Discover a new era of industrial excellence with Streat Control, now proudly part of AMS Instrumentation & Calibration Pty Ltd. Specialising in a diverse range of high-quality industrial process control and instrumentation equipment, we’re dedicated to providing tailored solutions across various industries.
Melbourne-based Pack King has just opened a new container full of its powered floor crane range. “The last two containers went in a flash,” says the company.
Since their introduction a few months ago, they have completely sold out twice!
“If you’ve ever used a manual floor crane, you would know how annoying the dozens of pumps on the hydraulic cylinder can be just to get it at the right height, then lowering, then pumping again. Not to mention the load swing around as you push, plus the effort required just to get it moving. Inviting strains and sprains,” says the company.
The Pack King powered floor crane has a powered chassis, powered lift and extend, which makes life so much easier. The base can be straight – fixed width, or straight – with adjustable width. The end of the main boom is open and ready to slide in any number of attachments.
With a capacity range from 300 to 1200kg, and lift height to 2500mm, the powered floor crane is described as being “so much more user friendly”.
“It is also a great replacement or free up for a forklift (no licence needed either). No more waiting for the bulky and slow overhead crane. No more back breaking manual lifting.”
It is on hand to instantly pull heavy products out of crates to place on a work bench; to lift pipes up for welding; to raise pumps and motors for maintenance / replacement; lift and rotate 200 litre steel drums for decanting into vats; use with T or spreader bars for long lengths of pipes or timber; use with magnets, brick/block clamps or hooks; drum rim grabs; reel roll core lifters and much more.
There is also an optional remote control to allow the operator to be close to the load or sling.
For more information visit www.packking.com.au or call +61 03 9720.0425.
Celebrating 75 years: SMEC unveils global growth plans
Global engineering, management and development consultancy SMEC has unveiled new global growth plans and a bold new look as it celebrates 75 years in business.
An Australian-born company established by the Australian Government in 1949 to build the Snowy Mountains Hydroelectric Scheme, SMEC has grown to be a global engineering leader working on the world’s largest infrastructure projects. Acquired by Singapore consulting firm, Surbana Jurong Group in 2016, which has an ambition to be one of the top built environment consultancies in the world.
James Phillis, chief operating officer of SMEC in Australia and New Zealand said the milestone was an incredible achievement and marked a critical juncture in the company’s journey as it reflects on the skills, technology and investment needed for the next 25 years.
“SMEC has been engineering positive change for 75 years, shaping the infrastructure that supports our economies and communities to thrive, while solving complex challenges from population growth and urban development, to sustainability and climate change mitigation,” says Phillis
“Looking ahead, we expect to see our most critical work carried out in the next 25 years as the world accelerates the transition to net zero emissions by 2050, and we build more resilient, sustainable communities. Engineering is now grounded in sustainability, from water security solutions across the Pacific Islands, to desertification in Central Asia with a focus on the deployment and the integration of large-scale renewables and supporting infrastructure.
“SMEC engineers are working on major projects across Africa, Australasia, Asia and the Middle East with a significant pipeline of new projects. This includes the design of the Sydney Metro Western Sydney Airport rail line with our partners, the largest NSW Public Private Partnership ever awarded. In South Africa, we are designing the Msikaba Bridge that will be one of the longest and highest single-span cable-stayed bridges in Africa when completed.
“We have a significant skills shortage globally and will need to invest in growing our engineering capability to support new opportunities in energy, rail and road, hydropower and dams – as well as service our expansion into new markets across Europe and Asia. We also need to think differently about our approach here – innovation around talent and resource will be a defining feature over the next two decades.
“As we shape global cities and develop new export industries such as green hydrogen, our global network with SJ Group will be critical in bringing global experience to support these projects and share our extensive project expertise to ensure the right decisions are made for the future.”
As part of the 75-year celebrations, SMEC has unveiled a bold new look.
Suzanne Gibbs, director, marketing and communications says that SMEC as a brand has significant legacy in the Australian infrastructure market, and the new look and feel pays homage to SMEC’s history and sets the tone for the organisation’s future.
“The new SMEC brand is more than just a logo, it’s a promise to our employees, clients, partners, and communities in which we live and work. It tells the story of who we are and who we aspire to be. Engineering positive change is not just what we do, it’s why we do it,” says Gibbs.
“As we pivot to think about resourcing differently, catalysing the transition to a regenerative future, and continuing to deliver meaningful infrastructure projects across the world, it is vital that we continue to be at the forefront of change,” said Suzanne.
Xero Beautiful Business Fund: $80,000 prize pool for Kiwi small businesses
Xero, a global small business platform, has announced the return of the Xero Beautiful Business Fund for 2024 — an initiative offering more than $750,000 globally in funding to support small businesses and nonprofits with their growth plans and help drive future success.
At least $80,000 will go to small businesses across New Zealand, with $20,000 being awarded to the winner of each of the four categories; innovating for environmental sustainability, trailblazing in technology, strengthening community connections, upskilling for the future. The recipients are also eligible to become a global winner, receiving an additional $50,000.
Tony Burrows, owner of Buzz Burrows based near Wānaka, was one of the global winners in last year’s inaugural Xero Beautiful Business Fund in the ‘Trailblazing with technology’ category. He received $70,000 to support the purchase of cutting-edge technology in his lighting business.
“When we applied for the Beautiful Business Fund last year, we were essentially a startup, which meant a lot more costs than income,” says Burrows. “It was perfect timing to invest in new technology – including a new laser cutter and sanding machine – and purchase materials to take Buzz Burrows to the next level. “Being one of the big winners was a huge bonus. We were able to develop and expand our range of lights and fixtures, empowering us to service our customers appropriately at such a crucial, early stage of our business journey.
“Another advantage was the positive exposure we received for being a winner, which generated an increase in sales. Luckily the funds gave us the resources to respond to the additional demand.
“Starting a new business in a flat economy was always going to be a challenge. The Xero Beautiful Business Fund provided a perfectly timed and very helpful injection of cash to help us establish Buzz Burrows and position us for future growth.”
How can Kiwi small business owners enter?
Kiwi Xero small business customers will need to complete an online form and record and submit a 90-second pitch video to the competition website for as many categories as they would like to enter:
• Innovating for environmental sustainability — For a small business or non profit who wants to take the next step in their environmental sustainability journey by: minimising their own environmental impact; enhancing the sustainability of current products or services; or developing new environmentally friendly products or services.
• Trailblazing with technology — For a small business or non profit that has a ‘future focus’ mindset and is seeking to innovate. These organisations want to set the pace and lead the charge with new and emerging technologies.
• Strengthening community connection — For a small businesses or nonprofit that has a mission or purpose rooted in serving their communities and making a positive impact. It could be to make a difference in the community they serve, support underserved or marginalised groups or contribute to social good through innovative ideas or solutions.
• Upskilling for the future — For a small businesses or nonprofit that wants to overcome a skills gap, either through upskilling themselves or their employees. These organisations see a path forward with greater access to training and professional development..
Sukhinder Singh Cassidy, Xero CEO, says: “We’re thrilled to offer the Xero Beautiful Business Fund again in 2024. As a global judge last year, getting to hear first hand from our small business customers about their ideas and aspirations was a rewarding experience that reminded me of the resilience, drive and determination it takes to be a business owner. The fund is a chance to reflect on our purpose to make life better for small businesses, their advisors and communities around the world and provide meaningful support so our customers can fulfill their dreams or take that next big step with confidence.”
Regional and global prize winners
The total prize pool offering of more than $750,000 will be shared among 28 winners. There will be four winners from each country (one in each category), determined by local judging panels, and each winner will receive $20,000.
Of those winners, four will become global winners, determined by a global judging panel, and each global winner will receive an additional $50,000.
Engineering and architecture firms close the gender pay equity gap
A group of engineering and architecture firms have closed the gender pay equity gap after a campaign by The Diversity Agenda to ensure men and women in the same roles receive the same pay.
The Insights 2024 report, released at The Diversity Agenda Accord Summit at Parliament, shows the gender pay equity gap has fallen from 5.6% in 2023 to 0.4% in 2024.
The report – the largest voluntary disclosure of key demographic measures for an industry coalition in New Zealand – is based on data submitted from 43 engineering consulting firms and architecture practices that have signed the Diversity Agenda Accord.
“As Accord signatories, we promised to close the pay equity gap and we’ve done it,” Diversity Agenda chair Josie Fitzgerald says. “We’re really proud to have narrowed it down to 0.4% this year, and ensuring people in the same roles receive the same pay will remain a priority.”
The Diversity Agenda is an award-winning movement to make the engineering and architecture professions in Aotearoa New Zealand better for all – women, Māori, Pacific Peoples, LGBTQIA+, disabled, neurodiverse and other minority groups.
Firms that sign the Diversity Agenda Accord submit data annually for the Insights report, making them publicly accountable for achieving truly diverse industries. The report highlights the need to grow the pipeline of women entering the industries and foster equitable and inclusive cultures to retain and promote talent.
“We know it takes a village and various approaches to drive systemic, sustainable change,” Fitzgerald says. “Over the past 12 months, we have been raising awareness and empowering our members by creating industry networks and working groups, offering learning opportunities, and providing tools to help accelerate progress.”
The Diversity Agenda also aims to achieve 40:40:20 (40% women: 40% men: 20% any gender) in senior leadership roles by 2030. This year the report revealed a 5% increase in women in senior leadership roles (from 25% to 30%), bringing New Zealand closer to the global average of 32%.
However, this is despite women leaving engineering and architecture industries at a faster rate than men, highlighting a significant retention issue.
“While there is still much work to do, our progress in women’s representation in senior leadership roles and closing the pay equity gap demonstrates that focusing on diversity, equity and inclusion can lead to a resilient, sustainable future for our sector,” says Fitzgerald.
EQM Industrial acquires conveyor division of Autoline Automation
EQM Industrial Ltd has announced the acquisition of the conveyor division of Autoline Automation, a manufacturer well-known for innovative designs and now dedicated to advancing robotics and automation across Australasia. The division takeover took effect on July 1, 2024.
EQM Industrial director and general manager, Anthony Bloxham, says: “The acquisition enhances our product portfolio and strengthens our position in the New Zealand market, allowing us to offer a more comprehensive choice of conveyor solutions to our clients.”
Bloxham adds, “Another key advantage for clients is that they will see faster project completion times from us, since the modular conveyor systems reduce design time.”
The new modular range will include belt, roller, modular, corner and easy conveyors.
“Over the coming months, our focus will be on smoothly integrating the operations and ensuring continuity for all customers.”
OPINION: The Tohu App – how cultural mapping can boost industry growth
By Dr Troy Coyle, HERA CEO
Our engineering, construction and manufacturing sectors are struggling to find talent. We need to be far more inclusive so we can unlock the potential of a diverse future workforce and all the benefits they bring to our mahi (work).
I have for some time spoken about this based on my own experience, being female. I have fast realised that wāhine Maori are even more under-represented and indeed Māori generally.
The reasons as to why women and Māori (and Pacific for that matter) are not attracted to these sectors are varied and complex. However, one key issue is that high school children (and even down to intermediate and primary) are not engaging with STEMM (science, technology, engineering, mathematics and mātauranga Māori). They are not aware of the plethora of disciplines in STEMM or the future careers that are available to them. They don’t know how exciting, engaging and rewarding careers in these disciplines can be and how they contribute in so many different ways to inter-generational wellbeing. Importantly, they don’t know what will match with their own individual wants and needs from a future career.
For Māori, this requires a matching process where rangatahi (youth) can identify careers that map to their values in a kaupapa Māori way. If there is one thing we have learnt at HERA over our years holding space for matauranga Māori, it is that Māori need to be engaged in a Māori way.
Prevailing career matching tools do not consider cultural differences and they don’t consider a person’s values either. They often simply match a person to a career based on their perceived academic aptitude. This fails so many of our rangatahi and leaves many behind. It also, likely, pushes rangatahi towards careers that they may not actually find personally fulfilling. Further, the prevailing methods are clearly not working as we have such low STEMM participation rates. We are not selling careers in our sectors in a way that appeals to many, including Māori!
The Tohu App – a way forward
I saw a need, a gap and an opportunity to better link rangatahi with our sectors – to prepare both for the future of work. What I didn’t know, was how to do it.
Enter Naomi Manu MNZM. Naomi, now Founder of Auraki Group, was at the time, the Founder of Pūhoro STEMM Academy, whom HERA has had a strong relationship with over several years. Naomi had also seen this need, gap, and opportunity. We agreed that we would create a solution together.
The result is the Tohu App. Tohu is a web-based kaupapa Māori app, developed by Auraki group and partners, and supported by HERA, that guides rangatahi through a series of patai (questions) to help them to identify their values, match them to an associated atua who are then linked to STEMM career options which then lead users to study pathways to these career options.
Future developments of the Tohu app will broaden it out to encompass more atua, as well as further kaupapa Māori guidance and links to te ao Māori (Māori worldviews).
We believe the Tohu app will revolutionise career planning for rangatahi in Aotearoa New Zealand and may even change the way that career mapping is done globally. Naomi saying: “Being culturally anchored provides a sense of identity and belonging, which is crucial for career success in a globalised world…integrating these values into career planning supports not only individual success but also the sustainability of Māori culture and principles in the modern workforce.”
The Tohu App aligns with our commitment to Vision Mātauranga through our Endeavour funded project “Construction 4.0: an industry 4.0 transformation of the Aotearoa New Zealand construction sector,” known as “Ngākopa Construction 4.0” for short.
What is the future of our workforce?
As the heavy engineering, construction, and manufacturing sectors grapple with talent shortages, it’s clear that inclusivity is no longer just a goal—it’s a necessity. To bridge this gap and ensure a robust future workforce, we must broaden our horizons and actively include diverse backgrounds, particularly those of Māori and Pacific peoples who will account for 20% of our future workforce.
The impending release of Minister Simmonds’ cabinet paper on vocational education offers a timely opportunity to reflect more strongly on how rangatahi not only identify potential career pathways into our sectors through the Tohu App, but also how they navigate through the learning and upskilling requirements needed so they can contribute more meaningfully to our sectors. The identification of drop off in traditional educational pathways identified when developing the Tohu App raises the importance of creating a range of career pathways both in academia and industry training to better engage Māori and Pacific youth. This approach will not only address current talent shortages but also pave the way for a more diverse and innovative future workforce.
I personally am looking forward to more Māori participation in engineering, construction and manufacturing. I am also looking forward to a world where people have greater career satisfaction because the career mapping tools consider, not just what rangatahi are good at, but what will make them fulfilled.
BIO: Dr Troy Coyle brings more than 20 years’ experience in innovation management across a range of industries including materials science, medical radiation physics, biotechnology, sustainable building products, renewable energy and steel. She is a scientist with a PhD (University of NSW) with training in journalism and communications
Kiwi youth excel on robotics world stage
Kiwis shone bright at the Vex Robotics World Championships held in the US recently. Fifteen local teams represented ‘KiwiBots, Aotearoa’, competing across all five divisions and bringing home six world titles.
In excess of 30,000 teams competed from more than 70 countries, with 2500 teams invited to the big event in elementary, middle, high school and university divisions.
Both of New Zealand university teams (pictured) won awards: Mantz from Manawatū won the Energy Award and Jank from Auckland won the Create Award.
KiwiBots entered five teams in high school and two teams in middle school divisions with Auckland teams Skywalker Technobots 3168T winning the Inspire Award and Glenfield College 2918D the Sportsmanship Award
Five teams were also entered into the middle and elementary age groups, with College Street Normal School team 2223H Brobots of Palmerston North finishing eight in the final and winning the Build Award. Auckland’s KidweLab 22020B Chilling in Space won the Judges Award and Rovers Team 48495A of Palmerston North made it through to their division final of top 16 teams
Locally, KiwiBots run the largest robotics competition in New Zealand, which provides children and adults with opportunities to develop communication, collaboration, and creativity.
Maintaining a diverse robotics engagement for five- to 25-year-olds, the KiwiBots Robotics programme is taught throughout the country.
New manager of Bonfiglioli New Zealand, company expands in Sydney
Bonfiglioli New Zealand has announced the promotion of Paul Savage to the role of New Zealand country manager.
Savage joined Bonfiglioli New Zealand in 2008, as the company’s national sales manager. Following a brief hiatus in 2023 and has now re-joined Bonfiglioli New Zealand to take up the reins as the new country manager.
“I’m very passionate about Bonfiglioli. The company has an extensive product range which allows our involvement in such a wide range of industry sectors and applications. I enjoy meeting people and being part of finding the best solutions for product development, product performance and reliability,” says Savage. In his new role, Savage aims to ‘continue to make Bonfiglioli the most trusted and reliable supplier of industrial geared motor products in New Zealand’.
“It is my goal to develop the NZ team and to apply the values that guide me: accountability, trust, and respect for others. It’s the whole team’s job to build long-lasting relationships with our customers, adding value to their business, and fostering partnerships where we are all successful in achieving our goals. Having a close connection with our valued OEMs and end users, and understanding their individual businesses, is key to our success,” he says.
Savage will oversee and manage a team of 13 staff as well as manage production and drive the overall efficiency of the operation.
“We are delighted to have Paul back at the helm,” says Bonfiglioli Australia and New Zealand MD, Martin Broglia. “His experience and expertise make him an asset to the company, and we look forward to continued expansion for the New Zealand branch, under his guidance.”
Broglia has also announced that the company is upgrading and expanding its 5,000m2 Sydney production facility, to meet growing local demand for its solutions. “We’ve seen an increase in demand for heavy duty (HD) products, particularly in mining applications, as well as in crane systems and material handling projects. Our current production setup was not going to allow for the growth required to fulfil demand,” he says.
The expansion plans include the purchase of a new HD machine from Italy, with an A$500 000 price tag. “This machine is fully automated and allows for more sizes to be built on one machine,” says Broglia. In addition, the company has acquired several large and small cranes, taking the company’s total expansion investment to $700 000. “With this new equipment and machinery, we will be able to build gearboxes faster and deliver to customers quicker,” says Broglia. The HD assembly process takes four days and includes testing and painting of gearboxes. The new machine will enable Bonfiglioli to double its output, achieving delivery of around ten gearboxes each week.
“Bonfiglioli has established itself as a market-leading supplier by offering high-quality gearboxes that deliver high ratio with high output torque, making them particularly effective in demanding industrial applications. In addition, we have invested in developing our local presence and stockholding, ensuring our customers receive exceptional support and service. The addition of new machinery and equipment at our Sydney facility is the next step in our commitment to supporting the growth and success of local industries”.
Ruakura Energy to power Ruakura Superhub
Tainui Group Holdings (TGH) has formed a new subsidiary business, Ruakura Energy, to own and operate a bespoke electricity distribution network, designed to meet the energy needs of the Ruakura Superhub, one of the largest inland port and logistics precincts in Australasia.
The Superhub is adjacent to nearby national electricity assets and is already home to a number of large warehouse and distribution centres with significant energy needs including for temperature controlled, cold-chain operations. This has created the opportunity for TGH to develop its own electricity network.
Energy demand is expected to grow as stage 1 of the Superhub (93ha) is fully developed and tenanted, and during the 20- to 30-year process to develop the full 490ha.
Hinerangi Raumati-Tu’ua, chair of TGH, said the initiative will ensure an independent and resilient energy supply for Ruakura Superhub.
“The formation of Ruakura Energy aligns strongly with the mana motuhake that we aspire to for our iwi. It is about taking control of our energy destiny as an inter-generational developer. By doing this we are ensuring a successful investment, providing increased resilience for our tenants, and adding value to their business,” says Raumati-Tu’ua.
Ruakura Energy will connect directly to the nearby Hamilton grid exit point, owned by Transpower, and distribute power via a new Ruakura substation currently under construction. This is connected to an underground network as part of the original civil works around the precinct. The substation is equipped with a backup transformer to provide network resilience, maintaining a smooth, and uninterrupted operation.
TGH chief executive Chris Joblin says Ruakura Energy has the potential to expand its operations in the future.
“Looking forward, Ruakura Energy is not just a utility provider but a critical component of the Superhub’s infrastructure, integrating energy solutions that potentially include roof-top and solar array generation for on-site consumption or sale of energy back to the national grid,” Joblin says.
Following a competitive process, Ruakura Energy has appointed PowerNet Ltd as the Network Manager to manage the distribution assets, ensuring quality service and operational reliability. PowerNet is New Zealand’s fourth largest electricity management company. It currently manages an asset base and investments in excess of NZ$1 billion and delivers power to over 75,000 customers mainly in the lower and central South Island.
Critical components of the network are currently under construction and Ruakura Energy is expected to commence operations under its own name in late 2024.
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Streat Control (NZ) Ltd
Ph: +64 9 575 2020 | Fax: +64 9 575 7020 | Website | Email
Discover a new era of industrial excellence with Streat Control, now proudly part of AMS Instrumentation & Calibration Pty Ltd. Specialising in a diverse range of high-quality industrial process control and instrumentation equipment, we’re dedicated to providing tailored solutions across various industries.
Brands: AMETEK, Analox, Aplisens, Azbil, Bronkhorst, ECD, IKM, Interface, Michell, Noshok, Pulsar, Rotork and Smar.
NZ Sales manager: Mahmood Ghadiri
Sales Engineer: Ahad Hamzaie
Branches: Auckland and Christchurch
Pack King re-stocks and is ready to supply
Melbourne-based Pack King has just opened a new container full of its powered floor crane range. “The last two containers went in a flash,” says the company.
Since their introduction a few months ago, they have completely sold out twice!
“If you’ve ever used a manual floor crane, you would know how annoying the dozens of pumps on the hydraulic cylinder can be just to get it at the right height, then lowering, then pumping again. Not to mention the load swing around as you push, plus the effort required just to get it moving. Inviting strains and sprains,” says the company.
The Pack King powered floor crane has a powered chassis, powered lift and extend, which makes life so much easier. The base can be straight – fixed width, or straight – with adjustable width. The end of the main boom is open and ready to slide in any number of attachments.
With a capacity range from 300 to 1200kg, and lift height to 2500mm, the powered floor crane is described as being “so much more user friendly”.
“It is also a great replacement or free up for a forklift (no licence needed either). No more waiting for the bulky and slow overhead crane. No more back breaking manual lifting.”
It is on hand to instantly pull heavy products out of crates to place on a work bench; to lift pipes up for welding; to raise pumps and motors for maintenance / replacement; lift and rotate 200 litre steel drums for decanting into vats; use with T or spreader bars for long lengths of pipes or timber; use with magnets, brick/block clamps or hooks; drum rim grabs; reel roll core lifters and much more.
There is also an optional remote control to allow the operator to be close to the load or sling.
For more information visit www.packking.com.au or call +61 03 9720.0425.
Celebrating 75 years: SMEC unveils global growth plans
Global engineering, management and development consultancy SMEC has unveiled new global growth plans and a bold new look as it celebrates 75 years in business.
An Australian-born company established by the Australian Government in 1949 to build the Snowy Mountains Hydroelectric Scheme, SMEC has grown to be a global engineering leader working on the world’s largest infrastructure projects. Acquired by Singapore consulting firm, Surbana Jurong Group in 2016, which has an ambition to be one of the top built environment consultancies in the world.
James Phillis, chief operating officer of SMEC in Australia and New Zealand said the milestone was an incredible achievement and marked a critical juncture in the company’s journey as it reflects on the skills, technology and investment needed for the next 25 years.
“SMEC has been engineering positive change for 75 years, shaping the infrastructure that supports our economies and communities to thrive, while solving complex challenges from population growth and urban development, to sustainability and climate change mitigation,” says Phillis
“Looking ahead, we expect to see our most critical work carried out in the next 25 years as the world accelerates the transition to net zero emissions by 2050, and we build more resilient, sustainable communities. Engineering is now grounded in sustainability, from water security solutions across the Pacific Islands, to desertification in Central Asia with a focus on the deployment and the integration of large-scale renewables and supporting infrastructure.
“SMEC engineers are working on major projects across Africa, Australasia, Asia and the Middle East with a significant pipeline of new projects. This includes the design of the Sydney Metro Western Sydney Airport rail line with our partners, the largest NSW Public Private Partnership ever awarded. In South Africa, we are designing the Msikaba Bridge that will be one of the longest and highest single-span cable-stayed bridges in Africa when completed.
“We have a significant skills shortage globally and will need to invest in growing our engineering capability to support new opportunities in energy, rail and road, hydropower and dams – as well as service our expansion into new markets across Europe and Asia. We also need to think differently about our approach here – innovation around talent and resource will be a defining feature over the next two decades.
“As we shape global cities and develop new export industries such as green hydrogen, our global network with SJ Group will be critical in bringing global experience to support these projects and share our extensive project expertise to ensure the right decisions are made for the future.”
As part of the 75-year celebrations, SMEC has unveiled a bold new look.
Suzanne Gibbs, director, marketing and communications says that SMEC as a brand has significant legacy in the Australian infrastructure market, and the new look and feel pays homage to SMEC’s history and sets the tone for the organisation’s future.
“The new SMEC brand is more than just a logo, it’s a promise to our employees, clients, partners, and communities in which we live and work. It tells the story of who we are and who we aspire to be. Engineering positive change is not just what we do, it’s why we do it,” says Gibbs.
“As we pivot to think about resourcing differently, catalysing the transition to a regenerative future, and continuing to deliver meaningful infrastructure projects across the world, it is vital that we continue to be at the forefront of change,” said Suzanne.
Xero Beautiful Business Fund: $80,000 prize pool for Kiwi small businesses
Xero, a global small business platform, has announced the return of the Xero Beautiful Business Fund for 2024 — an initiative offering more than $750,000 globally in funding to support small businesses and nonprofits with their growth plans and help drive future success.
At least $80,000 will go to small businesses across New Zealand, with $20,000 being awarded to the winner of each of the four categories; innovating for environmental sustainability, trailblazing in technology, strengthening community connections, upskilling for the future. The recipients are also eligible to become a global winner, receiving an additional $50,000.
Tony Burrows, owner of Buzz Burrows based near Wānaka, was one of the global winners in last year’s inaugural Xero Beautiful Business Fund in the ‘Trailblazing with technology’ category. He received $70,000 to support the purchase of cutting-edge technology in his lighting business.
“When we applied for the Beautiful Business Fund last year, we were essentially a startup, which meant a lot more costs than income,” says Burrows.
“It was perfect timing to invest in new technology – including a new laser cutter and sanding machine – and purchase materials to take Buzz Burrows to the next level.
“Being one of the big winners was a huge bonus. We were able to develop and expand our range of lights and fixtures, empowering us to service our customers appropriately at such a crucial, early stage of our business journey.
“Another advantage was the positive exposure we received for being a winner, which generated an increase in sales. Luckily the funds gave us the resources to respond to the additional demand.
“Starting a new business in a flat economy was always going to be a challenge. The Xero Beautiful Business Fund provided a perfectly timed and very helpful injection of cash to help us establish Buzz Burrows and position us for future growth.”
How can Kiwi small business owners enter?
Kiwi Xero small business customers will need to complete an online form and record and submit a 90-second pitch video to the competition website for as many categories as they would like to enter:
• Innovating for environmental sustainability — For a small business or non profit who wants to take the next step in their environmental sustainability journey by: minimising their own environmental impact; enhancing the sustainability of current products or services; or developing new environmentally friendly products or services.
• Trailblazing with technology — For a small business or non profit that has a ‘future focus’ mindset and is seeking to innovate. These organisations want to set the pace and lead the charge with new and emerging technologies.
• Strengthening community connection — For a small businesses or nonprofit that has a mission or purpose rooted in serving their communities and making a positive impact. It could be to make a difference in the community they serve, support underserved or marginalised groups or contribute to social good through innovative ideas or solutions.
• Upskilling for the future — For a small businesses or nonprofit that wants to overcome a skills gap, either through upskilling themselves or their employees. These organisations see a path forward with greater access to training and professional development..
Sukhinder Singh Cassidy, Xero CEO, says: “We’re thrilled to offer the Xero Beautiful Business Fund again in 2024. As a global judge last year, getting to hear first hand from our small business customers about their ideas and aspirations was a rewarding experience that reminded me of the resilience, drive and determination it takes to be a business owner. The fund is a chance to reflect on our purpose to make life better for small businesses, their advisors and communities around the world and provide meaningful support so our customers can fulfill their dreams or take that next big step with confidence.”
Regional and global prize winners
The total prize pool offering of more than $750,000 will be shared among 28 winners. There will be four winners from each country (one in each category), determined by local judging panels, and each winner will receive $20,000.
Of those winners, four will become global winners, determined by a global judging panel, and each global winner will receive an additional $50,000.
Entries will close on 27 August 2024 and winners will be announced at the end of October 2024. For full criteria, details on how to enter and 2023 winner profiles, visit http://www.xero.com/us/events/xero-beautiful-business-fund/.
Engineering and architecture firms close the gender pay equity gap
A group of engineering and architecture firms have closed the gender pay equity gap after a campaign by The Diversity Agenda to ensure men and women in the same roles receive the same pay.
The Insights 2024 report, released at The Diversity Agenda Accord Summit at Parliament, shows the gender pay equity gap has fallen from 5.6% in 2023 to 0.4% in 2024.
The report – the largest voluntary disclosure of key demographic measures for an industry coalition in New Zealand – is based on data submitted from 43 engineering consulting firms and architecture practices that have signed the Diversity Agenda Accord.
“As Accord signatories, we promised to close the pay equity gap and we’ve done it,” Diversity Agenda chair Josie Fitzgerald says. “We’re really proud to have narrowed it down to 0.4% this year, and ensuring people in the same roles receive the same pay will remain a priority.”
The Diversity Agenda is an award-winning movement to make the engineering and architecture professions in Aotearoa New Zealand better for all – women, Māori, Pacific Peoples, LGBTQIA+, disabled, neurodiverse and other minority groups.
Firms that sign the Diversity Agenda Accord submit data annually for the Insights report, making them publicly accountable for achieving truly diverse industries.
The report highlights the need to grow the pipeline of women entering the industries and foster equitable and inclusive cultures to retain and promote talent.
“We know it takes a village and various approaches to drive systemic, sustainable change,” Fitzgerald says. “Over the past 12 months, we have been raising awareness and empowering our members by creating industry networks and working groups, offering learning opportunities, and providing tools to help accelerate progress.”
The Diversity Agenda also aims to achieve 40:40:20 (40% women: 40% men: 20% any gender) in senior leadership roles by 2030. This year the report revealed a 5% increase in women in senior leadership roles (from 25% to 30%), bringing New Zealand closer to the global average of 32%.
However, this is despite women leaving engineering and architecture industries at a faster rate than men, highlighting a significant retention issue.
“While there is still much work to do, our progress in women’s representation in senior leadership roles and closing the pay equity gap demonstrates that focusing on diversity, equity and inclusion can lead to a resilient, sustainable future for our sector,” says Fitzgerald.
EQM Industrial acquires conveyor division of Autoline Automation
EQM Industrial Ltd has announced the acquisition of the conveyor division of Autoline Automation, a manufacturer well-known for innovative designs and now dedicated to advancing robotics and automation across Australasia. The division takeover took effect on July 1, 2024.
EQM Industrial director and general manager, Anthony Bloxham, says: “The acquisition enhances our product portfolio and strengthens our position in the New Zealand market, allowing us to offer a more comprehensive choice of conveyor solutions to our clients.”
Customers will benefit from the addition of trusted conveyor brands that offer greater operational efficiency and maximised productivity. This will be evident in optimised workflow, improved customisation, easy integration and enhanced operator safety.
Bloxham adds, “Another key advantage for clients is that they will see faster project completion times from us, since the modular conveyor systems reduce design time.”
The new modular range will include belt, roller, modular, corner and easy conveyors.
“Over the coming months, our focus will be on smoothly integrating the operations and ensuring continuity for all customers.”
OPINION: The Tohu App – how cultural mapping can boost industry growth
By Dr Troy Coyle, HERA CEO
Our engineering, construction and manufacturing sectors are struggling to find talent. We need to be far more inclusive so we can unlock the potential of a diverse future workforce and all the benefits they bring to our mahi (work).
I have for some time spoken about this based on my own experience, being female. I have fast realised that wāhine Maori are even more under-represented and indeed Māori generally.
The reasons as to why women and Māori (and Pacific for that matter) are not attracted to these sectors are varied and complex. However, one key issue is that high school children (and even down to intermediate and primary) are not engaging with STEMM (science, technology, engineering, mathematics and mātauranga Māori). They are not aware of the plethora of disciplines in STEMM or the future careers that are available to them. They don’t know how exciting, engaging and rewarding careers in these disciplines can be and how they contribute in so many different ways to inter-generational wellbeing. Importantly, they don’t know what will match with their own individual wants and needs from a future career.
For Māori, this requires a matching process where rangatahi (youth) can identify careers that map to their values in a kaupapa Māori way. If there is one thing we have learnt at HERA over our years holding space for matauranga Māori, it is that Māori need to be engaged in a Māori way.
Prevailing career matching tools do not consider cultural differences and they don’t consider a person’s values either. They often simply match a person to a career based on their perceived academic aptitude. This fails so many of our rangatahi and leaves many behind. It also, likely, pushes rangatahi towards careers that they may not actually find personally fulfilling. Further, the prevailing methods are clearly not working as we have such low STEMM participation rates. We are not selling careers in our sectors in a way that appeals to many, including Māori!
The Tohu App – a way forward
I saw a need, a gap and an opportunity to better link rangatahi with our sectors – to prepare both for the future of work. What I didn’t know, was how to do it.
Enter Naomi Manu MNZM. Naomi, now Founder of Auraki Group, was at the time, the Founder of Pūhoro STEMM Academy, whom HERA has had a strong relationship with over several years. Naomi had also seen this need, gap, and opportunity. We agreed that we would create a solution together.
The result is the Tohu App. Tohu is a web-based kaupapa Māori app, developed by Auraki group and partners, and supported by HERA, that guides rangatahi through a series of patai (questions) to help them to identify their values, match them to an associated atua who are then linked to STEMM career options which then lead users to study pathways to these career options.
Future developments of the Tohu app will broaden it out to encompass more atua, as well as further kaupapa Māori guidance and links to te ao Māori (Māori worldviews).
We believe the Tohu app will revolutionise career planning for rangatahi in Aotearoa New Zealand and may even change the way that career mapping is done globally. Naomi saying: “Being culturally anchored provides a sense of identity and belonging, which is crucial for career success in a globalised world…integrating these values into career planning supports not only individual success but also the sustainability of Māori culture and principles in the modern workforce.”
The Tohu App aligns with our commitment to Vision Mātauranga through our Endeavour funded project “Construction 4.0: an industry 4.0 transformation of the Aotearoa New Zealand construction sector,” known as “Ngākopa Construction 4.0” for short.
What is the future of our workforce?
As the heavy engineering, construction, and manufacturing sectors grapple with talent shortages, it’s clear that inclusivity is no longer just a goal—it’s a necessity. To bridge this gap and ensure a robust future workforce, we must broaden our horizons and actively include diverse backgrounds, particularly those of Māori and Pacific peoples who will account for 20% of our future workforce.
The impending release of Minister Simmonds’ cabinet paper on vocational education offers a timely opportunity to reflect more strongly on how rangatahi not only identify potential career pathways into our sectors through the Tohu App, but also how they navigate through the learning and upskilling requirements needed so they can contribute more meaningfully to our sectors. The identification of drop off in traditional educational pathways identified when developing the Tohu App raises the importance of creating a range of career pathways both in academia and industry training to better engage Māori and Pacific youth. This approach will not only address current talent shortages but also pave the way for a more diverse and innovative future workforce.
I personally am looking forward to more Māori participation in engineering, construction and manufacturing. I am also looking forward to a world where people have greater career satisfaction because the career mapping tools consider, not just what rangatahi are good at, but what will make them fulfilled.
BIO: Dr Troy Coyle brings more than 20 years’ experience in innovation management across a range of industries including materials science, medical radiation physics, biotechnology, sustainable building products, renewable energy and steel. She is a scientist with a PhD (University of NSW) with training in journalism and communications
Kiwi youth excel on robotics world stage
Kiwis shone bright at the Vex Robotics World Championships held in the US recently. Fifteen local teams represented ‘KiwiBots, Aotearoa’, competing across all five divisions and bringing home six world titles.
In excess of 30,000 teams competed from more than 70 countries, with 2500 teams invited to the big event in elementary, middle, high school and university divisions.
Both of New Zealand university teams (pictured) won awards: Mantz from Manawatū won the Energy Award and Jank from Auckland won the Create Award.
KiwiBots entered five teams in high school and two teams in middle school divisions with Auckland teams Skywalker Technobots 3168T winning the Inspire Award and Glenfield College 2918D the Sportsmanship Award
Five teams were also entered into the middle and elementary age groups, with College Street Normal School team 2223H Brobots of Palmerston North finishing eight in the final and winning the Build Award. Auckland’s KidweLab 22020B Chilling in Space won the Judges Award and Rovers Team 48495A of Palmerston North made it through to their division final of top 16 teams
Locally, KiwiBots run the largest robotics competition in New Zealand, which provides children and adults with opportunities to develop communication, collaboration, and creativity.
Maintaining a diverse robotics engagement for five- to 25-year-olds, the KiwiBots Robotics programme is taught throughout the country.
New manager of Bonfiglioli New Zealand, company expands in Sydney
Bonfiglioli New Zealand has announced the promotion of Paul Savage to the role of New Zealand country manager.
Savage joined Bonfiglioli New Zealand in 2008, as the company’s national sales manager. Following a brief hiatus in 2023 and has now re-joined Bonfiglioli New Zealand to take up the reins as the new country manager.
“I’m very passionate about Bonfiglioli. The company has an extensive product range which allows our involvement in such a wide range of industry sectors and applications. I enjoy meeting people and being part of finding the best solutions for product development, product performance and reliability,” says Savage.
In his new role, Savage aims to ‘continue to make Bonfiglioli the most trusted and reliable supplier of industrial geared motor products in New Zealand’.
“It is my goal to develop the NZ team and to apply the values that guide me: accountability, trust, and respect for others. It’s the whole team’s job to build long-lasting relationships with our customers, adding value to their business, and fostering partnerships where we are all successful in achieving our goals. Having a close connection with our valued OEMs and end users, and understanding their individual businesses, is key to our success,” he says.
Savage will oversee and manage a team of 13 staff as well as manage production and drive the overall efficiency of the operation.
“We are delighted to have Paul back at the helm,” says Bonfiglioli Australia and New Zealand MD, Martin Broglia. “His experience and expertise make him an asset to the company, and we look forward to continued expansion for the New Zealand branch, under his guidance.”
Broglia has also announced that the company is upgrading and expanding its 5,000m2 Sydney production facility, to meet growing local demand for its solutions.
“We’ve seen an increase in demand for heavy duty (HD) products, particularly in mining applications, as well as in crane systems and material handling projects. Our current production setup was not going to allow for the growth required to fulfil demand,” he says.
The expansion plans include the purchase of a new HD machine from Italy, with an A$500 000 price tag. “This machine is fully automated and allows for more sizes to be built on one machine,” says Broglia. In addition, the company has acquired several large and small cranes, taking the company’s total expansion investment to $700 000.
“With this new equipment and machinery, we will be able to build gearboxes faster and deliver to customers quicker,” says Broglia. The HD assembly process takes four days and includes testing and painting of gearboxes. The new machine will enable Bonfiglioli to double its output, achieving delivery of around ten gearboxes each week.
“Bonfiglioli has established itself as a market-leading supplier by offering high-quality gearboxes that deliver high ratio with high output torque, making them particularly effective in demanding industrial applications. In addition, we have invested in developing our local presence and stockholding, ensuring our customers receive exceptional support and service. The addition of new machinery and equipment at our Sydney facility is the next step in our commitment to supporting the growth and success of local industries”.
Ruakura Energy to power Ruakura Superhub
Tainui Group Holdings (TGH) has formed a new subsidiary business, Ruakura Energy, to own and operate a bespoke electricity distribution network, designed to meet the energy needs of the Ruakura Superhub, one of the largest inland port and logistics precincts in Australasia.
The Superhub is adjacent to nearby national electricity assets and is already home to a number of large warehouse and distribution centres with significant energy needs including for temperature controlled, cold-chain operations. This has created the opportunity for TGH to develop its own electricity network.
Energy demand is expected to grow as stage 1 of the Superhub (93ha) is fully developed and tenanted, and during the 20- to 30-year process to develop the full 490ha.
Hinerangi Raumati-Tu’ua, chair of TGH, said the initiative will ensure an independent and resilient energy supply for Ruakura Superhub.
“The formation of Ruakura Energy aligns strongly with the mana motuhake that we aspire to for our iwi. It is about taking control of our energy destiny as an inter-generational developer. By doing this we are ensuring a successful investment, providing increased resilience for our tenants, and adding value to their business,” says Raumati-Tu’ua.
Ruakura Energy will connect directly to the nearby Hamilton grid exit point, owned by Transpower, and distribute power via a new Ruakura substation currently under construction. This is connected to an underground network as part of the original civil works around the precinct. The substation is equipped with a backup transformer to provide network resilience, maintaining a smooth, and uninterrupted operation.
TGH chief executive Chris Joblin says Ruakura Energy has the potential to expand its operations in the future.
“Looking forward, Ruakura Energy is not just a utility provider but a critical component of the Superhub’s infrastructure, integrating energy solutions that potentially include roof-top and solar array generation for on-site consumption or sale of energy back to the national grid,” Joblin says.
Following a competitive process, Ruakura Energy has appointed PowerNet Ltd as the Network Manager to manage the distribution assets, ensuring quality service and operational reliability. PowerNet is New Zealand’s fourth largest electricity management company. It currently manages an asset base and investments in excess of NZ$1 billion and delivers power to over 75,000 customers mainly in the lower and central South Island.
Critical components of the network are currently under construction and Ruakura Energy is expected to commence operations under its own name in late 2024.
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