Work And Life Awards

Work And Life Awards

An Aucklandkindergarten association, the New Zealand Defence Force and Southern Cross Healthcare are amongst the winners of the EEO Trust Work & Life Awards this year.

Speaker of the House Hon Margaret Wilson MP presented the awards at a gala dinner in Auckland last night (30 August 2007).

The EEO Trust Work & Life Awards have recognised employers which support work-life balance since 1998. EEO Trust Chief Executive Philippa Reedsays they have been instrumental in raising awareness of the business benefits of work-life balance.

“Over the past ten years New Zealand employers have faced a range of employment challenges, largely relating to the increasingly diverse workforce and the tight labour market,” she says. “As the demands of work change at an ever increasing pace, so does the need to find the right balance with life outside of work. It is striking this balance that provides the energy, resilience, tolerance and creativity we need to become most effective in all areas of our lives.”

Winner of the Large Organisation Award is Franklin Kindergarten Association and the runner-up is South Islandfirm Anderson Lloyd Lawyers. The judging panel chose two winners of the new Diversity Award – the Beca Transporation Group at
Winner of the Mānaki Tangata Innovation Award is Southern Cross Healthcare for its staff health and wellness programme. 

First Steps Award winner is South Aucklandbusiness support agency, Enterprising Manukau, and winner of the Small to Medium Organisation Award is Phoenix Inc Supported Employment of Palmerston North.

Winners of the Walk the Talk Award for CEOs or senior managers who exemplify and support work-life balance are Ministry of Research, Science and Technology, Helen Anderson, and Northern Regional Manager of the ANZ National Bank rural banking team, Matt Pickering.

IBM New Zealand is supporting the EEO Trust Work & Life Awards. "IBM is deeply committed to fostering diversity, inclusiveness and flexibility in our own company, which is why we are proud to sponsor the annual EEO Trust Work & Life Awards," says IBM Managing Director Katrina Troughton.

"Dramatic shifts in the demographics of the modern workplace, coupled with increasing expectations from employees, are creating huge challenges for employers trying to attract, retain and motivate the best people.  In this fierce 'war for talent', the organisations that offer truly inclusive, flexible and innovative workplaces will come out on top.  IBM congratulates the winners of this year's EEO Trust Work & Life Awards for demonstrating the vision and leadership that will be required in the winning workplaces of the future."

Large Organisation Award Winner: Franklin Kindergarten Association

Winner of the Large Organisation Award is Franklin Kindergarten Association (FKA). Philippa Reedsaid the judging panel chose Franklin Kindergarten Association due to its success in putting staff first despite tight funding constraints and the rigidity of classroom hours.

Franklin Kindergarten Association is a not-for-profit organisation which runs 25 kindergartens in the South Aucklandregion. It employs 70 teachers and 30 support staff.

Retention of staff is absolutely critical to its success due to the importance of continuity of care for young children. However, many of the usual retention strategies such as higher remuneration packages and flexible working hours are
“Teachers must start and finish work at set times in order to meet teacher-child ratios and it is these ratios that determine the Association’s income,” says Professional Practice Manager at the FKA, Raewyn van Lingen.

The FKA provides as much flexibility as it can by offering full-time and part-time roles. It supports staff in many ways, first asking them what they need, then doing its best to provide it.

As a result of the FKA’s approach to work-life balance and staff development, turnover of teaching staff over the past three years averaged eight per cent per year. All of the 70 teaching positions are currently filled and all the FKA’s permanent teaching staff are qualified and registered teachers. Nearly 50 of its permanent staff have been employed by the FKA for five years or longer.

“We estimate that the savings over the past three years through retaining employees who have returned to work after a period of parental leave are worth more than $300,000,” says Raewyn van Lingen.

Large Organisation Runner-Up: Anderson Lloyd Lawyers

Runner-up in the Large Organisation category is a South Islandlaw firm, Anderson Lloyd Lawyers. The firm is based in Dunedinand is represented in the key South Islandmarkets of Dunedin, Queenstown and Christchurch. It employs 86 lawyers and legal staff and 58 secretarial and support staff.

Philippa Reedsays the firm has used work-life initiatives to recruit and retain women staff for many years. “About two-thirds of the lawyers leaving law school are women, but this is not generally reflected in the senior ranks of law firms. For many years Anderson Lloyd has consciously used flexible working practices to try to redress the balance,” she says.

Currently, 55 out of Anderson Lloyd’s 144 staff are using some form of flexible work arrangement. This includes part-time work, term-time working and job-sharing. Career breaks, study leave and domestic leave are all available and many staff can work from home when they need to.

More than half the firm’s 65 partners or associates and solicitors are women, staff retention overall is high and almost all staff return from parental leave.
“We’re proud of this and we work hard to ensure that we can find ways for all our staff to reach their potential whilst still maintaining a healthy work-life balance,” says Partner Lauren Semple. “Our flexible working policy has helped us to achieve this.”

Anderson Lloyd’s other work-life balance initiatives include reimbursement of $150 annually for any activity that promotes and maintains general personal health and wellbeing. An active social club arranges sports events, drinks and meals, as well as charity fundraising efforts.

“We’ve observed a dramatic improvement in employees' commitment to the firm since the introduction of our flexible work practices,” says HR Manager Dunedin KellyPankhurst. “They appreciate the efforts that the firm puts into a healthy work-life balance. This is evident in our staff retention rate and length of service.”

A Diversity Award was introduced this year to mark the 10th anniversary of the EEO Trust Work & Life Awards. “The Diversity Award recognises organisations that encourage and support a diverse workforce through a single initiative or broad organisational support,” says Philippa Reed. “We received 16 entries in this category, the largest number of entries received in any category since the inception of the EEO Trust Work & Life Awards.

“The judging panel was not only impressed by the high number of entries; the quality of entries was also outstanding, indicating the breadth and depth of the approaches taken by employers to garner the rewards of well-supported, diverse workforces.”

Due to the wide range of entrants, the judging panel assessed the public and private sector entries separately.

Diversity Award Winner: Beca Transportation

Private sector Diversity Award winner is the Beca Transportation Group, part of Beca Infrastructure. Beca Transportation employs 44 people in its Aucklandoffice.

Philippa Reedsays that a range of diversity initiatives introduced by Beca Transportation have proven that cultural diversity is both a competitive advantage in professional consulting services and a sustainable way to grow and develop a company.

“Beca Transportation has developed an extremely effective set of initiatives to ensure it recruits and retains the very best traffic engineers from around the world,” she says. “Traffic engineers are thin on the ground in New Zealandand overseas so Beca Transportation set out to create a workplace of choice for immigrating traffic engineers. This involved listening to what they needed, assessing whether the current workplace culture was inhospitable in any way and proactively targeting graduates.

“What stood out for the judges was that it was about two-way communication, not just focusing on the challenges of people coming into New Zealandbut also looking at helping managers understand that they might need to do things differently.”

One of the key issues limiting immigrant employees’ ability to perform was poor written English. In one initiative, an English tutor was employed to help new employees, typically from Asian countries, improve their English language skills. A new recruit from Myanmaris currently receiving one-on-one training and the company pays for an English conversation group which runs after work once a week. 

Philippa Reedsays the results of these and other initiatives speak for themselves. In 2002, the Transportation Group had one female and one Asian engineer. Now, the majority of the section was born overseas and women make up about 40% of the team.

In a recruitment market where engineering skills are in exceptionally high demand worldwide, the Transportation Group has grown by 11 staff (30%) in the past year whereas similar organisations have been losing staff.

Diversity Award Winner: New ZealandDefence Force

Public sector winner of the Diversity Award is the New Zealand Defence Force (NZDF) for its approach to the integration and acceptance of women at all levels of the Services.

The integration of women into the Defence Force began in 1997, starting a huge period of culture change. Initially the focus was on sexual harassment and other unacceptable behaviour but it later shifted to traditional features of military life and how these blocked the integration and acceptance of women. For example, a flexible working policy was introduced in 2002 and part-time work has become much more prevalent and used at all levels.

All bases have access to childcare facilities which are used by parents and grandparents. “There is also more sensitivity to people’s parenting commitments when scheduling work demands,” says Senior Manager Directorate HR Policy and Capability Laura Gillan.

All Services have school holiday programmes on some of their bases and the Navy and Air Force have family support programmes which provide practical and emotional support when Service personnel are on deployment.

These and other initiatives have resulted in a steady increase of women personnel overall and an increase in the numbers of women at higher levels and women working in more diverse roles.

As with other sectors, pragmatics drive the NZDF integration initiative – recruiting and retaining the best people. “Gender integration is a capability issue. It’s not about attracting more women to the military but about attracting the best people,” says Laura Gillan. “It’s about how the potential contribution of women can be fully utilised.”

The NZDF is building on the integration initiative with a new diversity strategy which Laura Gillan says seeks to strengthen NZDF’s inclusive culture. ““Globalisation is creating more demands for deployment in different cultural, social and regional settings so we need a workforce with diverse styles, outlooks and approaches in order to build strong external alliances and to be operationally effective.  Valuing and leveraging diversity is an integral part of competent leadership.”

Manāki Tangata Innovation Award - Southern Cross Healthcare

Health and wellness initiatives have been a feature of the EEO Trust Work & Life Awards for several years as employers recognise their potential to improve engagement and address staff turnover and absenteeism.

This year, the judges noted a stand-out entry in the Manāki Tangata category for innovation. Philippa Reedsays that Southern Cross Healthcare’s Switch2well is a comprehensive wellbeing programme based on solid research and staff input.

Fellow judge, Gary Saunders of IBM which supports the EEO Trust Work & Life Awards, agrees, “This is a very good initiative and it’s just amazing the difference it’s making to people.”

Faced with high levels of employee attrition, Southern Cross was looking for a lateral and innovative solution to ensure immediate and long-term employee engagement, motivation and retention.

The solution was Switch2well which is available to all Southern Cross Healthcare’s 550 permanent staff.

“Switch2well provides encouragement, support and recognition for physical and mental wellbeing across all aspects of people’s lives,” says General Manager HR RachaelRegan Paterson. “We wanted to make a three-year commitment to a programme that would straddle home and work environments.”

Switch2well includes vouchers for nutrition consultations, on-site Weight Watchers meetings during work hours, vouchers for sessions with a personal trainer and monthly GP visits to the workplace with free consultations during work time.

In the first six months of Switch2well, 94% of staff had participated in some aspect of the programme, 27 employees had given up smoking and 71 had lost a total of 355kg in weight.

Staff satisfaction and motivation had both improved and absenteeism was down by nearly three per cent. This equates to a significant saving for Southern Cross and three times its investment in the programme.

As Chief Operating Officer of Insurance Operations Lisa Gunnery says, “You’ve got to have employees who are engaged, who are feeling good and who want to come to work. The alternative is to have highly stressed, underproductive people. It makes business sense and it also makes employee sense.”

Small to Medium Organisation Award - Phoenix Inc Supported Employment

Winner of the Small to Medium Organisation Award is Phoenix Inc Supported Employment, a Palmerston North organisation which assists disabled people to find work and supports them and the employer during their employment.

Phoenix Inc employs seven people and demonstrates a strong commitment to them. CEO Janice Gordon is determined to keep the workplace free of the discrimination and barriers staff meet every day in the course of their work.

“The nature of our work means employees can be subject to a great deal of stress,” she says. “External supervision and counselling is available wherever needed and is supported by a general sense of camaraderie in the Phoenix Inc offices.

“We have to make sure we have fun and celebrate success. Work-life balance is essential to keeping staff mentally and physically healthy.”

Phoenix Inc’s work-life initiatives include flexible working options, long service leave, flexible use of paid sick days, leave for the birth of a grandchild and health and wellness options such as eye tests.

The benefits for Phoenix Inc include high staff morale and productivity. “Work-life balance strategies mean staff work better, are happier, more motivated, have heightened self esteem and are very loyal,” says Janice Gordon.

First Steps Award - Enterprising Manukau

Winner of the First Steps Award is Enterprising Manukau, a business enterprise agency operating in ManukauCity.

Philippa Reedsays the varied nature of Enterprising Manukau’s work and the changing political and economic currents which influence its activities mean flexibility is critical to Enterprising Manukau’s success.

“Like many small businesses, its work-life initiatives have evolved as current and prospective staff endeavour to create a work environment that helps them to be productive at work and happy at home,” she says.

Enterprising Manukau employs nine full-time and four part-time salaried staff, as well as four casual staff.  CEO Gaelle Deighton says its work-life initiatives have grown with the organisation. For example, Enterprising Manukau persuaded Colin Aiken to turn his back on conventional retirement more than 10 years ago and he has coordinated the Counties Manukau wing of Business Mentors New Zealand ever since. 

“It’s a mutually successful arrangement in that Colin is able to work part-time around outside commitments and Enterprising Manukau has his specialist expertise,” says Gaelle Deighton.

Despite budget constraints, staff can take five days paid study leave, 10 days sick leave and extended bereavement leave. One ill staff member was given extended leave of absence and another was given extended parental leave.

For Enterprising Manukau, the most obvious benefit of its work-life initiatives is the “family atmosphere”. “Whenever we have a challenge to meet, everyone pitches in to help out,” says Gaelle Deighton. “This is reflected in the positive business relationships we have with our clients, funders and customers.”

Due to the strength of entries in the Walk the Talk category for senior managers or CEOs who model work-life balance and support staff in their professional and personal lives, the judging panel selected two Walk the Talk Award winners; CEO of the Ministry of Research, Science and Technology (MoRST) Helen Anderson and Northern Regional Manager of the ANZ National Bank rural banking team Matt Pickering.

Walk the Talk Award Winner: Helen Anderson

Philippa Reed says the judging panel recognised the impact of Helen Anderson’s leadership in enabling staff to achieve their goals, whether they be at home or at work. “Despite, or perhaps because of, the demands of her job, Helen actively prioritises the things that matter most to her – family, friends and personal health.”

Helen Anderson was appointed Chief Executive of MoRST in 2004. She is also a wife, mother of two and step-mum to four. Philippa Reedsays that Helen Anderson models the importance and benefits of work-life balance, wellness, self-development and developing others in every aspect of her life.

“While performing very well in a demanding role, Helen manages to make time to exercise regularly, spend quality time with her family, extend her own learning and to act as mentor to a number of young people within MoRST and externally,” Philippa Reedsays.  “For her, the term ‘work-life balance’ means actively prioritising the things that matter most – people, family, friends and personal health – as they provide personal joy and energy for her busy life.”

Helen Anderson is known as a friendly, approachable manager and is respected as a person, a manager and a scientist. Staff at the Ministry say they feel proud to know her. She mentors young scientists and prioritises celebrating success, whether it be personal or professional.

However, she is reticent about putting herself forward as a role model for work-life balance. “I don’t want to be a flawless model. It’s about being honest and authentic,” she says. “Everybody needs to re-energise by focusing on other parts of their life. This is what I role-model.”

Walk the Talk Award Winner: Matt Pickering

Matt Pickering says a critical part of his success and the success of his team is the emphasis he places on family, his personal interests and achieving what matters most in his work and life.

Matt Pickering’s business area runs from Taupo to Whakatane and north to Kaitaia, encompassing more than 6000 customers. His role includes developing the strategic direction of rural banking as well as providing effective leadership to the region’s 110 staff.

His family comes first and he works flexibly so he can support his commitment to his wife and two children. His role is a busy one and he spends a lot of time on the road.

His interests outside work include surf lifesaving. He was Surf Lifeguard of the Year in 1994 and is currently president of the Papamoa Surf Lifesaving Club. He also competes in long distance ocean swimming events and blo-karts with his oldest son.

Matt Pickering says he can enjoy his interests outside work because he is committed to achieving the goals he sets himself at the start of each year and reviews regularly.

He works actively with his staff to help them decide on and commit to their own goals for work and life and will regularly follow up to ensure they are making progress. He supports them in attending development opportunities which are linked to their personal goals, and ensures there is a debrief afterwards.

Matt Pickering encourages and supports his team of managers to help them implement work and life choices with their people. This approach comes from his belief that to be the best you can at work you also need to achieve whatever is important to you outside work. He supports flexible working patterns and has encouraged part-time and job-sharing arrangements.

EEO Trust Work & Life Awards 2007 – Winners and entrants

Large OrganisationAward

Winner: Franklin Kindergarten Association

Runner-up: AndersonLloyd Lawyers

TNS Global 

STEELBRO New Zealand

Waikato District Council                                           

Genesis Energy                                                       

Fedex Express                                                        

Woolworth Ltd’s Progressive Enterprises                    

Small to Medium Organisation Award

Winner: PhoenixInc Supported Employment             

Prime Pork Products                                                

Mind and Body Consultants                                      

First Steps Award

Winner: Enterprising Manukau

Squiz Limited

Manāki Tangata Innovation Award

Winner: Southern Cross Healthcare

Bay of Plenty District Health Board

Genesis Energy                                                       

Woolworth Ltd’s Progressive Enterprises Cabinet Ready Meat Plant

Mind and Body Consultants

Diversity Award

Winner: New ZealandDefence Force

Winner: Beca Transportation

Mt Albert Pak ‘n Save

New ZealandPolice                                                  

RSVP Productions

New ZealandFire Service

Shell New Zealand

Ministry of Social Development

WellingtonCity Council

Deane Apparel                                                         

O-I New Zealand                                                      

Mind and Body Consultants

WoolWorth Ltd's Progressive Enterprises                   

KFC New Zealand

YWCA Auckland                                                      

QJumpers   

Walk the Talk Award

Winner: Helen Anderson (Ministry of Research Science and Technology)

Winner: Matt Pickering (ANZ National Bank)

Brian Carran (Mt Albert Pak ‘n Save)                          

Janice Gordon (PhoenixInc Supported Employment)  

Katrina Bunge (Bayer New Zealand)                           

Jonathon Robinson (Ministry of Social Development)   

Bruce Woodcock (O-I New Zealand)

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