Profiles

Age-Inclusive Manufacturing: Making Flexibility Fair on the Factory Floor

By Shyamini Szeko, reflecting on Master’s research into ageing and work in New Zealand manufacturing (AcademyEx, 2025) Why Flexibility Matters “My 32-hour week lets me maintain a healthy sleep schedule and personal life,” one long-serving factory worker told me during my research. That small adjustment meant he could keep working instead of being forced to leave early. But not everyone is offered this chance. In my survey, 86% of manufacturing staff said flexibility is “very important,” yet almost half reported seeing no age-inclusive action in their workplace. The message is clear: older workers want to stay engaged, but workplaces are not keeping pace. Unless manufacturers change course, they risk losing valuable skills and knowledge just when they need them most. The Flexibility Gap On the office side of manufacturing, flexibility is common. Staff can work from home, adjust hours, or take phased retirement. But on the factory floor, older workers face rigid shifts, heavy physical demands, and inconsistent support. As one HR professional told me: “Flexibility simply does not work on the factory floor.” Yet my research shows that is not true. Even modest changes to duties or scheduling can keep people in the workforce for longer. The issue is not whether flexibility can work, but that it is unevenly applied, often depending on the goodwill of a manager instead of fair, transparent policy. Health, Shifts, and Real Lives Rigid shift patterns can take a toll. Fatigue, musculoskeletal strain, and disrupted sleep become harder to manage with age. When schedules are adapted, the impact is immediate. The worker who moved to a 32-hour week is one example. Others told me that reduced rotations or less physically demanding duties made the difference between staying on the job or considering early retirement. Flexibility is not about lowering standards. It is about sustaining […]

Building resilience through age-inclusive practices in New Zealand manufacturing

By Shyamini Szeko, reflecting on Master’s research into ageing and work in New Zealand manufacturing (AcademyEx, 2025) When I began my Master’s research into age-inclusive practices in New Zealand manufacturing, I thought I was studying a “future of work” issue. What I quickly realised was that it is also a very human story, one about resilience, knowledge, and how we value people at different stages of their working lives. New Zealand’s workforce is changing fast. By 2033, nearly half (44%) of workers will be over 45, with 8.6% aged 65 and older (MBIE, 2023). We also stand out globally for how many older people remain in the workforce. Overall, about one in four New Zealanders aged 65 and over are still working, and for those aged 65 to 69, it is close to half (Te Ara Ahunga Ora, 2023). This is an extraordinary contribution, but also a challenge if workplaces do not adapt. What the research revealed Through conversations with older workers, younger colleagues, industry leaders, and cultural advisors, five themes became clear: Flexibility matters, but it is uneven Office-based employees often have access to flexibility, while factory workers rarely do. Yet small changes, such as a shorter week or a different shift pattern, can keep people engaged and thriving. Knowledge transfer is fragile Long-serving employees carry decades of know-how, often undocumented. Without structured mentoring, this experience is easily lost. Digital change can feel out of reach Many older workers lack confidence with technology and want safe, supportive ways to learn. Younger employees are often keen to help but need structured opportunities. Age is overlooked in inclusion While gender and ethnicity are visible priorities, age rarely makes the list. This gap leaves older workers feeling undervalued. Ageism is also evident in recruitment. Many people over 50 report being overlooked for […]

Salus Aviation’s advice for successful expansion

From NZ Manufacturer September edition Salus Aviation’s story began in 1936 as a small aviation support provider based in rural Auckland, right next to Ardmore Airport. Over time, the company evolved through mergers and acquisitions to create a vertically integrated aviation company. Today, it’s a true ‘nose-to-tail’ provider, leasing out aircraft, performing line maintenance, conducting heavy overhauls, manufacturing specialist equipment and supplying parts. The EMA’s Nicholas Russell sat down with Salus Aviation CEO Greg Edmonds to discuss the company’s evolution, which has been driven by customer demand for comprehensive solutions and a desire to prove that a New Zealand company can compete with the biggest players internationally. Q: What does Salus Aviation’s manufacturing workshop produce? Greg Edmonds: We marry stringent aviation standards with world-class design and MRO capabilities to serve our clients globally Our experienced design and manufacturing teams create specialist role equipment and modifications for both fixed-wing and rotary aircraft. Operating under NZCAA Part 148 manufacturing certification, we build and install advanced systems tailored to specific mission profiles – anything from agricultural operations to search and rescue. We also manufacture crop-spraying systems, infrastructure inspection role equipment, and even full aircraft assemblies and modifications. Our bespoke solutions extend aircraft capabilities and make operators safer and more efficient. Q: What lessons can other manufacturers draw from Salus Aviation’s successful expansion? Greg Edmonds: Vertical integration matters: We offer a ‘nose-to-tail’ service suite: design, MRO, parts supply, line maintenance, aircraft leasing and heavy overhaul. That gives us resilience and a competitive edge. Certification and quality are non-negotiable: Our Part 148 certification ensures our products meet top-tier aviation standards. Building a strong, proven foundation is key to successful growth: We sunk deep roots in New Zealand before looking outward, investing in markets like the Americas and Africa. Niche specialisation sells: For example, we’re […]

Q & A with Geoff Necklen of Roadside Supports

What does your company do? We are a steel product manufacturer. . How long have you been in business? 41 years this month. What products do you make? We manufacture our own Roadsign Supports brand range of highway sign pole systems for the NZ market primarily. This includes motorway signage, and urban signage on single post units called Monopoles which are our main products. We are also involved in special electronic poles for bus and congestion management. How are you finding business at present? We have been steady this year but sales volumes are a bit down. I am getting good enquiries, however, and am confident about next year. Where do you source your components? We source all our materials locally from merchants and utilise second-tier suppliers such as profile cutters and galvanisers. Suppliers such as profile cutters and galvanisers. We try to source NZ AUS material as much as possible. Where do you see growth for your company in the future? The roads of national significance and associated new highway projects announced by National mean we have a long-term future with the products we make. The electronics industry is also exciting, and we are right there with many new project solutions with our good client partner.

Women Going Places: Breaking barriers: Paving the way for women in tech

Read July issue here: Women Going Places July 2024 by Media Hawkes Bay Limited – Issuu Isabel Naidoo, Chief People Officer at Wise, New Zealand. Despite progress and international efforts in diversity and inclusion, the technology industry remains a male dominated space. We still see imbalances from graduate intakes, through to seasoned executives, and it’s a trend that’s yet to significantly shift. With only 27% of the New Zealand tech industry made up of women, it’s apparent that more needs to be done to attract and retain female talent in the industry. For women who do choose to pursue a career in the tech industry – they may be up against a range of problematic challenges: from pay inequity and a lack of representation, to gender bias and the inevitable act of balancing a career with family. And sadly, for a lot of working women – some of these challenges span far beyond just the tech sector. While some steps toward closing the gap have been made – truly meaningful progress is happening at a glacial pace. According to The World Economic Forum, it will take more than 150 years to close the global economic gender gap. The world is currently losing out on approximately $12 trillion USD of global GDP, and frankly – we cannot afford to wait over a century to close the economic gender gaps while still calling on more women to join the tech-force. It’s crucial the tech industry takes on more responsibility to foster an inclusive culture where women and other underrepresented talent are supported and empowered. Strategies for taking control and driving progress It’s not just enough for women to consider what’s in their best interests, we need to be a part of an industry which does the same. The progressive nature of the […]

International Women’s Day Profile: Kate Ricketts, developer of world first biofluorescent nit treatment

This year’s theme: Inspiring Inclusion Kate Ricketts, a Kiwi mother and entrepreneur has created the world’s first biofluorescent nit powder to improve visibility of head lice during treatment, address the stigma associated with the condition and increase access for vulnerable children. The product, which was recognised with a UN Sustainable Development Goal associated award, has now entered production for domestic and international markets. NZ Manufacturer caught up with Kate ahead of International Women’s Day to hear about her journey. What does International Women’s Day mean to you? It is a time to celebrate the amazing things that female innovators are currently doing and recognise the pioneers who have paved the way for change. It’s also a time to reflect on the areas where progress is still needed. In today’s business environment, do you see opportunities and also recognition for aspirational female entrepreneurs? Having developed my product with the University of Auckland, I’ve been fortunate to have experienced their entrepreneurship incubators and how they feed into the wider world of industry. You have access to amazing people who have helped when the training wheels came off and who understand some of the additional pressures that come with being a female founder. Tell us about what you do I’m the founder of ISpyNits, a company that produces a glow-in-the-dark head lice treatment product that allows you to better identify lice eggs and remove them to prevent reinfections. We have developed a supporting education programme using biofluorescence to destigmatise the condition among children. How did the idea for a biofluorescent powder come about? The product was developed in response to a frustrating problem that many parents have faced treating head lice and missing eggs. As a vet nurse I used UV light to confirm the presence of ringworm and read an article suggesting […]

IWD Profile: Andrea Broughton, Arotec Diagnostics Ltd

Inspiring Inclusion – International Women’s Day – 8 March 2024 What do you do? I am Workstream Leader for native Human derived antigens that we purify at Arotec Diagnostics Ltd. I manage a team of 8 alongside two other workstreams (Animal Derived and Recombinant Antigens). We prepare highly purified proteins that our customers use in diagnosing specific autoimmune diseases. What challenges does the job present to you? Every protein behaves differently, so it is important to recognise the particularities of each one and be mindful of anything that may cause the protein to become unstable or degrade. We want the customer to have consistent product, so its important that the quality is maintained throughout the manufacturing process. This is dependant on our source material, the equipment that we use, and the people we employ to carry out the purification process. How come your interest in the field of antigens? I have always enjoyed working in fields that focus on health and well-being, and this position allows me indirectly assist with helping people get a diagnosis, which hopefully will lead to a more effective management system for their condition and a better quality of life. As leader of a team of Production Scientists, at Arotec Diagnostics you must be well organised? It is critical that we are well organised; we have a Production schedule that is based on manufacturing particular proteins to meet customers needs when they require it; we also need to ensure we have the adequate resources (equipment and staff). It can be a bit like playing Tetris at times! I find keeping routines helpful both within the workplace and homelife as a way to stay on top of things. What are developments in this field that you are observing? And how do they impact society? With autoimmune disease, […]

“Inspiring inclusion” in the manufacturing industry

The start of our focus on International Women’s Day Helen Blomqvist, President,Sandvik Coromant – International Women’s Day comment. One of IWD’s key missions is to forge inclusive work cultures where womens’ careers thrive and their achievements are celebrated. This year, the campaign centres around inclusion and the importance of making every voice heard. Despite progress in gender inclusivity, the underrepresentation of women in the science, technology, engineering, and mathematics (STEM) fields still persists. According to a 2023 report from the Massachusetts Institute of Technology (MIT), women make up only 28% of the STEM workforce. Looking across the world, the MIT reports figures to stand at 24% in the United States, 17% in the European Union, 16% in Japan and 14% in India. Driving the shift While the STEM gender gap remains apparent, there are several factors at play that could bring about better inclusivity. Manufacturing stereotypes are moving away from perceptions of dirty, dangerous environments. As industry embraces digitalisation, the rigid, manual jobs of the past are being replaced by roles centred around innovation, collaboration and problem solving. The growing focus on experimentation, flexibility and hybrid working is making manufacturing a more modern and inclusive place to work for all. Changes brought about by the pandemic have invited a greater sense of flexibility, with an uptake in digital tools further fostering a more inclusive culture. There is also increasing recognition of the benefits of an inclusive workforce. According to a Wall Street Journal report examining diversity and inclusion among S&P 500 companies, “diverse and inclusive cultures are providing companies with a competitive edge over either peers”. What’s more, a pre-pandemic McKinsey report Delivering Through Diversity showed companies in the top quartile of their rankings for successful gender diversity on their executive teams were 21% more likely to have above-average profitability. For ethnic […]

Women founders lay down challenge for New Zealand to do business better

2023 women founder conference, Electrify Aotearoa: Auckland, saw the best and brightest women in business lay down the challenge for New Zealand to do better. The best and brightest women in Aotearoa business want improvements to the business sector and they’re not going to wait around for someone to fix things.. Organised and presented by Ministry of Awesome and hosted at the SkyCity Theatre, Electrify Aotearoa saw keynotes from a broad selection of Aotearoa’s most electric founders, including Janine Grainger of Easy Crypto , Maru Nihoniho, of Metia Interactive, and Frances Shoemack of Abel along with 20 other inspirational speakers and startup experts conducting masterclasses and panel discussions. A key challenge for New Zealand business laid down by Electrify Aotearoa was to support and invest capital in as many women-led start-ups as men. Other panels at the event included, Barriers to investment led by Theresa Gattung, Founder mindset led by Suse Reynolds of Angel Association NZ with Supie’s Sarah Balle and Jessica Manins, Co-Founder at Beyond, as well as masterclasses in brand and go-to-market, suitable for entrepreneurs at all stages of their growth trajectory. Sold out for its second consecutive year, Electrify Aotearoa again underlined the inportance of building deeper connections among entrepreneurial wahine, to lift each other up and open doors for one another. Ministry of Awesome CEO, Marian Johnson said the event was a “thunderclap” moment for women in business in Aotearoa to demand and lead the change the country needs. “To every woman in this room, this is your call to action to believe, to activate, to connect with each other and power up. Every one of our speakers is a trailblazer and an innovator so tell their stories, tell your own, and share that inspiration around,” Johnson said. “For NZ to be a world leading innovation economy, […]

Q&A: Keren Cook, NatureBee CEO and Global Consumer Advocate

Q: How are you finding current business conditions? A: Continued talk of a recession and the rising cost of living is reducing consumers’ discretionary spending, which naturally makes sales growth tougher. For us, this means working harder to position our product in a crowded marketplace where price is king for many. Q: Where do you see future growth opportunities for your company? A: We see some positive future growth opportunities offshore presently, specifically with a focus on the United States and United Kingdom markets. Q: Business success – what’s it all about? A: For us, business success is about customer-centric thinking and actions; having products that people both need and want. The key is to continually adapt and find ways in which to communicate the key benefits of our products and the drivers that really cut through a noisy marketplace. Q: How do you measure success – money or satisfaction for the task at hand? A: At NatureBee success is about having happy customers, which leads to business growth and customer retention! As such, success is measured by the lifetime value of our customers. We currently have over 29,000 loyal, returning customers and over 55,000 customers who we communicate with regularly, and we are always growing. Q: How are you finding staff retention in the current environment? Is it hard to keep them? A: Because of the way we’re set up as a business, the staff retention issues others are facing aren’t an issue for us at NatureBee. We tend to work alongside our long-term partners in a contract capacity and are fortunate that this creates consistency as well as flexibility. Q: What one thing would make business easier for you? A: Great question. I think finding the magic button for Amazon would be it for me! We have been […]

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