUS

Successfully combining her straightshooter style with a warm sense of humour and empathy, Liz was aware of the impact that difficult decisions can have on individuals in a business environment. She contributed robustly to committee discussions and every member always knew exactly where she stood!

Whale watching at Highbrook A unique public art experience celebrating Aotearoa, art and marine conservation, Whale Tales is on its way — and Goodman is proud to be a part of it. From January to April 2022, over 100 whale tails decorated by local artists will be on display in streets, parks and public spaces all over Tāmaki Makaurau. We’re a sponsor for the event, presented by the New Zealand World Wildlife Fund in partnership with Wild in Art and Auckland Unlimited.  Find out more: whaletales2022.org

We’ll also have our own tail on display at Highbrook Business Park, with a design created by emerging artist Isabel Rust (shown above). The piece explores the tail as a totem, or emblem of the gifts of nature surrounding us. Appropriately for Highbrook, it includes the Kōtare (Kingfisher), which is often spotted in the wetlands surrounding the area. The bright little bird can be seen casting a watchful eye over land and sea, surrounded by a symmetrical design of simple, flowing organic shapes.

FOCUS

Goodman Magazine 2021 

DIVERSITY & INCLUSION

Vector shines a light on diversity & inclusion Vector’s reputation as an organisation that has developed a successful workplace culture is well established but they’re the first to acknowledge that there’s still plenty of work to do and continue to be committed to positive change, trying new things and adapting if they don’t work. FOCUS looks at how this energy/ communications solutions company transformed itself into an awardwinning workplace that embraces diversity and exemplifies inclusion.

overall Supreme Award in 2015, and in 2019, the Empowerment, Diversability and Supreme awards.

There’s no doubt the Vector team walks its talk when it comes to supporting diversity and inclusion in the workplace. Currently employing 1290 staff, Vector dominated the podium at the Diversity Works Awards in 2015 and 2019; winning Tomorrow’s Workforce and

“The Energy Industry has traditionally been male dominated and when Vector designed it’s D&I programme there was a real focus on not only attracting a diverse range of people to the organisation but ensuring that they built a culture of inclusivity and allowed all team members to feel valued, their ideas counted and they could achieve their career goals.”

Vector’s D&I purpose statement reads: “Building a better business through diversity and inclusion.” Amanda Roscoe, senior HR advisor explains: “We realised that Vector’s workforce diversity; the skills, values, backgrounds and experiences of our people, was its strength, and if we embraced this diversity of thought we could unlock

innovation, drive engagement and connect with our customers to deliver better outcomes.”

Teina Teariki Mana, Vector’s Community Engagement Manger and Diversity & Inclusion champion 12

Pivotal to Vector’s D&I success was establishing the Diversity & Inclusion Committee 2015. “This was a group of volunteers who wanted to not only do FOCUS

the thing they get paid for but also help create a working environment where everybody feels okay, where differences are understood and celebrated,” says the committee’s chairperson Teina Teariki Mana. As Vector’s Community Engagement Manager, Teina’s name usually fronts the press on Vector’s D&I progress. Known for her drive for whanau, service and community, Teina joined Vector in 2009 and was a judge for the Diversity Works’ awards in 2020 and 2021. When asked what drives her, she says: “I genuinely love people, and understanding what makes our people tick. When you realise that, and they realise management is listening, they feel connected to your business and put in that extra effort.”

Employee champions “Standing up and supporting a group of passionate champions working across our geographically-spread business means we can reach more people and be more effective,” says Teina, who along with Paul McCloskey, Vector’s GM for Teams & Talent, are the in-house D&I advocates. In 2015 one of the first challenges for the D&I committee was addressing the low number of female employees at Vector and why so few women were in management roles. “Some women started saying there weren’t

DIVERSITY & INCLUSION

the opportunities for them here so we thought; ‘Okay, how can we try and open these doors?’”

than through sharing food and these celebrations helped us better understand and connect with each other.

Approaches and timing needed to be right and trial and error preceded success. “One of the first D&I surveys went out to the women at Vector and it read something like: ‘Hey Ladies, we want to do something about the lack of women in leadership roles.’ A lot of replies came straight back: ‘No – we don’t want you to put us in this box.’ So we realised we needed to let this rest for a while and work on our messaging. “Our next approach was to create opportunities where women would be part of project teams, learning about themselves and how they work with others in leadership roles. This became our successful Women in Leadership program. It took an ‘action-learning’ approach where participants were placed in teams and worked on real projects that mattered to Vector,” says Teina.

“Issues overtime would come up like our Muslim colleagues who felt they had nowhere to say their prayers; some were praying on the bathroom floor so we found a safe, quiet place where they could pray together.” Teina says that overtime, honouring D&I at Vector was about creating safe spaces and engagements; having trusted champions who people felt they could approach with their concerns. “We realise we’ve come a long way because it’s okay now for our people to share with us, and feel comfortable that requests go up to the D&I council made up of the CEO and other senior leaders, because their voices are being heard.”

Connecting in Covid Times

“We needed to work with other minority groups too within the organisation: “Our Polynesian and Māori people and other ethnicities; why weren’t they progressing in terms of leadership roles? Again, it was time to listen, focus on cultural drivers and understand our people.”

“When Covid arrived, the rhythm of our D&I programme changed and moved to a focus around employee wellbeing and connection,” says Teina. “D&I is all about face-to-face, person-to-person engagement. It’s about connection, and connecting these days online in your lounge, isn’t really cutting it so we’re thinking hard on how we can revive this.”

The D&I team started organising cultural events – Matariki, Diwali, Chinese New Year, Al - Hijra Hannukah, Ceilidh. “In a mixed cultural workforce, there’s no better way to bring people together

It’s a sure bet though that for an energy and comms provider like Vector and a Diversity & Inclusion champion like Teina, connection strategies won’t be down for long.

How inclusive is your workplace? The Aotearoa Inclusivity Matrix will help you find out. It’s an evidence-based framework developed specifically for New Zealand workplaces that allows organisations to identify the maturity of their diversity, equity and inclusion (DEI) practices across seven components. It provides a basis for workplaces to understand their current capabilities, identify areas for improvement and create a roadmap for transformation. To register for your copy of the matrix email info@diversityworksnz.org.nz

The Vector team dominated the podium at the 2019 Diversity Works Awards where they scooped the Empowerment, Diversability and Supreme Awards.

FOCUS

PEOPLE OF INTEREST

East Tamaki’s humble of the screen REC

Set amongst corporate and SME neighbors in Accent Drive, East Tamaki, there’s a creative agency doing its thing pretty much under the radar and that’s how Nicole Horan, CEO and director of Hi Mama! likes it. Setting up her broadcasting and media production company there in 2017 Nicole and two full-time contractors enjoy their little slice of East Tamaki. “It’s close to home in Papatoetoe and after 15 years of travelling to and from the city every day, I was over it.”

a family. The hours are weird and unpredictable and females are hugely under-represented so that’s another big push. “I grew up in Otara and when I was looking for premises I wanted to stay out south to give people in my community opportunities. A lot of production companies are based out west or central Auckland. You need to have a car but not everybody has one. We believe if we can give just one person a break, that makes it all worthwhile. “What we’re trying to do is simply tell our own stories with a creative outlook, and bring hope and entertainment to those who work with us and our audience. If we can do that, we’re happy.”

Those working nearby probably don’t see a lot of the Hi Mama team as typically they’re working on three shows at a time. Take this month for example, they were filming the fourth season of Toa Hunter Gatherer for Māori Television in Stewart Island; they’re producing the reality TV show The Walkers (Stan and whānau),and a documentary on the Black Ferns is on the go too. Her name might not be ‘household’ but most people in Aotearoa will know or know of her work. She produced the second season of The Bachelor for Warner Brothers NZ and cast the smash hit Celebrity Treasure Island. She’s produced many shows since then and at the Accolade Global Film Competition recently, Hi Mama was given The Excellence Special Mention award for an experimental Troy Kingi project, Black Sea Golden Ladder – The Visual Album and is an official selection in the Cannes World Festival. For this mother of three, bringing in young creatives and giving working parents a chance is a big part of what drives her. “In our industry it’s really hard to do what we do and have

Top, School of Training Shoot, 2017; above, Nicole (second from left) and friends on the set of Toku Whare Kōhanga Reo, a renovation, character driven series for Māori Television that delivered humour, history and heart.

FOCUS

HUMAN RESOURCES | FREERANGE WORKS HR

Employee performance reviews get the sack!

Employers really get it now!

A key aspect of building high-performing teams is setting clear objectives. For too many employers this means the dreaded annual performance review: an arduous, time consuming, paper-based process that can do more harm than good. Online performance platforms are a more modern approach that align with flexible work cultures. They remove admin drudgery and enable conversations to become ‘live’, positive and goal-focused.

Life for Freerange Works HR consultants Sarah Brooke and Kerryn Strong has become a whole lot easier lately. As their clients have been navigating their staff through Covid lockdowns and restrictions, this has highlighted for them the importance of work/life balance and wellbeing for their employees. “So many employers are wanting to hold wellbeing webinars now and they’re keen to check in on their people. “They really get it now,” says Sarah, and to help businesses not only survive in 2022 but thrive as well, Freerange Works has compiled these strategies to help create robust businesses and healthy workplaces:

Navigating changes in workplace culture The pandemic has really illuminated what’s important and for businesses it’s continuing to operate no matter what comes their way. As we progress further into a flexible working landscape, formalising a hybrid model that mixes remote and office working, is ideal for many businesses.

Strategies for positive workplace cultures For employers keen to build positive workplace cultures that value mental health, regular staff surveys are valuable to gauge staff engagement and satisfaction. Surveys are ideal too when times are challenging and there’s been a lot of change. The data collected can also be used as a baseline for employers’ People and Culture activity. Whether you use an independent party to gain better survey participation rates or not, either way it’s important to review and discuss survey results and then communicate next steps with your team.

Sarah Brooke and Kerryn Strong are co-founders and consultants at Freerange Works HR.

Inclusion through divisive times It’s vital employers remain inclusive when division can arise around the issue of vaccination, and decisions not covered by government mandates need to be weighed up through solid Risk Assessment. Religious beliefs or health issues may form people’s reasonings, so employers need to ensure unvaccinated staff aren’t unlawfully discriminated against or bullied in the workplace. Effective communications, manager training and support, plus employee training around these issues is essential. The world is proving its resilience through this difficult time and businesses can do the same. With good HR support and solid thinking behind every action, employers can ensure their staff get through this period with their mental health intact and that businesses continue to thrive as a result. FOCUS

HEALTH AND WELLBEING

The year that’s been, and the year to come At the end of 2020 none of us thought we could have a year as bad as the one just past. ‘Boy oh boy’ were we wrong. This year has presented continuous challenge in every facet of life: health, work and business, relationships, finance, parenting, leisure and community have all been impacted. For many of us, the second half of 2021 has been a far harder journey than we could have imagined. Illness, loss, unemployment, separation from loved ones and business foreclosures have caused grief, worry, loneliness and low mood. Stressors and symptoms we wouldn’t wish for friend or foe. The impact of lockdown (stress and loss) on mental health and wellbeing is cumulative, meaning that the longer we live in lockdown it gets harder, not easier.

Jacqui Maguire writes..

Research highlights that 2/3’s of us will ‘manage well’ through the most extreme hardships by flexibly drawing on our skills and strengths (George Bonnano and The Loss, Trauma and Emotion Lab). This research doesn’t sugar gloss reality, but it does provide hope that we can collectively pull through this tough period of time. No doubt, you have drawn on a range of skills this year to get you to this point. Sincerely, well done. For me, audio books and quiet time in the garden were my life savers. As we head into 2022, I am sure there is a desire to erase the year from the memory bank and start afresh with a clean slate. However, I believe simply forgetting all that has been and starting anew is inherently flawed. Firstly, there is no certainty how COVID-19 will continue to impact the world and our lives. We must continue to adapt and make meaningful lives in our new normal, remembering that it is living in the present moment and our small daily actions that can have the most significant positive impacts on our wellbeing. Secondly, if we charge forward without taking time to reflect on what we have experienced, we will miss a golden opportunity to enhance our self-knowledge and retain the silver linings that often are inherent to challenging times. As you head into the holiday season, I am going to invite you to reflect and plan for 2022 in a meaningful way. Regular January New Year’s resolutions are made and too often broken before the month is over. Resolutions focus on external motivators, are often aimed at stopping rather than adding in new habits, are rarely linked to your values and seemingly have unrealistic timeframes. Some of the reasons the fail! This year I’m going to invite you to do it differently. Throw away the goal ‘to-do-list’. Instead, take the chance to quietly reflect on the year that’s been and envision your new year through an internal lens. How do you want to feel during 2022? How do you want your worth to be defined? If you took external achievement or praise out of the equation, what would a successful year encompass?

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HEALTH AND WELLBEING

Time to reflect and plan Find yourself a pen, your favourite beverage and somewhere peaceful to sit:

Reflection on 2021 1. Three words to sum up my experience of 2021 are… 2. My biggest personal challenge of 2021 was…. 3. I have managed to cope through this challenge by……. 4. New strengths I discovered about myself in 2021 were…. 5. What positively surprised me about 2021 …….

Planning for 2022 1. Aspects of 2021 that I want to take forward into 2022 are…..

2. Picture yourself at the end of 2022, reflecting on the year just been: a. How do you want to have coped during the year (choose three words) b. How am I going to live during 2022, or what needs to happen in 2022, to make this happen? c. The benefits on feeling like this during 2022 would be (for you, others, work….?) 3. Make yourself an action plan. Below are some helpful thought starters: e.g. In order to feel ________ during 2022 I am going to: • Aspects of my life I can control which will help me feel this way are: • Changes I need to make are: • I want to invest time and energy on: • I’d like to minimise time and energy spent on: • People in my life that support me to feel like this are:

Jacqui Maguire is a registered clinical psychologist and highly trained science communicator. She specialises in providing practical psychological theory and strategies to optimise personal wellbeing, work and relationships. She is one of New Zealand’s prominent mental health and wellbeing thought leaders, and is a sought-after keynote speaker. Jacqui works closely with organisations across the private and public sector, is the founder of the #1 ranking Mind Brew podcast and the author of When the Wind Blew. www.jacquimaguire.co.nz

I hope completing this exercise enables you the opportunity to make purposeful decisions guided by your values, subsequently leading to an enriched sense of purpose, self-compassion, worth, connection and satisfaction. I also hope it provides an alternate template to the over-hyped new year’s resolutions. Best of luck; and for my 2022 I am aiming to feel: purposeful, connected and satisfied.

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Jacqui x 17

ADVERTORIAL

People-focused Highbrook Medical Centre is Now Officially Open Highbrook Medical Centre, the newest of Health Improvement Group’s clinics, which include Botany Junction and Ormiston Medical, is now officially open in Auckland and accepting new patient enrolments. Despite the lockdown, Highbrook Medical Centre opened under Level 4 rules. The clinic is working with employers in Highbrook Business Park and greater East Tamaki commercial areas to codesign a healthcare structure for employees and whānau. It will provide easy access to timely healthcare services that fit within people's busy lives. From onsite vaccinations, workplace medical assessments to virtual consultations, Highbrook Medical provides professional healthcare services for all businesses and local whānau. The clinic was brought to life to initiate healthcare outreach (Te Waka Hau ora) into the workplace and provide unconditional support to all its patients. It is structured around the concept of the Māori health Te Whare Tapa Wha model: spiritual, physical, mental, family and social well being, supported by connection to the land. Speaking more about the center, Lucy Hall, Group Manager of Health Improvement Group added,

“People truly thrive when they are not only physically but also mentally healthy and feel able to contribute. At Highbrook Medical, we understand that thriving isn’t just about traditional health measures but feeling supported in the workplace and community. Access to quality healthcare services close to work benefits both employees and businesses. So, we provide easy access to high-quality, low-cost, integrated healthcare, accessible from or in the workplace.” Highbrook Medical has a clinical team who are equally passionate about the concept of providing holistic healthcare facilities to workplaces. Dr Andrea Sievwright and Dr Preetam Durshanapally are the two eminent GPs practising at Highbrook Medical Centre. Dr Sievwright has been working as a General Practitioner in South Auckland since 2011. She has been working in Otara focusing on improving health outcomes for Pacific people. Dr Preetam Durshanapally is a General Practitioner and a well-known doctor in the East Tamaki community. He is interested in Mental Health & Long Term Condition Management. He speaks English, Hindi and Telugu.

About Highbrook Medical Centre Highbrook Medical Centre has been established to provide holistic health services to patients. The medical hub provides access to comprehensive medical services-physiotherapy, pharmacy, dentists, psychologists and X-ray onsite at 31 Highbrook Drive as well as in workplaces and in the community where possible. Unconditional support is the core value of the centre that allows its workforce to thrive with hau ora.

31 Highbrook Drive, Highbrook, Auckland, 2013

(09) 273 4876

highbrookmedical.co.nz

YOUTH AND EMPLOYMENT

Business/school/local board collaboration goes next level A community-based collaboration to increase the opportunities for local employers to hire local youth who are keen and ready to work, is planned for the New Year. Howick Local Board research revealed recently that 70% of college age youth in East Auckland are looking for work and are seeking help to gain employment, and this need still exists, according to the Howick Youth Council. Local Board member Mike Turinsky stated that linking up GETBAs resources and membership with that of youth from local colleges, makes strong sense. Deputy principal at Botany Downs Secondary College, Debbie McGregor says that often students’ family connections and ‘word-of-mouth’ recommendations helped fill seasonal and casual roles in East Tamaki. “We’re now keen to encourage a more robust approach on behalf of our students to connect with GETBA members. Providing more opportunities for our local youth to work for local employers will be win-win.” For many years BDSC has actively built relationships with local business through its Gateway Employment Programme, which offers work experience to Years 11, 12 and Year 13 students for 30 to 40 hours. The College is keen to get to know local businesses better and develop more formal networks between the school and individual businesses. Debbie has also in a personal capacity assisted students find jobs and apprenticeships. Students from Botany Downs College learning on the job

General manager of GETBA, Ruth White says, “GETBA is well placed to promote stronger connections between local schools and employers and looks forward to enabling this initiative.”

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BUSINESS PROFILE | VITACO

at Vitaco When connecting with everybody is everything Like a lot of businesses, keeping connected during the first lockdown was novel and remote teams more readily engaged but subsequent lockdowns and restrictions have proved more challenging. Human Resources departments have had to dig deep, over communicate and be very intentional in their efforts to keep their teams connected.

From 2016, following new ownership at Vitaco, there was recognition the company needed to focus more on leadership capability in order to deliver on extensive growth objectives. To achieve these, Vitaco’s efforts have been very much on curating a culture that empowers leadership across all aspects of the business, according to general manager for People and Capability, Rose Powell. In 2020, in the same vein of inspired leadership, Vitaco planned to roll out a new package called The Six Ways to Wellbeing. This was based on the well-researched Five Ways of Wellbeing: Connect, Give, Take Notice, Keep Learning and Be Active, and Vitaco added a sixth way called Nourish to reflect the company’s DNA, nutrition. Rose says the essence of the new policy was to deliver Vitaco’s vision and empower healthier lives through a mental health support programme that would help create greater team cohesion and commitment, while recognising the value of their people.

“With a few exceptions, we have not seen our Australian colleagues and leaders for almost two years now yet we have stayed connected and collaborative. Those with access to PCs rapidly got on board with Microsoft Teams. We meet, hold workshops and as time has gone on we started celebrating birthdays and anniversaries through Teams as well which has gone down well. Facebook was brilliant at linking teams across Australia and NZ on a personal as well as professional level; and it’s made regular contact with our operations team and merchandisers easier. We ran competitions to drive membership to Facebook and resorted to texting everybody to let them know about it.

“Being able to connect with every single person in the organisation feels really good and it’s appreciated as well – people need to be kept informed.” Vitaco is home to leading New Zealand and Australian health foods, sports nutrition and supplement brands.

“But then Covid came along and every non-essential role was moved off site,” Rose says. “Although we couldn’t launch the programme as planned, we applied it naturally because it responded so well to what was happening at the time. Many of our people were adjusting to working in different ways, and of course, wellbeing became incredibly important. “A clear purpose of ‘Protect our People, Protect our Business’ helped the company successfully navigate the first Covid-19 lockdown. This was the mantra that guided the entire team and everyone is still 100% aligned. We did really well on the physical safety of our team members and received industry recognition and awards.”

Top, focused and proud, this jubilant Mini Business Unit wins the trophy for the best innovation initiative for the quarter; above, just some of the 414 strong Vitaco team in NZ, photo take pre-Covid.

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BUSINESS PROFILE | RSM NZ

Introducing

‘me time’sees

rise in productivity

People-centric accounting firms were possibly quite thin on the ground a few years back but a pandemic sweeping through town sure has changed the landscape. Group marketing manager with Highbrook-based RSM NZ, Pat Spellman says two years ago being the marketing guy for a big accounting firm was sometimes like trying to draw blood from a stone. “But now we’re very people-centric and I’m proud of what we’re achieving,” Pat says. For the past 10 years RSM as a global network of accounting and taxation specialists has held a World Day. Usually this is an opportunity for employees to get out in the community and contribute in various ways. “We’ve done everything that you can think of – from picking up rubbish on beaches, planting trees and making lunches for children in schools.

“We extended Labour Weekend by a day with the goal to encourage everyone to indulge in some ‘me time’, to get out andexperience the best of their bubbles.

“We’ve invested a lot of time and resource, doing as much as we can as people and professionals and launched some awesome initiatives which has been rewarding.”

“While most people would have headed out of town for the weekend this was the ideal chance to experience the best of Auckland too and it was great to hear what the team got up to. For some it was really simple things like sitting under a tree reading a book.” Another positive consequence of COVID-19 restrictions has been the adoption of more flexible working arrangements. “Pre-COVID, working from home one day a week was almost the exception but following the first lockdown, we made it the norm. This has certainly paid dividends. The rise

Steve Young - quality moments with loved ones.

Because of COVID-19 restrictions this year however RSM NZ’s World Day needed to be reimagined. A passionate advocate for mental health awareness, Pat says the day became an opportunity for the business to invest in its own people and allow them instead to take a breath during this pandemic environment, which has dominated life for the past 18 months.

Michelle Wylde with her handsome hound FOCUS

Siobhan McGaveston reading The Mole, The Horse & The Boy to baby niece Amelia

in productivity has been amazing and feedback from clients is positive. There’s also now a welcome lack of expectation around replying to out-of-hours emails.” The ‘pandemic pivot’ has proved yet another silver lining for RSM NZ, which like every other business had to quickly find ways to adapt. In RSMs case it involved assessing how its’ teams work. “When we planned projects prior to the pandemic it was easy to fall into the scenario, ‘Here’s the framework and we need to make this work.’ Whereas now it’s more like, ‘Here’s the work, so how do we amend this to fit us as individuals?’ We’ve been able to step back, observe and create bespoke content for our clients. This has been really rewarding for everybody and our clients are benefitting from our fresh perspective as well.” 21

ADVOCACY

Auckland – still waiting for a Local Alcohol Policy By Dr Grant Hewison Alcohol plays a significant part in the kiwi lifestyle. It is often used in our celebrations, socially enjoying food and fine wine. Most people can enjoy alcohol in a responsible and social manner and it provides a large contribution to employment, tourism, and GDP. But we know that alcohol misuse and abuse has a significant impact on Auckland’s communities through crime, accidents, emergency department admissions, abuse and violence. I recently took part in a documentary, Proof, made by Guyon Espiner, which examines the role of alcohol in our lifestyles, the dominance of the alcohol industry and the impact on Auckland’s communities.

You can view that here:

where new alcohol licences can be established, how many new alcohol licences are allowed, when bars, restaurants and nightclubs can be open and when bottle shops and supermarkets can sell alcohol. Auckland Council adopted the Provisional LAP in May 2015. It includes regional policies (for example, closing hours of 9pm for liquor stores and alcohol sales at supermarkets), as well as some special rules for the city centre and priority overlay areas, such as the Otara Town Centre. However, it was appealed by Woolworths and Foodstuffs to the Alcohol Appeal Authority, then to the High Court and more recently, Auckland Council appealed to the Court of Appeal, and the LAP has never come into effect. The latest appeal, to the Court of Appeal, went against Woolworths and Foodstuffs with Auckland Councll successful on all issues, including closing hours of 9pm for off-licences. The decision contained helpful comments on other aspects of the application of the Sale and Supply of Alcohol Act, especially its purpose to minimise alcohol-related harm. Although Woolworths and Foodstuffs have appealed to the Supreme Court, we are now awaiting whether that Court wishes to hear the appeal. As the festive season approaches, I wish everyone well after what has been a very difficult year. Dr Grant Hewison is the director of Grant Hewison & Associates Ltd, a firm specialising in local government and environmental legal and consultancy services. Outside his day job, Grant enjoys playing music and joins a blues/ jazz/mellow rock band, which performs fortnightly at the Grey Lynn farmers market.

Minimising alcohol-related harm is also part of GETBA’s role in crime prevention as well as liaising with the Police and working with security companies. GETBA has made submissions in support of retaining alcohol ban areas as part of the Auckland Local Alcohol Policy (LAP). GETBA has also objected to the occasional alcohol licence in support of concerns raised by neighbouring businesses. Local Alcohol Policies (LAPs) generally encourage the responsible sale, supply and consumption of alcohol and focus on reducing alcohol related harm. A LAP can influence

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CRIME PREVENTION

Performance & Deployment Family Harm Pre-covid, CME was receiving around 80 family harm callouts a week. (Generally it takes 2 years of family harm episodes before a person rings 111 and children live in 80% of these households.) Post-Covid, family stresses have compounded and family harm incidents have increased by 10 to 15 per week. While other areas are experiencing more incidents, there are a lot of families right across Counties Manukau who are suffering at this time

Gang Activity Police have recently been very open around our concern at some of the recent brazen and dangerous behaviour of gang members in Tāmaki Makaurau. Quite simply, Police will not tolerate this. We have a number of teams dedicated to investigating organised crime groups and every week we are seeing firearms, drugs and cash taken out of the hands of these criminals. Gangs are a complex societal issue. Police are only part of the puzzle and this isn’t something we will ever arrest our way out of.

Car Crime During Covid lockdowns there has also been an increase in theft from cars, unlawful taking of vehicles and dangerous driving by youth, some as young as 11. Following the updated fleeing car policy, decisions are made beforehand whether to pursue a vehicle or not, which has resulted in far fewer high speed pursuits. In not pursuing

Counties Manukau East Update from Inspector Scott Gemmell, Area Commander, Counties Manukau East

there’s a sense that we’re ‘letting people go’ which isn’t the case. The Eagle helicopter follows vehicles until they stop or get spiked and staff in the area close in and apprehend. Other lines of enquiry can lead to people being identified in vehicles, which can lead to further apprehensions.

Motorbikes Gatherings of up to 200 motorbikes are happening right across Counties Manukau, often with vehicles following to film and live stream and it’s dangerous to intercept. You can’t spike bikes and protecting the community and Police here is paramount, so the strategy is similar to that for fleeing cars: the Eagle follows the bikes back to a location where staff on the ground can impound the bikes. Some riders wear helmets but many don’t. Following accidents there have been some serious brain injuries, long stays in hospital and ongoing care for some, for the rest of their lives.

Summary I’d like to thank GETBA for its proactive initiatives that have helped reduce burglaries in East Tamaki and we are hoping people are feeling safer. We are proud that a lot of prevention work has been happening despite numbers of our staff being deployed to MIQ sites and border patrols. We are all looking forward to a time when we have less staff deployed, so more work can resume in terms of prevention, especially burglaries with an invasive element, which have a serious impact on people.

Wishing you and your whānau, a safe and happy holiday, From all the team at Ormiston Station

Illegal street racing This is an issue for every area in Tāmaki Makaurau and it will increase over summer. In terms of apprehending we use the same strategy: tailing vehicles back to a location, we take videos, record registration numbers, do LTA checks, identify who’s driving, impound cars and secure prosecutions. CCTV cameras on the main arterial routes are very effective at picking up concerning activity. Inspector Scott Gemmell

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IMMIGRATION POLICY UPDATE

New policies’ impact on business owners 2021 Resident Visa On 30 September 2021, the New Zealand Government announced a new one-off residence visa for some temporary work visa holders currently in New Zealand. As a result of this announcement, a large number of work visa holders will be able to remain in New Zealand permanently (Immigration New Zealand estimates that around 165,000 migrants who are currently in New Zealand will be eligible for residence under this new category). This announcement has been a relief for many business owners. The new resident visa will allow them to retain settled, skilled and scarce migrant workers, reflecting their critical part in New Zealand’s economy. The 2021 resident visa will be open for applications in two phases, with the first group of people able to apply from 1 December 2021, and the rest of the eligible applicants will be able to apply from 1 March 2022. Partners and dependents can be included as part of these residence applications, whether they are in New Zealand or not. All applications must be submitted by 31 July 2022.

New Employer Accreditation Immigration New Zealand has confirmed that the new employer accreditation and work visa will be implemented on 4 July 2022. All employers wanting to hire migrant workers will need to become accredited under the new accreditation regime even if they have been accredited under the previous system. Applications for the new employer accreditation will open on 9 May 2022. The new Accredited Employer Work Visa will replace all current employer-assisted work visas, including Essential Skills Work Visa, Talent (Accredited Employer) Work Visa or Long Term Skill Shortage List Work Visa. There will be different types of accreditation depending on the number of migrant workers you want to employ. To meet the standard accreditation requirements (up to 5 migrant workers), you must be a genuine, operational business in a sound financial position, have no recent history of regulatory non-compliance and minimise the risk of exploitation. For high volume accreditation, you will also need to show commitment to improving pay and conditions for all employees over time. Saif Shaikh, director at Immigration Advice NZ Limited, is a Licensed Immigration Adviser with 15 years’ experience in the immigration field. He is the past director of NZAMI (New Zealand Association for Migration and Investment) Board as well as an Ex-Immigration Officer/Technical Adviser.

IANZL Office: 09 272 4424

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admin@ianzl.co.nz

APPRENTICESHIPS | LASER PLUMBING

Providing careers for staff, not just jobs From time to time you come across a business that gives you the warm fuzzies. Invariably the atmosphere feels calm and professional, and staff describe the culture as more like an extended family, than simply a place to go to work. Laser Plumbing in East Tamaki is one such business. With a big presence in the Auckland region providing plumbing, gas fitting and drain laying services, co-owners Marc Firman and Roger and Gillian Westbrooke say the firm’s growth and success is thanks to staff training, which got underway when the company was established in 2007. Providing careers for staff, not just jobs, is a game-changing attitude that has also paid dividends for the business, both financially and in the satisfaction received following the many awards the staff and company have won over the years. As HR manager, Gillian oversees the team of 30-plus employees. This includes 10 apprentices provided through the Apprenticeship Training Trust (ATT) who work exclusively for Laser Plumbing East Tamaki. They also directly employ another five apprentices who are training through Skills, with ATT and Skills working closely together. Gillian says they measure success by having a profitable company with a happy and engaged workforce where everyone likes coming to work each day. “A good team culture is really important for us, and that everyone has work-life balance. It gives us great pride as well, to see apprentices develop and become successful trades people.” Managing apprentices does take time, which is why Laser Plumbing has had a long-established relationship with ATT. The charitable trust provides host businesses with new apprentices, saving Gillian time on recruitment. “ATT’s apprentice screening is thorough, the recruitment process intensive and there’s a three-week hand back option too,” says Gillian. “Although we’ve never had to use it, it’s good to know it’s there.” The trust also helps to oversee, coach, mentor, and support the apprentices throughout their professional development.

Congratulations! Laser Plumbing East Tamaki wins Laser Group’s 2021 Business of the Year Award plus more! Laser Group’s annual awards were held virtually this month and the team at Laser Plumbing East Tamaki were awarded the following: Business of the Year Plumbing and Electrical Peter Bassett Overall Business of the Year Award Customer Service Excellence Award Marketing Excellence Award

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Taking on apprentices is win-win-win The only way to keep businesses growing and solve industry shortages is to take on apprentices and train them to become your future trade staff, says Gillian Westbrooke. “Bringing new people into a trade can benefit your business, lead to increased revenue, and enable you to pass on essential trade skills to improve the skills shortage in New Zealand.” To attract more people to the trades, companies need the confidence to take on apprentices, and recent Government initiatives are assisting with this. Employers are currently supported by the Government’s funding boost for first and second year apprentices, and the Government, through the Targeting Training Apprenticeship Fund (TTAF), is currently paying apprentices’ course fees. For more information about apprenticeships email g.westbrooke@laserplumbing.co.nz Connecting apprentices with NZs trade industries https://www.att.org.nz https://skills.org.nz

EDUCATION | EMPLOYMENT INITIATIVE

Bright young women see a better future Six Pasifika women are building positive futures after getting jobs with East Tamaki’s Akarana Timbers through a joint educational and employment initiative. Delivered in partnership between the Ara Educational Charitable Trust (Ara Trust) and the Ministry of Social Development (MSD), the Pasifika Women in Construction Initiative empowers young women in Year 12-13 and recent school leavers, to succeed in the construction industry. The students started work on 28 June 2021 and, six months on, are making waves in this male dominated industry. “Walking into Year 13 without knowing what to do was very challenging for me until I got the opportunity to join a Construction Trade at Akarana Frame and Truss. The support I got from MSD helped me get everything I needed for my apprenticeship,” Shonte, one of the students, says. Daniel Howe, Prenail Manager at Akarana Timbers says that in a workforce that is mostly men, employing women has also had a positive impact. “My recent experience with Ara Trust and MSD has changed my view on how we employ people. With the current labour shortage challenges, we eagerly took the opportunity to take on some young women with an interest in construction trades.”

Trenneyce and Shonte have fitted in well at Akarana Frame and Truss and have even outshone some of the more experienced staff.

“Seeing these young women join us, fit in and even outshine some of our more experienced staff, has convinced me MSD and its partners offer sound employment supports and solutions that can help bring young people back into our industry,“ Daniel says. While the Initiative works to identify the potential in girls looking for a career in construction by working closely with local high schools, their students, and families, partnering with MSD is a key part of the initiative’s success. “I really appreciate the help MSD has offered and being able to work together to help these young women into work. It’s been great for us to see their confidence grow and allow them to see a bigger and brighter future,” says Mapa, an Ara Trust Cadet Facilitator. Ravi Surat, an MSD Work Broker, enjoyed working closely with Akarana Timbers to support the students into employment. “It was great to work with Akarana Timbers and support these bright young women into the careers they want. We’re still in touch with the students and enjoy hearing how successful they’ve been”.

Ara Trust put the students through construction industry familiarisation and they were also trained in the soft skills of employment – sound work ethic, punctuality and engagement.

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MSD also helped the young women get what they needed to transition into the workplace. This included helping pay for transport, essential tools, protective personal equipment (PPE), and clothing needed on the construction site. Employers can use Work and Income’s free recruitment service to get matched with potential jobseekers. They can contact us via phone at 0800 779 009, or online at Recruitment services Work and Income Local Work Brokers will arrange site visits with employers for initial engagement and understand the work environment. They’ll also work alongside their team during the recruitment process and provide assistance. If an employer wants to self-manage their recruitment, they can use our Online Recruitment Tool

Covid changed the timing but NOT the outcome Food Waste Collection Service Thank you to everyone who chose to participate in our new food waste service. Unfortunately this has been deferred until early 2022. We will re-advertise this when we receive notification but if you would like to register in the meantime please contact Karen operations@getba.org.nz

Inorganics The free inorganic collection provided by Auckland Council has also been delayed until 2022. Make a diary note to check back in mid-May to book your slot www.aucklandcouncil. govt.nz/rubbish-recycling/inorganic-collections/Pages/ book-inorganic-collection.aspx

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SUSTAINABILITY | OFFICEMAX

Sustainability to the max New Zealand’s leading workplace and education solutions provider, OfficeMax has recently invested $5 million into its distribution centres to help future-proof its operations. Three major initiatives are underway as part of its ambitious 2025 Sustainability Strategy to reduce the company’s top contributors to its Greenhouse Gas Emissions (GHG) by 25% and help play its part in speeding up the country’s transition to a low carbon future: • Cutting waste - two automated ‘box making’ and lid applicator machines that minimise packaging and waste costing $1m have been installed, plus cardboard shredding machines that recycle cardboard onsite, eliminating the need for plastic void pillows by 100% that’s 1700kgs less plastic going to landfill every year • Cutting electricity consumption - 798 solar panels have been installed on top of its Auckland distribution centre to provide sustainable energy efficiency across the site with 26% electricity savings already made as of June 2021 • All LPG-powered equipment cut – 60 electric mechanical handling machines have replaced all LPG powered equipment across its two distribution centres

Paper traced in ‘chain of custody’ Taking sustainability seriously is nothing new for OfficeMax. For two decades the business has been committed to implementing policies that enable the company to become more sustainable, and managing director Kevin Obern has been in the driver’s seat for most of that journey. “Philosophically I’ve always recognised that good sustainable outcomes usually have good commercial outcomes as well,” Kevin says. Twenty years ago there was significant focus on rainforests being decimated and converted into pulp and paper and for OfficeMax, being in the business of selling paper, this was obviously concerning. “Animal habitats were being destroyed too, along with the devastation that was happening to the environment. We wanted to ensure our customers knew we were a responsible business and sourcing products that

came from managed and sustainable forests. Now we hold both FSC® and PEFC Chain of Custody licenses enabling us to trace a ream of photocopy paper back to the trees from which it originated, allowing our customers to buy with confidence.” OfficeMax not only embraced environmental sustainability early on, they moved into the social sustainability space as well. “We started to ask, ‘How about the factory workers’, because some of the paper mills and the countries in which they operated, didn’t have great records around working conditions. We started partnering with third party auditors to visit and audit factories and if a company doesn’t meet our requirements, we work with them to give them an opportunity to put things right, otherwise we stop sourcing from them.” Kevin says the company’s headway with sustainability is one of the things he’s most proud of and in New Zealand, he’s built up an “group of dedicated eco-warriors” who work collaboratively in the company’s journey to sustainability success. “After more than a decade of hard work we’re building tangible momentum with customers, suppliers and our own staff – it’s making a real difference to the way we approach every business decision.”

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SUSTAINABILITY | OFFICEMAX

Every little bit does help Kevin hears frequently, that smaller businesses and individuals think they can’t make a lot of difference by reducing their carbon footprint, but he believes educating suppliers and your own people around sustainable behaviour is an important part of the journey. “It’s the simple things that help. For example, in our cafeteria we collect all food scraps which go into a bin which is used to make compost. That gets our people thinking about what they can do at home, about starting to compost, or having a worm farm. It starts to lift people’s mindsets, that they can make a contribution. “I think companies should be encouraged to take small, easy steps first, like recycling cardboard and soft plastics; being conscious about who you deal with and the products you buy. Our eco-warriors help us manage our waste streams and by doing waste audits, this helps reinforce to them that they do play an active part in our sustainability journey.” There’s transparency too around the efforts OfficeMax makes with its sustainability practices. Everything is recorded, from how much waste actually goes to landfill, how much plastic is recycled, and how much product is given to charities.

Then they saw the light Historically the financial advantages to installing solar panels haven’t been convincing but things have changed, says Kevin. “Costs have come down and the efficiencies of solar panels have improved. So when we extended our building recently we calculated the cost of installing solar panels into our lease. “The cost of doing this is broadly similar to the cost savings we’re making in electricity so because it ultimately was self-funding we thought, ‘Absolutely, let’s do it’. Now we’re saving about 26% on our power bill. We’ve also moved to an all-electric forklift fleet and in recent years we purchased some electric vehicles as well which we can now power from our own solar energy. FOCUS suggested to Kevin that Greta Thunberg might be a little impressed if she heard about OfficeMax’s sustainability efforts. “I’m sure she’d say we needed to do more. She’s a canary in the coal mine and the clock is ticking fast. We all need to be concerned about the environment and do what we can to try and help turn things around. I do feel positive because I know generally, people want to be involved with something that’s bigger than them; something that’s bigger than the business.”

FOCUS

TRANSPORT UPDATE

Eastern Busway brings new opportunities

Eastern Busway – Pakuranga to Botany proposed design

The Eastern Busway is about creating more lifestyle and climate friendly travel options for the growing East Auckland community, which will be home to an estimated 160,000 people by 2030. Connecting Botany, Pakuranga and the surrounding suburbs to the rail network in Panmure; the busway will increase access to jobs and education, lead to more social and community opportunities, attract investment and growth, enable urban development and help reduce emissions. It is much more than a transport project. With stage one between Panmure and Pakuranga almost complete, the next stage between Pakuranga and Botany is being planned.

The Eastern Busway Alliance has prepared an updated draft design of the busway, with a new proposed route through the Burswood area. The proposed design significantly increases access to the rapid transport network for surrounding residential communities and reduces impacts to businesses in this section.

It will also: • be a safer route for walking, cycling, bus and road users

• improve bus journey efficiency and reliability

• minimise disruption for the strategic freight route

• be approximately 12-18 months quicker to build

• support this fast-growing area of Auckland by opening it up for future land use in line with policies on urban development

FOCUS

TRANSPORT UPDATE

Project timeline Artist Late impression station ontoTi Pakuranga Rakau Drive at dusk 2021of a|bus Panmure

section complete; Pakuranga to Botany site investigation in progress; online property and community consultation on the draft design Early-mid 2022 | Face to face community engagement, consent applications lodged for early enabling work in Pakuranga, early enabling construction work in Pakuranga Late 2022 | Community consultation on detailed design, and consent applications lodged 2026 | Estimated construction completion, subject to consent approvals and pandemic restrictions

Project design and construction The Eastern Busway Alliance has been developing the draft design of the Pakuranga to Botany section of the busway. They have been collaborating with iwi and key stakeholders like GETBA, and consulting with affected property owners and the community. We’ll have more opportunities to have our say in 2022 when the design is refined and during the consenting stage of the project. When consents have been achieved, the alliance is planning to build the project safely, quickly and in a way that minimises disruption, with work likely to start in Pakuranga. Along Ti Rakau Drive the majority of traffic lanes will stay where they are, and most of the construction will happen away from traffic on the westbound side of the road.

Working with GETBA and business members The alliance is planning to help support businesses and the community during construction and looks forward to having an ongoing relationship with GETBA and its members. More information is available at easternbusway.nz, email info@easternbusway.nz or call 0800 287 929.

FOCUS