EEO Awards: Striking a balance between work and home

By JANINE OGIER

Loyalty, long service and enthusiasm are the rewards for employers who provide an environment where employees can balance their work and personal lives.

Twenty-seven organisations entered the EEO Trust Work and Life Awards and some can take a public bow for achieving a happy and healthy workplace.

LARGE ORGANISATION AWARD (more than 50 full- or part-time employees)

Joint winners: Auckland City Council and Westpac Banking Corporation

Auckland City Council

An example of Auckland City's recognition of work/life issues is how a simple measure allowed a staff member returning from parental leave could continue breastfeeding her son at lunchtime.

The council overcame parking problems for the woman's husband by providing an hour's parking each day.

Judges heralded Auckland City's systematic approach to work/life balance.

The council even developed its own awards to foster awareness of EEO policies and identify progress and achievements among its 1865 employees.

Most staff have flexible working hours and the council believes this helps attract a diverse workforce which, in turn, means better customer service.

Maori language lessons are provided and an interactive Maori language CD is available to help people pronounce Maori words correctly.

Chief executive Bryan Taylor listens to the CD while travelling to work.

Auckland City investigated issues facing citizens with disabilities. As a result it set up a disability issues advisory group to make it easier for disabled people to have input into council policies and plans and improve disability awareness training for staff.

Contact: Avette Kelly, ph (09) 307-6020, avette.kelly@aucklandcity.govt.nz

Westpac Banking Corp

Westpac won the judges' favour by not only being aware of the effect that good work/life policies have on its employees, but being conscious of the impact these can have on the communities in which it operates.

After reviewing parental leave provisions, the bank established a new policy, with greater flexibility around return to work, breastfeeding and merging of sick and family leave.

For staff wanting the flexibility to study, travel or pursue sporting interests, Westpac has introduced a career break and time-out policy. It provides job security while allowing unpaid leave for a career break of up to 12 months or a time-out period of up to 12 weeks.

It has designed a harassment prevention policy and recognises the importance of staff health with workplace massages, flu injections and presentations on stress and fatigue included in a wellness programme.

It has also addressed the headache of finding care for children during the school holidays with a scheme to subsidise childcare in the community.

Contact: Karyn Herbert, (04) 498-1415, karyn_herbert@westpactrust.co.nz

SMALL TO MEDIUM ORGANISATION (under 50 full- or part-time employees)

Joint winners: Muscular Dystrophy Association of New Zealand and Phoenix Inc Supported Employment Service

Muscular Dystrophy Association

As a disability service provider, the association leads by example, with its EEO policies fostering a family-friendly environment in a specially adapted workplace.

Peter Kennedy-Good, the Auckland-based association's executive director, sees its role of helping people with neuromuscular conditions as a chance to shine in terms of providing work/life balance. The judges favoured this commitment.

It offers staff the options of flexi-time, a compressed week and job sharing. It also considers school timetables, welcomes children in the office and provides remote access for staff to work from home.

Five of the MDA's 13 staff have a neuromuscular condition, a sixth is a parent of a child with such a condition and two others have disabilities.

The association has modified some workstations for wheelchairs or specifically designed chairs that provide better access and comfort. It has also adapted a vehicle for easy access to ensure all staff can use it, and a special lift means those with restricted mobility can get to the first floor.

Contact: Peter Kennedy-Good, (09) 815-0247, peter@mda.org.nz

Phoenix Inc

For the past decade Phoenix has been helping people with disabilities into paid jobs.

Because the Palmerston North-based not-for-profit organisation operates in an area which falls in the "too hard" basket for other organisations, executive director Janice Gordon ensures staff are motivated to be innovative, supportive and enthusiastic by insisting that workplace practices model the behaviour expected of them. That philosophy impressed the judges.

To reduce stress and support its five full-time and three part-time staff, Phoenix puts family first - calls from home take priority and children are welcome at work.

Work/life initiatives include flexible hours, time in lieu for extra work, four weeks' annual leave, 10 days' sick leave and two Phoenix days off.

It also provides paid study leave, weekly sign language tutoring and Treaty of Waitangi training, as well as a buddy system for new employees.

Contact: Janice Gordon, (06) 354-7520, janicephoenix@xtra.co.nz

HESKETH HENRY FIRST STEPS AWARD (for companies in the early stages of implementing work-life practices or first-time entrants)

Joint winners: Central Hawkes Bay District Council and Stratex Networks.

Central Hawkes Bay District Council

The Waipawa-based Central Hawkes Bay District Council has based its EEO initiatives on a recognition that its 37 staff have important responsibilities outside work.

These initiatives include ensuring staff get credit for extra work, have time to take their children to school and do not feel guilty about having to be with family when needed.

As well as embracing flexible work hours and working from home, the council stretches entitlements in reasonable circumstances. So sick leave is no longer capped and permanent staff have three days of special leave between Christmas and New Year.

Chief executive Ken Fox last October inherited an organisation strongly committed to work/life balance and he is ensuring the culture is enhanced.

The staff passion for their work/life initiatives impressed the judges, especially as they have inspired Fox with a similar enthusiasm.

Contact: Denise Kilmartin, (06) 857-8060, denise.kilmartin@chbdc.govt.nz

Stratex Networks

Considering it operates in a highly competitive industry whose players often work long hours, the judges rewarded Stratex for offering a supportive and flexible environment.

The Lower Hutt-based company has 127 full-time equivalent staff developing and manufacturing high-performance radio frequency products and network management software for its parent global corporation in California.

As well as promoting flexible work options, Stratex remuneration deals include superannuation and fully subsidised medical, income protection and life insurances.

Its generous relocation package and settling-in support from colleagues encourage new staff moving from overseas.

Stratex provides financial support for staff to quit smoking and an occupational health professional visits twice a month.

Quarterly staff thank-you activities include movie outings.

Contact: Antonia Haythornthwaite, (04) 577- 8726, antonia_haythornthwaite@stratexnet.com

PROGRESSIVE ENTERPRISES MANAAKI TANGATA INNOVATION AWARD:

Auckland City Council

The Auckland City Council's courageous efforts to address domestic violence won this award.

The judges commented on the council's recognition that domestic violence can have a devastating impact on employee performance and employers can provide support and encourage change.

The council launched a programme called DVFree to support employees experiencing domestic violence.

It puts them in contact with people who are trained to look for signs of domestic violence, ask relevant questions and refer people on for help.

And it helps to make the workplace more secure for victims by screening calls and organising security to walk people to their vehicles.

DVFree is an initiative of Safer Auckland City, a partnership between the council, Auckland police and Ngati Whatua o Orakei, and is being run in partnership with the Domestic Violence Centre.

Contact: Avette Kelly, 307-6020, avette.kelly@aucklandcity.govt.nz

WALK THE TALK AWARD (for senior managers)

Joint winners: Phil Ker, executive director of Corporate Services, and Glenys Ker, manager, Careers Centre, Auckland University of Technology.

Joint runners-up: Gagau Annandale-Stone, ANZ Contact Centre Manager and Linda Sewell, chief executive of Carter Holt Harvey Futurebuild.

Phil and Glenys Ker

Husband and wife Phil and Glenys Ker received accolades from AUT colleagues, staff and family about their consistent modelling of and support for work/life balance.

For Phil, who manages a staff of 206 full-time equivalents, work/life balance is about arranging your life to meet your needs and commitments in ways that eliminate unhealthy stress.

He often works from home and encourages his staff to do the same.

Glenys, who manages 20 employees, says you need to use your own skills, strengths and attitudes to reach a balance, then you have to ensure all staff have those same opportunities.

She advocates flexible work arrangements such as school holidays off for some staff and "four for five", allowing staff to work four years on 80 per cent of their salary and have the fifth year off, also on 80 per cent of their salary.

Contact: Doug Stevens, 917-9858, doug.stevens@aut.ac.nz

Gagau Annandale-Stone

Enjoying every aspect of life and being prepared to deal with the unscheduled is the key to balancing the management of a call centre with 250 staff and a busy traditional Samoan/Tongan extended family life, says Gagau Annandale-Stone.

A two-day, off-site personal cultural workshop called Soul Way teaches staff strategies for work and life balance.

Annandale-Stone encourages healthy work practices, including regular breaks from keyboards and phones, and meditation or quiet rooms for workers needing to chill out.

ANZ says her innovative management leads to high employee and customer satisfaction.

Contact: Anne-Marie Raleigh, (09) 374-4083, raleigha@anz.com

Linda Sewell

It is rare to see people in Futurebuild's office beyond 5.30pm, which is put down to the example set by Linda Sewell, whose company makes high-specification beams and boards from laminated veneer lumber.

In 1999 self-confessed couch potato Sewell became addicted to running. The judges were impressed by how her personal transformation translated into a company-wide wellness programme and fitness challenge.

Sewell says an organisation that promotes fitness can benefit from improved culture, higher retention and a greater ability to attract talent.

Contact: Linda Sewell, 261-0267, linda.sewell@chh.co.nz