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engage
A C E L E B R AT I O N O F W O R L D - C L A S S B U S I N E S S , R E S E A R C H A N D E D U C AT I O N 2 0 1 6 / 1 7
Growing Great
Students
Supporting
Great Businesses
B R O U G H T T O YO U BY A U T BU S I N E S S , E CO N O M I C S A N D L AW
Engage2017 Cover 4.indd 2 27/09/17 6:14 PM
CONTENTS
16 Mind the gap
Gail Pacheco’s research shows Managing Editors
80% of the gender pay gap is Annie Gandar, Helen Twose
driven by unexplained factors. Key Account Manager/Advertising
Mike Sanders
Publisher
Ben Fahy
Designers
Wade Wu
Jessie Marsh
Print
Image Print Limited
Cover design
Wade Wu
Contributors
Ben Mack, Elly Strang, Erin McKenzie,
Georgina Harris
AUT
Private Bag 92006, Auckland 1142,
15 Share and share alike
New Zealand
AUT Faculty of Business, Economics,
Co-working may not necessarily boost productivity and and Law, WF Building, City Campus
42 Wakefield Street, Auckland 1142
collaboration, according to research from Rachel Morrison.
Telephone: 09 921 9999
Email: annie.gandar @aut.ac.nz
www.aut.ac.nz
20 Courage 26 Out of the Circulation 10,000
The contents of engage are protected by
under fire shadows copyright and may not be reproduced in
While a cancer here’s no substitute for
T
any form without the written permission
of Auckland University of Technology.
diagnosis can be the real thing. And that’s Opinions expressed in engage are not
necessarily those of Auckland University
a frightening and what AUT Business and Law of Technology, the publisher or the editor.
Information contained in engage is
uncertain time, AUT Schools’ Shadow a Leader correct at the time of printing and, while
Business School alumna programme is all about. all due care and diligence has been taken
in the preparation of this magazine,
Kamya Ghose turned Auckland University of Technology is not
responsible for any mistakes, omissions,
her personal situation
into an empowering 03 2017 finalists 17 Making financial knowledge
typographical errors or changes.
Copyright 2016 Auckland University
accessible of Technology.
business idea.
04 2017 winner profiles 18 Action stations
Published by
Tangible Media
PO Box 77027, Mt Albert,
Auckland 1025
06 2017 Supreme Award 19 Investing in Maori and Telephone: 09 360 5700
www.tangiblemedia.co.nz
winner: KiwiRail Pacific academics
10 High-tech, high-touch 22 Up, up and away www.aut.ac.nz/social
facebook.com/autuniversity
11 Through the ages 24 Pride of placement twitter.com/autuni #AUTBusiness
www.aut.ac.nz/social
www.aut.ac.nz/social
01 Growing great 12 A hands-on law degree 29 New frontiers
youtube.com/autuniversity
www.aut.ac.nz/social
students, supporting
great businesses
13 The devil is in the detail 30 Export yourself www.aut.ac.nz/social
pinterest.com/autuni
02 12 years of excellence 14 Settling in 32 Stand and deliver www.aut.ac.nz/social
Engage2017 Cover 4.indd 3 27/09/17 6:14 PM
FOREWORD
GROWING GREAT
STUDENTS, SUPPORTING
GREAT BUSINESSES
High quality business country through these awards.
support is pivotal in Real world learning and research that
enhancing business matters are at the heart of what we do.
We value our links with commercial and
excellence in New Zealand. legal partners and work with industry
With such support, partners on an ongoing basis to ensure
that our programmes are innovative and
organisations are able responding to the changing business
to create more value in landscape. Most recently, we have been
working on our review of our largest
more sustainable ways, programme – the Bachelor of Business.
improving their key We continue to focus on developing
graduates who are good communicators,
points of difference – an critical thinkers and problem solvers,
important consideration These awards but also creative and agile in their
in today’s ever-competitive recognise outstanding mindset and approach. The proposed
degree will strengthen these, through
business arena. businesses and enhanced opportunities to undertake
interdisciplinary study, and to engage in
law firms across complex, messy issues that challenge
The Excellence in Business Support
Awards provide a unique opportunity for
all fields of business business and its role in society, while still
gaining a depth of knowledge in a
b2b organisations to benchmark their support, including specialised area.
performance alongside others in their
sector and gain recognition. financial services, On behalf of AUT Faculty of Business,
Auckland University of Technology
legal services, Economics and Law, I congratulate all the
finalists in the AUT Business School 2017
Faculty of Business, Economics and telecommunications, Excellence in Business Support Awards
Law provides business and legal for providing outstanding service to
education that is focused on developing mentoring, export business, economics and law in New
highly capable graduates who are well
prepared for the changing world. We are
services, business Zealand.
pleased to collaborate with organisations advice or Professor Kate Kearins
that are contributing to the economic,
social and legal advancement of our recruitment. Pro Vice Chancellor/Dean of AUT Faculty
of Business, Economics and Law
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AWARDS
12
The AUT Business School is proud
to recognise and celebrate the best
Years of
benchmarking
excellence
Evaluator Coral Ingley
support is assessed using an international criteria
of business excellence. The evaluators analyse AWARD EVALUATION THEMES
finalists’ full submissions, identify any gaps and
quality support available to the
then arrange to interview the finalists to discuss • Leadership and vision with identified
New Zealand business sector and their application in more detail. key objectives
the part these services and products
play in the development of world- Undertaking an assessment with an applicant • Robust and well-communicated
provides a valuable opportunity to see first-hand business plan
class businesses. how businesses at the top of their field are
operating. On-site visits and interviews let • Understanding of customers and
ABOUT THE AWARDS evaluators verify the written submission their needs
accurately reflects the organisation’s systems
Now in its twelfth year, the Excellence in Business and processes. • Development and delivery of products
Support Awards were set up to celebrate those and services
who are contributing to the development of a Once the site visits are done, evaluators score
robust business environment. As an innovative across five assessment sections. They include: • Having the right people with the
provider of business education focused on leadership, understanding of customer and market right competencies
developing highly capable graduates who are well needs, development and delivery of services and
prepared to work in industry, AUT Business products, and an organisation’s evaluation of its • Monitoring and evaluation of one’s
School is a natural host for the Awards. own performance. The heaviest weighting, performance
however, is reserved for evidence of results in
The Awards provide a unique opportunity for terms of the business support they provide. • Results
business support organisations to benchmark
their performance against others in their sector
and to give a mark of quality to their organisation.
The robust entry and evaluation process of the Platinum accessibility rating
Awards enables finalists to reflect on how
effectively their organisation achieves business The AUT Business School Excellence in Business Support Awards has again achieved the highest
excellence in all key areas. Platinum rating for accessibility. This continues the Awards’ tradition of continuous improvement in
accessibility, with a Bronze rating in 2012, Silver in 2013, Gold in 2014 and Platinum in 2015 and
THE EVALUATION PROCESS 2016. The Platinum rating from Be.Accessible recognises a sustained effort by AUT Business School
to make the event as accessible and welcoming
Evaluation of entries in the 11 categories is done by as possible. The first time Be. Accessible
academics from the AUT Business School bestowed this accolade on a New Zealand
overseen by the New Zealand Business Excellence organisation was in 2015.
Foundation (NZBEF). Excellence in business
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FINALISTS
2017 AUT Business School
Excellence in Business Support Awards
FINALISTS
ICG BUSINESS < $5M T/O COLAB DESIGN AND CREATIVE NEW ZEALAND BUSINESS
• Connect Global Limited TECHNOLOGY SUPPORT EXCELLENCE FOUNDATION
• Establish • ADROIT NOT FOR PROFIT
• Masterspec • ellen&company • Ākina Foundation
• Unleashed Software • Maverick Digital • BCITO (Building and Construction
• Parrot Analytics Industry Training Organisation)
• True Ltd • Home and Community Health Association
ICG BUSINESS < $5M T/O
• NZ Private Equity & Venture Capital
SALES & MARKETING
Association (NZVCA)
• EBOSS CPA AUSTRALIA FINANCIAL
• Retail NZ
• Fresh Focus SERVICES SUPPORT
• Previously Unavailable • Consilium
AUT INTERNATIONAL BUSINESS
• Wolf & Fox • MYOB
EXPORT SUPPORT
• NZI
• KiwiRail
IDEALOG • New Zealand Post
BUSINESS $5M - $20M T/O IDEALOG
• Chancellor Construction SUSTAINABILITY SUPPORT FUJI XEROX LEADERSHIP
• Fingermark • Envirocon • Candace Kinser
• True Ltd • OptiFleet • Mitchell Pham
• Reclaim • Jane Sweeney
FUJI XEROX LARGE BUSINESS
• Christchurch Airport ADVANCED SECURITY GROUP
• MYOB GOVERNMENT
• NZI • KiwiRail
• Worksafe
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AWARDS
2017 AUT Business School
Excellence in Business Support Awards
WINNERS
ICG BUSINESS < $5M T/O including networking opportunities, product- the airport campus, making it the largest site of
specific events and professional graduate training. employment in the South Island.
Connect Global Over the next 12 months, EBOSS estimates 4,500
Connect Global is a multi-award winning industry professionals will attend EBOSS events CIAL runs the “South” initiative, which sees all 13
Outsourced Contact Centre with a strong vision throughout the country. regional tourism organisations working collegially to
for social impact, operating across offices in promote the South Island.
Porirua, Ruatoria and Waverley. It is a privately
owned family business, whose goals are centred IDEALOG BUSINESS $5M - $20M T/O BERL economics has independently estimated that
on the objectives of its clients. Together they set for every $1 CIAL grows by, the wider South Island
targets, implement and utilise innovative tools and Chancellor Construction economy grows by $50.
processes to monitor real-time performance and Chancellor Construction is a professional and
deliver exceptional results for the client. socially responsible building project management
company, partnering with and fostering growth for IDEALOG SUSTAINABILITY SUPPORT
Clients range across all industry sectors, including their contractor businesses. Chancellor
publishing, telecommunications, energy, financial, Construction builds affordable Auckland homes Reclaim
automotive, recruitment, government and through a seamless building management process. Reclaim is serious about recycling and is committed
non-profit. Success in supporting Connect Global’s to helping businesses achieve their zero-waste goals
clients’ objectives has had the flow-on effect of Chancellor supports corporate clients, including and reduce their waste costs.
increasing the reputation of their brand plus Housing New Zealand, in delivering high quality
financial strength and revenues, year-on-year. products with cost effectiveness and efficiency. Reclaim is a classic Kiwi business success story.
Collaboration with competent professionals, Over 40 years, Reclaim has grown to be the largest
including architects, engineers, surveyors, and privately owned supplier of multi-product
ICG BUSINESS < $5M T/O qualified contractors ensures Chancellor performs recyclable resources in New Zealand. Its unique
SALES & MARKETING at a highly professional level to support the position in the market allows it to offer respected
construction market in every possible way. waste minimisation recommendations. Reclaim
EBOSS employs over 120 people, has a fleet of more than
EBOSS offers a digital platform for architects, 35 trucks and services in excess of 5,000 clients in
builders and specifiers, with a focus on technical FUJI XEROX LARGE BUSINESS Auckland, Wellington and Christchurch.
architectural product literature. It assists industry to
build better buildings through quick access to Christchurch International Airport Recyclable waste is an unavoidable part of any
accurate technical information on building products. Christchurch International Airport Limited (CIAL) business operation. Reclaim’s customers range
champions the South Island’s social and economic from large listed companies to thousands of small
Over 30,000 builders, architects and other building contribution to New Zealand. to medium sized enterprises.
industry professionals subscribe to EBOSS.
CIAL is the South Island’s largest tourism
Supported by the growing technical product business. The airport is a major driver of the
library, EBOSS plans to grow engagement activities South Island’s regional economy with some
for builders, architects and product suppliers, 6,000 personnel working at 240 companies on
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CPA AUSTRALIA by NZTE Better by Design, results in a visual and AUT INTERNATIONAL BUSINESS
FINANCIAL SERVICES SUPPORT verbal toolbox of brand elements that inform all EXPORT SUPPORT
communications materials.
NZI KiwiRail
NZI is part of IAG New Zealand, New Zealand’s NEW ZEALAND BUSINESS EXCELLENCE The global trend of “Big Ships” herald a change for
largest general insurance company. For 159 years, FOUNDATION NOT FOR PROFIT how New Zealand’s domestic and export supply
NZI has been helping Kiwis in all lines of work, in chains operate, calling for increased collaboration
all parts of the country, through good times and ĀKINA between players. By providing an efficient rail
bad. As a small business champion, helping Ākina is a New Zealand social entrepreneurship and transport solution, KiwiRail enables key stakeholders,
businesses succeed is what they do. Businesses enterprise development organisation, working with Fonterra, Port of Tauranga, Metroport (KiwiRail
are able to depend on NZI for protection, while social enterprises across New Zealand, and with a container site) and Kotahi, (Fonterra’s export partner)
they get on with the job at hand. range of government departments, local councils, to present a commercial commitment to Maersk for a
philanthropic foundations, businesses and investors. multi Big Ship call into Tauranga.
As an intermediated business that sells insurance
through independent brokers, NZI is focused on Ākina believes social entrepreneurs and social FUJI XEROX LEADERSHIP
creating strong co-dependent partnerships with enterprise represent a powerful opportunity to build
brokers, to deliver products and services that are an economy that sustains the environment, while Candace Kinser
fit for purpose for end customers, which are SMEs providing the social foundations for all people to Candace Kinser has held a number of senior roles in
and corporate businesses, many of whom have thrive. It has the capability, connections and the science, business and technology sectors. She
complex insurance needs. credibility to work at both strategic and has over a decade of experience as a company CEO,
implementation levels to coordinate cross-sector including NZ Tech and New Zealand genetics
COLAB DESIGN AND CREATIVE activity, unlock co-investment and maximise software startup Biomatters. She is a board director
TECHNOLOGY SUPPORT existing infrastructure to allow more social on private, SOE and listed companies, including
enterprises to start up and succeed. NZX listed EROAD, bovine genetics technology
ellen&company company Livestock Improvement (LIC), global tech
Ellen&company defines a client’s unique story and ADVANCED SECURITY GROUP recruitment company Talent International, crown
turns it into a powerful tool for growing a GOVERNMENT SOE Quotable Value, and the New Zealand Health
business. It creates and implements brands that IT cluster. She is highly regarded for her expertise,
pull people to a product and/or service to help KiwiRail commitment and achieving results with integrity
companies grow locally and internationally. KiwiRail enables New Zealand’s growth through a and compassion. Her driving passion is leveraging
triangulation partnership with Port of Tauranga and growth-focused and innovative companies to
It has developed a business tool it calls “The Fonterra, resulting in an improved export supply succeed on the world stage through exceptional
Brand Journey”, where the “journey” the client chain, enhanced productivity, positive regional innovation and well-executed export strategies.
business may take is mapped out through development, reduced CO2 emissions and cost
workshops, informal and formal visits to the client, reductions. As a state owned enterprise, KiwiRail
discussions and presentations at key stages. The plays a crucial role in supporting the Government’s AUT BUSINESS SCHOOL SUPREME WINNER
typical process, which uses methodologies Business Growth Agenda, with export being a key
developed by Stanford University and championed contributor. KiwiRail (See profile following page)
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XXXXXX
AWARDS
AWARDS
Supreme Award Winner
RIGHT ON TRACK
KiwiRail plays an increasingly important role in
building and connecting New Zealand
businesses and communities, and the state
owned enterprise has been awarded the
Supreme Award in the 2017 AUT Business
School Excellence in Business Support Awards
for its focus on improving Aotearoa’s supply
chain and adding value to our export economy.
Peter Reidy, chief executive of KiwiRail
For over 150 years, rail has been an integral part of
New Zealand’s economy and KiwiRail today works
across three areas: freight, travel and infrastructure.
Moving around 18 million tonnes of freight each
year, the company transports around 25% of New
Zealand’s exports, while also maintaining and
upgrading the rail network across the country.
KiwiRail’s work has also enabled large commuter
growth in New Zealand’s major cities, providing the
network for 32 million passenger journeys each year.
Rail has become a major political issue, especially
during the election campaign, and with demand
rapidly increasing there are calls for more
investment in rail infrastructure in our main
centres to address ongoing traffic issues.
Sarah Stuart, KiwiRail’s communications and
external relations manager, says train patronage in
Auckland has grown 17% in the past 12 months,
and almost 80% over the past five years.
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“Our network teams are a critical part of that success.”
For tourists and local travellers alike, KiwiRail
transports more than one million passengers
around the country each year with three scenic
trains (TranzAlpine, Northern Explorer and Coastal
Pacific) and three InterIslander ferries.
Stuart says KiwiRail has three key strategic goals
for 2017: simplify the business to provide reliable
services for customers and improve productivity,
standardise its assets including an intermodal
strategy and integrating terminals and ferries, and
invest in its people and partnerships to build upon
safety, leadership and growth corridors.
“The benefits of rail to New Zealand, though, are
far beyond our bottom lines. We are committed to
being a reliable, sustainable and valuable
organisation for our customers, our people and
New Zealand,” Stuart says.
One example of KiwiRail’s focus on improving
efficiency and adding value is the Triangulation
Partnership developed in conjunction with the
Port of Tauranga and Fonterra. KiwiRail follows seven core values: care and
The benefits of protect, one winning team, great customer
This project concentrated on the “golden triangle”
between Auckland, Hamilton and Tauranga (which
rail to New Zealand, experiences, strive for excellence, deliver results
and straight and true.
carries 29% of all freight moved within the North though, are far
Island), reducing container supply lead time and The ethos of KiwiRail was illustrated following the
inventory to shipping companies, and optimising beyond our bottom challenges of the November 2016 Kaikoura
capacity across Fonterra and Port of Tauranga’s
train plans.
lines. We are earthquake and the February 2017 Midland fires.
committed to being Following the earthquake, up to 50% of rail freight
a reliable,
Chief executive Peter Reidy said KiwiRail was was moved to road and coastal shipping.
excited to be recognised as the supreme winner in
the AUT Business School Excellence in Business
Support Awards.
sustainable and “We had to find ways to continue supporting our
customers, and to provide strategic resilience
valuable options in the event of aftershocks,” Stuart says.
“The Triangulation Partnership focused on
improving efficiency of export supply chains, cost organisation for The company took a leadership role in finding
reduction and improve productivity. This
demonstrates the value of rail to New Zealand’s
our customers, our solutions to the problems the earthquake caused.
This included investing in a freight hub in the upper
supply chain and our export economy.” people, and South Island (the Blenheim Freight Hub) to support
VALUES AND VISION
New Zealand. domestic freight forwarders, securing coastal
capacity with major shipping lines, and working with
Stuart says KiwiRail’s vision is to be a trusted customers as well as local and central government to
Kiwi-owned logistics partner growing Communications and protect tourism flows around the country.
New Zealand, underpinned by strong agreed
values, expressed in what the company does and
external relations manager Its efforts to keep freight moving around New
the expected behaviours. Sarah Stuart Zealand following the Kaikoura earthquake saw
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AWARDS
AWARDS
Supreme Award Winner
KiwiRail take home an Australasian Rail Industry Its Māori network, Te Kupenga Mahi, helps our worksites, from small scale improvements to
Award for Freight Excellence in July. employees reconnect with their whakapapa and processes that focus on larger logistical
advises the business of appropriate ways to procedures,” Stuart says.
“It was a mammoth effort by all involved, and a implement Māori culture into its day to day
well-deserved win for the team,” Stuart says. activities, says Stuart. She says KiwiRail actively invests in employees’
leadership and training development.
And this award comes just a few weeks after the “Te Kupenga Mahi is a key part of our public
line between Kaikoura and Christchurch was activities and regularly performs karakia “This drives employee engagement across the
re-opened, with the Picton – Christchurch freight (blessings), pōwhiri (welcoming ceremonies) and te business, and enables better prospects by
service getting back on track in mid-September. pure (ritual cleansings of sites and machinery) extending the capabilities of our workforce.”
at our events.”
In August, Mr Reidy commented that when the In response to the global trend of digital
work on the Main North Line railway was The High Performance High Engagement (HPHE) transformation, KiwiRail has modernised its
completed it would “represent one of rail’s biggest programme, a joint project with KiwiRail’s union courses by developing an e-learning platform that
rebuilds in New Zealand since World War II”. partners, empowers frontline people to find provides people with the tools needed to develop
solutions to the challenges facing the business. their skills wherever they may be.
HE TANGATA
KiwiRail employs 3,400 people in 50 towns and “It raises productivity, improves safety, engages Embracing change, investing in its employees,
cities across New Zealand, and the company employees and strengthens our customer and committed to sustainable best practice,
provides many opportunities for leadership, commitment through enhanced performance and KiwiRail continues to ensure it will still be working
training and culture. more effective processes. The results of early for, and with, New Zealanders, for many more
HPHE projects are already making a difference in years to come.
08 ENGAGE 2017
01-09 Engage 2017 Awards_2.indd 8 27/09/17 6:23 PMINFINZ CONFERENCE 2017
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ENGAGE 2016 09
01-09 Engage 2017 Awards_2.indd 9 27/09/17 6:23 PMMARKET
AUTOMATION
HIGH TECH, HIGH-TOUCH
A pair of AUT researchers are looking at ways to
speed-up, and simplify, the flight check-in
process by automating it. But there will still be
a need for the human touch.
Admit it: checking in for flights sucks. No-one
wants to stand in line for an hour to show
someone your ID and drop off bags – a
transaction that takes about 15 seconds.
Dr Jessica Vredenburg and Dr Yingzi Xu know
this, too, which is why they’re working with a
major international airline and researching how
customers and employees interact when
checking in for flights. Potentially, their
research could change the way technology is
used to simplify – and speed-up – this
often-tedious process.
Technology cannot exist in a vacuum.
“The employee role is no longer clearly defined It requires humans to run it and provide support
when its capabilities are exceeded.
and the service process no longer unfolds in a
predictable, linear manner,” Dr Vredenburg
explains. “Employees are required to multi-
task, problem-solve, and work in an, at times,
physically crowded and demanding when it’s faster and easy to use. But as soon as company advertisements etc so they are not
environment. Although the check-in kiosks something breaks down they expect to be surprised when they arrive at the airport. Both
work well in certain situations (such as assisted by a person and for the problem to be customers and employees must be educated on
short-haul, basic travel), some customers are solved quickly. There is no doubt that automation their new ‘roles’ in the service encounter.”
still hesitant to use the technology – they are is the way of the future, but it is our view that the
unsure, afraid they are going to make a goal is to find the right balance of tech and But, Dr Vredenburg says, there’s more to it
mistake or simply don’t feel it’s their job. This touch. So the future of customer service is one in than just that.
results in potential tension for the employee, which human and machines work together to
who is still expected to provide customer deliver the right customer treatment, at the right “Employees also need to be empowered and
service but in a different way, facilitating the time and through the right channel.” provided with latitude in their roles to be able
customer to self-serve, but being at the ready to handle each situation as needed and
to jump in and assist should there be an issue More broadly, she says, there is also the issue provided with training and tools to manage
that the kiosk cannot handle (visa issues, of humans being replaced by technology in differing customer needs, demands and
complicated travel arrangements etc).” their jobs. requests. Another important factor is to
strategically staff to ensure there are enough
Automation, Dr Vredenburg adds, can be a good “This risk is naturally higher for lower skilled employees able to assist should problems
or bad thing. “It depends,” she says. “It can be work, which raises questions of societal ethics arise. Certain situations have been identified
very efficient under certain circumstances, through such things as contributing to higher where this is more likely to occur. Rostering
much more efficient than the counter-based unemployment rates.” staff around this will make the experience
check in system. And customers are demanding more pleasant for both the customer and the
this efficiency, convenience and control. We are Of course, there are a number of implications employee.”
in an era of instant gratification. of Dr Vredenburg and Dr Xu’s research.
And on the topic of future improvement?
“However, technology cannot exist in a “One important factor is customer education.
vacuum. It requires humans to run it and Initial investment in customer education, both “Business practices and technologies in the
provide support when its capabilities are with regards to how to use the technology (often 21st century are constantly changing and
exceeded. This is also echoed by customers. through proper education of employees), but also impacting customer and employee behaviour,”
They are happy to use technology when it works, alerting customers to these changes through says Dr Vredenburg.
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THROUGH
THE AGES
Dr Katherine Ravenswood joined AUT University as a senior
lecturer in 2012. Her research is based in employment
relations and focuses on several themes that have at heart
the examination of power, gender and diversity in the
employment relationship.
Currently Dr Ravenswood is working on the results from the
New Zealand Aged Care Workforce Survey 2016, which was
supported by the New Zealand Work Research Institute.
Using survey data, she is working on a journal article
looking at the connections between safety and physical Action Plan, which both have links into in 2019 to see if there has been a change
and verbal abuse, training, and job satisfaction/turnover. the District Health Boards, Ministry of in response… [The pay settlement] was
She helped lead the survey in 2014 and 2016. Health and key industry stakeholders. well-overdue. Care work is hard work.”
We report our survey findings and
Dr Ravenswood says her own personal experience of progress through those networks.” RESPONSIBILITIES
working part-time in aged care work in the 1990s, while she There is a rising aged population in New
was a student, has helped her understand the key issues There were several key take-outs from Zealand and this means more people
faced by aged care workers in New Zealand. the survey: require care. The amount of dependency
(how much care is required) has
The 2016 survey questioned healthcare assistants, nurses STRESS increased, with those needing home
and managers in both residential aged care and home and Stress was an important issue, and care less independent than 20 years ago.
community aged care. levels had increased between the 2014
and 2016 surveys. “This means the work is physically and
Conducted online between May and July last year, the emotionally harder for care workers.
survey asked about the characteristics of their jobs, “This has been identified as a concern, Tasks that used to be delegated to
pay, work environment, job satisfaction, skills and we are hoping to follow up with nurses are now done by caregivers or
qualifications, occupational health and safety, and interviews regarding health and safety,” care workers,” Dr Ravenswood says.
use of technology. Dr Ravenswood says.
SAFETY
A total of 592 home and community care workers, 327 PAY Respondents across all occupations
residential aged care workers, 362 nurses and 187 A majority of aged care workers thought they had the skills and ability to
managers responded. disagreed with the statement ‘My rate of do their job, and aged care workers felt
pay fairly reflects the skills, safe at work.
The survey leads on from the original 2014 New Zealand responsibility and and experience
Aged Care Workforce Survey. needed to do my job.’ They also had very Dr Ravenswood says the survey and its
high dissatisfaction with their pay. results are important.
“In 2014, we were the only ones asking questions around
their experiences,” she says. The 2016 survey was done before the “Aged care workers are a pretty crucial
historic aged care workers pay workforce, who have been overlooked for
The 2014 survey was based on an Australian survey and Dr settlement was announced by the a long time. The survey helps us plan and
Ravenswood worked with a core group of key stakeholders Government in April. A $2 billion package helps understand the issues of people
to create tailored questions for New Zealand respondents. meant from July this year more than working in the industry.”
55,000 aged care workers received a
“Between 2014 and 2016 there was a need to keep similar minimum pay rise of $4 an hour. AUT supports and values industry
questions, but looking at ‘do new questions need to be engaged research and it significantly
asked?’ We meet regularly on a national level with the “It will be really interesting to see 2019 supports the New Zealand Work
Caring Counts Coalition and the Kaiawhina Workforce results. The intention is to run the survey Research Institute, Ravenswood says.
ENGAGE 2017 11
10-11 Engage2017 MARS & NZWRI_2.indd 11 27/09/17 6:20 PMLAW
A HANDS-ON LAW DEGREE
Opening a law degree in its South Campus Quince says students work with the
alongside the one already offered in the city community on real legal project work and
may seem an odd move, but as senior lecturer assist with real cases, giving the example of
Khylee Quince explains, it’s more than taking students working with The Salvation Army
law to the South Campus, it’s about taking the
We want lawyers
and shadowing barristers to experience court
learning to the South Auckland community. proceedings.
Since opening its doors last year, AUT’s South
from these communities “It’s a balance of academic legal education,
Campus law degree is proving to be the ideal to be there to advocate which is the traditional Commonwealth
for their people, and to
place for students to get a feel for and be model, and practical clinic, which makes them
educated about law as part of Manukau’s much more prepared for legal practice when
justice community.
enable students to they graduate.”
AUT South is located only a couple of hundred actually take a She says this is AUT’s core difference
metres from Manukau District Court, the busiest
court in the Southern Hemisphere with a huge professional degree in when compared to the other law schools in
New Zealand.
case load of criminal and family law, as well as the
police, Crown Law offices, two prison facilities,
their community is a Also giving AUT’s offering a point of difference
probation services and community law services. really huge thing. is its aim to move the law degree into one that
champions social justice. Quince says that to
But it’s not just about being close to the justice embed social justice, New Zealand requires
community, it’s about engaging with it in lawyers learning and practising in the
what’s called a clinical legal education focus. community. As Manukau is economically
marginalised with a higher proportion of young
people, it’s the perfect place to do that.
“We want lawyers from these communities to
be there to advocate for their people, and to
enable students to actually take a professional
degree in their community is a really huge
thing,” Quince says.
ENGAGING A NEW BODY OF STUDENTS
Not only is the South Campus law degree
helping the community, it’s made a mark in the
types of students taking up law. Last year 60
students enrolled for the degree’s first year
and Quince says that group had a high
concentration of Maori and Pacific students
compared to the cohort in the city campus.
SPACE TO LEARN
As well as a new law degree offering, features lecture theatres, a large atrium The degree is attracting a higher proportion
the South Auckland campus has been space, a green space and classrooms, of parents who would otherwise struggle
boosted with the opening of a new $56 offices, IT facilities and flexible study areas. to go to university given the distance to the
million teaching space that will double city and investment in time and transport
capacity to 3,000 full-time students in the “As a law teacher, I can say it’s a really costs to get there.
next three years. great place to teach,” Quince says, and
feedback from students is that it’s fit for As many parents are only available for classes
Called Mana Hauora, which means well- purpose. It also provides a place for AUT’s during school hours, having a campus in the
being and uplifting the mana in the network of contacts outside of the South Auckland community opens up
community, the purpose built building has university to engage with it, without the the opportunity for them to do something
been developed with students in mind. It hassle of traveling into the city. for themselves.
12 ENGAGE 2017
12-13 Engage2017 AUT South & CSDA_3.indd 12 27/09/17 6:20 PMDATA ANALYTICS
THE DEVIL IS IN THE DETAIL
CSDA CO-DIRECTOR TO
TAKE ON DATA CHALLENGES
FOR GOVERNMENT
Head of the School of Economics and
co-director of the Centre for Social Data
Analytics, Professor Tim Maloney, has
been appointed by Statistics New
Questions around data have become more plan and decide whether or not their trust has Zealand to the Government’s existing
and more important in our digital world – been earned, with the ultimate goal being Integrated Data Advisory Group (IDAG).
privacy questions, economic questions, trusted data use and community acceptance
safety questions. People want to know how – or what it calls social licence. “I’m really pleased to have the
their personal data is being used. So can opportunity to contribute to future
companies be trusted? As part of the guidelines, it has released the directions for integrated data, and to
eight questions - around protection, choice share what I have learned from my own
Taking a step towards getting answers is and value - New Zealanders should expect experience to help others get the most
the Data Futures Partnership. The Partnership organisations seeking to use their personal out of integrated data,” he says.
is an independent group, which includes AUT. data to answer.
It was appointed and funded by the The IDAG will advise Statistics NZ on how
Government to embrace the opportunities Dr Rhema Vaithianathan, co-director of the to best promote the use of integrated
presented by data. Centre for Social Data Analytics at AUT, says (linked) data, and will focus on New
during the consultation with the various Zealand’s two major integrated data sets:
In August it launched ‘A Path to Social Licence: groups, they found many of the people were the Integrated Data Infrastructure (IDI)
Guidelines for Trusted Data Use’. Tasked by the concerned about how their data was being and the Longitudinal Business Database
Government, these draft guidelines provide a collected and used. (LBD). Both databases allow researchers
way for organisations, both public and private, to to use rich microdata to study impacts
be transparent about what they want to do with “We felt the first thing we should do was to and outcomes.
data, in a way that is easy to understand. encourage organisations to be straight up with
people and we found people responded to that Professor Maloney says becoming an
To develop the guidelines, thousands of New well. They understood that data was a resource advocate for integrated data won’t be a big
Zealanders worked with the Partnership to and they weren’t completely averse to change.
understand how they feel about their data providing their data to organisations to use,
being shared in different situations. These they just want transparency about it.” “We have a very well-used Statistics NZ
were done through a series of workshops, hui data lab here in the School of Economics
and online sessions. The Data Futures Partnership will be working and I frequently work on projects using
with public and private sector organisations to the IDI and LBD myself.”
Individuals and communities can consider the test and refine the draft guidelines.
ENGAGE 2017 13
12-13 Engage2017 AUT South & CSDA_3.indd 13 27/09/17 6:20 PMORGANISATIONAL
BEHAVIOUR
SETTLING IN
months, whereas a lawyer may take a few
years to feel they are no longer new.
Through her research, she found that
sometimes onboarding for more senior roles
can be more laissez-faire.
“For more experienced hires, it is presumed
and expected they can jump in straight away. It
is still the responsibility of the organisation to
guide them, though it is a partnership. Both
parties need to be proactive for the employee
to have a good experience.”
Using samples from AUT graduate students,
panel surveys and interviews, Cooper-Thomas
says there are four things employees can do to
fit in better into their new environment:
1 Positive framing. She encourages people to
look at challenges they come up against in a
positive light, with a positive mindset.
2 Build a good relationship with your boss.
Go for coffee and see what their expectations
are. Building relationships is an opportunity.
3 General socialising. Taking opportunities,
Starting a new job can be comparable to the don’t quite get what they expect when they and invest time, to have the small conversations
first day of school. Nerves mixed with start a new job, possibly due to unrealistic that happen with your colleagues, such as at
excitement and anticipation. How prepared and expectations from the employee, or when the the watercooler or in the elevator. By
welcoming an organisation is for their organisation is under prepared. participating you gain useful information about
newcomer can impact on an employee’s the organisation you work for.
motivation and how long they stay in the role. One example she gives is of a graduate student,
who started a role in a large New Zealand 4 Feedback seeking. She says you don’t want
Professor Helena Cooper-Thomas, a professor company. It took weeks for the student to be to look anxious but it’s useful to seek advice,
of organisational behaviour in the AUT provided with a swipe card, which meant each such as the formatting of a report.
Business School looks at how new employees time they needed use the toilet they had to ask
adjust into a new work environment and the to borrow a colleague’s card. For businesses, onboarding is important as
help they receive coming into a role, and she organisations spend lots of money on
says there needs to be a structured process in “This was embarrassing [for the student]. recruiting people.
place. Having things organised for the newcomer can
make a big difference.” “Employers want [the hired person] to get in
“Employers need to invest time and effort into and to fully extend their skills and be
making the new employee feel valued. You [the The process of onboarding staff may not motivated. Onboarding shouldn’t stop, it
employee] have been through the selection happen on the the first day or the first week - it should be part of the company’s process, don’t
process – worn your best clothes, brushed and may take up to a year for some people to leave them to sink or swim.”
combed your hair – while both employer and understand their role.
the candidate are at their best making Professor Cooper-Thomas is continuing
themselves out as fabulous as possible.” Professor Cooper-Thomas gives the example of research at AUT into practical behaviours and
someone working in a call centre, who may proactive steps newcomers can take in new
She says research shows most newcomers move into a management role after only a few environments.
14 ENGAGE 2017
14-15 Engage2017 Management Onboarding & Open Plan Offices_2.indd 14 27/09/17 6:27 PMWORK
ENVIRONMENT
SHARE AND SHARE ALIKE?
Research by AUT Business School senior
lecturer Rachel Morrison on hot desking and
open-plan spaces has found that they may not
necessarily boost productivity and
collaboration – in fact, co-working can actually
have the opposite effect.
In the digital era, what work looks like, where
it’s done and what it’s defined as is being
disrupted due to an increased desire for
mobility and flexibility from employees.
This, as well as the soaring costs of office
space, has given rise to a boom in co-working
spaces.
In Auckland alone, a recent report by real estate
firm Bayleys found the number of shared spaces
has shot up from three co-working operators
taking up around 1,400 square metres of space
in 2011 to 13 operators running 13,800 square
metres of space in 2016.
Her research found that in shared working
spaces, there was an increase in distractions
But does this increase in shared spaces
translate into an increase in productivity and
collaboration?
and distrust, as well as less cooperation.
Well, not exactly. AUT Business School’s
Morrison surveyed 1,000 working people
on whether they shared their office space degrade in open-plan environments, as people But this doesn’t mean that hot desking should
with others, what kind of co-worker feel as though they don’t have enough be completely ruled out as ineffective, either.
relationships they had, as well as any personal space. Morrison says when people are grouped in pods
negative effects of that. with one or two others, it creates a compromise
“I entered this project with an expectation that between the isolation of an office and an
Her research found that in shared working increased proximity would improve friendships open-desk environment.
spaces, there was an increase in distractions and result in more friendships. Finding people
and distrust, as well as less cooperation. experienced fewer and less satisfying “It gives people spontaneous interactions and
friendships was for me the most surprising collaboration without feeling overwhelming,”
“We measured the extent to which people finding,” Morrison says. she explains.
experience distraction and negative
behaviours in open-plan environments, and we She says the increased proximity of co- Another way to avoid these problems is for
also measured co-worker friendships. What I working spaces can give people social fatigue. organisations to thoughtfully analyse the type
found was pretty damning of these open-plan of work their workers do before embarking on
environments, to be honest,” Morrison says. “I think when people feel overwhelmed an office overhaul, she says.
and can’t get any space, they’ll withdraw and
“The take home is they don’t suit everyone, but be less social or less likely to go for a drink “When there’s a reason to put people close
they will suit some people. Putting people into after work. Having lunch, going out for a drink, together, co-working can work really well.
an open-plan environment for no reason is or joining the work football team – those Where it becomes an issue is when people
perhaps the mistake some organisations make.” create genuine friendships, while having don’t consider the type of work individuals are
someone in your face every day is perhaps not doing, so you need a contingency approach –
What’s more, the survey found that contrary to allowing enough separation for those first find whether or not you need it before
popular belief, interpersonal relationships can friendships to form.” putting it in place.”
ENGAGE 2017 15
14-15 Engage2017 Management Onboarding & Open Plan Offices_2.indd 15 27/09/17 6:27 PMGENDER PAY GAP
MIND THE GAP
The research finds that the proportion of
the pay gap that is unexplained becomes
larger and more significant for female
The report employees on higher wages. For women on
showed that lower incomes, factors such as type of work,
family responsibilities, education and age
80% of the remain important.
gender pay gap More recently, Statistics New Zealand’s figures
is now driven show that the gender pay gap as of September
1 is 9.4%, down from 12% in 2016.
by ‘unexplained’
factors.
Professor Pacheco says it will be interesting to
analyse the contributing components to this
lower figure.
“In a similar fashion to the previous 12%
figure, it is not the magnitude of the figure that
The discussion about the gender pay gap has “International research signals that worker is important per se, but how much of it can
ramped up in recent years. And through her satisfaction and retention is higher when they be explained.”
research, Gail Pacheco, a Professor in the know their pay and opportunities are fair.”
School of Economics at AUT and the Director of The Ministry for Women have released a set of
the NZ Work Research Institute (NZWRI), is one The report showed that 80% of the gender pay seven actions for employers and businesses to
of the people leading it. gap is now driven by “unexplained” factors. help lower the pay gap.
NZWRI provides high quality research across a These are the harder to measure factors, like These include leading from the top, being
broad multidisciplinary programme concerned conscious and unconscious bias, and differential aware of bias, redesigning talent management
with people and work and research themes preferences between men and women, and of processes, analysing your data and
range from digital inclusion to employment course any other unobserved information. normalising flexible work and parental leave
regulation and well-being at work. for men and women.
Engagement with external stakeholders ranks
as a high priority, and this is exhibited via its
WE ARE THE CHAMPIONS
work with such organisations as the Ministry Alongside more than 50 of New Zealand’s top companies financially outranking their
for Women, Productivity Commission and the business leaders, Business School Dean Kate business peers.
Ministry of Education. Kearins has made a commitment to
Champions for Change. Leaders who have led strategies to boost
A major aim of NZWRI is to produce work that diversity and inclusion say they’re better at
is academically rigourous, but also relevant to New Zealand’s rich diversity is currently an attracting talent (90%), their business
policy makers. And the gender pay gap project underutilised pool of skills and knowledge, performance has been enhanced (85%),
was one such example of this value. particularly at senior leadership level, she says. they’re better at innovating (78%) and they’ve
enhanced customer satisfaction (77%).
It was led by Professor Pacheco, commissioned “Together, as Champions for Change, we have
by the Ministry of Women, and used Statistics pledged to support a goal of achieving truly The AUT Business School has committed
NZ data to better understand the drivers of the diverse leadership in New Zealand by 2020,” to working towards work cultures that are
gender pay gap in New Zealand. The report says Kearins. inclusive and flexible, supporting
Empirical evidence of the gender pay gap in recruitment and development pathways
New Zealand was released in March. The case for change, developed by AUT to bring diversity to the organisation and
Business School’s Professor Candice Harris, begin monitoring diversity in a way that
Professor Pacheco says lowering the gender shows lifting diversity and inclusion has led to holds ourselves to account both internally
pay gap makes business sense. better commercial results, with highly diverse and externally.
16 ENGAGE 2017
16-17 Engage2017 Gender Gap & Finance Kiwisaver_2.indd 16 27/09/17 6:27 PMKIWISAVER
MAKING
FINANCIAL
KNOWLEDGE
ACCESSIBLE
Managing your personal finances can be a and choosing the right fund, fees, providers,
struggle. There is so much information out there contribution rates and length of investment. Over the long
it can be hard to filter and make an informed
decision. Financial markets have grown There were two key messages the ACFR term the risk profile
enormously and become very complex with the
development of new and sophisticated financial
wanted to get across in these workshops. of a fund is not an issue.
instruments. And the finance industry does not The first was saving is only one part of the The real risk is whether
make the average person’s job much easier. retirement equation. You need to know how much
you will need to live on during retirement and how
you reach the sum
Associate Professor Aaron Gilbert and Dr that equates to a total sum needed to be saved. needed to meet your
Ayesha Scott from AUT Business School have Many of us will have used a website to find out
just reviewed the language used in KiwiSaver what type of fund we should be in, based on a few retirement needs.
product disclosure statements and they found questions posed by the website provider.
KiwiSaver providers use complex language that
makes the statements hard to read. This adds Choosing the right fund is important, but it is fund the closer you are to retirement age, known
unnecessary complexity to financial decision- meaningless when you don’t know if that fund as ‘lifestyle’ investing. As your KiwiSaver balance
making for the average New Zealander. will help you reach your retirement needs. You grows, the change in value is greater the riskier
need to consider the fees on that fund, your the fund you are in. As you approach retirement
Associate Professor Gilbert says given the contribution rate, the length of time you have you ‘de-risk’, moving to less risky funds, meaning
uncertainty around the future of national to invest, and most importantly how much you the change in value of your balance is less
superannuation, KiwiSaver will become a actually need to save. affected. So long as the fund you are in can still
major component of people’s financial future. allow you to attain the sum needed to get you
Most KiwiSaver providers talk about the risk of through retirement you should seek the lowest
“Because it is so important and because small a fund and whether this suits your investment risk fund that can do this.
decisions made today can have a huge impact profile i.e. how you feel about risk? What is not
30 or 40 years from now in terms of how much talked about is the risk of falling short of your Building on the success of the KiwiSaver seminar
money people have to retire on, it’s really retirement needs. Over the long term the risk the ACFR have developed personal finance
important people are making good decisions profile of a fund is not an issue. The real risk is workshops that concentrate on empowering
when it comes to their KiwiSaver. The first step whether you reach the sum needed to meet individuals to take control of their own finances.
in making those good decisions is to get people your retirement needs. These workshops are aimed at addressing the
actively seeking information.” major financial decisions the average person will
The second key message was retirement encounter during their lifetime, such as consumer
With this in mind, the Auckland Centre for planning is an ongoing process and down to credit/debt, retirement planning and budgeting.
Financial Research (ACFR) began offering free you to manage. There are some key decisions
workshops for AUT students and staff across all (fund, fees, contributions) you make during These workshops will be launched to
three campuses aimed at demystifying your investment period and you should review companies, government agencies, schools,
KiwiSaver. It covered a mixture of practical and these as time goes by. community centres, anywhere an impact can be
academic information about key concepts every made to the finances and peace of mind of
KiwiSaver should know, including fund types One key point is changing the risk profile of your attendees. acfr.aut.ac.nz
ENGAGE 2017 17
16-17 Engage2017 Gender Gap & Finance Kiwisaver_2.indd 17 27/09/17 6:27 PMYou can also read
