Category: Infrastructure

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Let’s bridge the gap: Empowering Māori and Pasifika in New Zealand’s Trades Sector

The apprenticeship bottleneck we’re not talking about

“You can’t get a job without experience. But you can’t get experience without a job.”

This is the paradox too many Māori and Pasifika trades trainees face. Systemic barriers stand between them and meaningful, stable careers. The same issues are constraining our businesses, industries and nation.

Skills shortages in the trades are well-documented and persistent, especially in new construction, along with the mechanical, infrastructure and electrical fields. The same problem exists in hospitality, advanced manufacturing and primary sector industries, particularly in Tāmaki Makaurau Auckland. Sam Sefuiva, Mana Whakapai for Māori and Pasifika Trades Training (MPTT) says that without urgent and coordinated attention, this issue will plague our future. 

Sefuiva spent more than a decade as the country’s principal adviser for race relations and is a board commissioner for the Tertiary Education Commission. It’s a space he understands deeply. 

“The unmet skills demand isn’t for beginners. It’s for fully qualified and experienced workers. And that’s the problem: how do we expect a new generation to fill those gaps if we don’t give them a real chance to gain experience?” 

The bottleneck between training and work

Each year, hundreds of rangatahi complete pre-trade programmes. Many gain support from initiatives like Māori and Pasifika Trades Training (MPTT). MPTT learners are motivated and dedicated. They’ve shown up, studied, passed, and proven they’re ready for the next step.

Yet at the next step, finding an apprenticeship, many are left waiting. And the result? Some end up in unrelated jobs. Others shift into unskilled labour. A few drop out altogether.

Our pipeline is leaking headline over image of pipeline with water pouring out.

Our pipeline
is leaking

Workforce forecasts show construction and infrastructure projects will require a peak workforce of over 590,000 by the end of 2026. That’s almost twice as many workers as we have right now. In fact, it’s the entire population of South Auckland.  Frustratingly, the talent is there to be unlocked, we just need to open the door. 

We’re doing the work to train the right people. However, our Māori and Pasifika pre-trades graduates need to find the apprenticeships that allow them to become qualified tradespeople. If we don’t connect the start to the finish, we’ll always be playing catch-up.

“When I sit with our MPTT tauira and hear their stories, I know they have what’s needed for the mahi. But the road from classroom to site is too long on their own. We need more partners opening doors.

“Every employer who gives our rangatahi a real go helps us all move forward,” comments Sefuiva.

Industry leaders and researchers recognise Māori and Pasifika as a key solution; these communities are a vast untapped resource.

Māori and Pasifika populations together are already a quarter of the country’s working-age population, and by 2043 will be around 30% of New Zealand workers.

Unlocking the potential among Māori and Pasifika benefits all Aotearoa. As the rest of Aotearoa ages, these young, growing populations are crucial to sustaining our future workforce, rate and tax bases. 

MPTT is focused on impact

MPTT exists to support Māori and Pasifika into trades careers that are high-value and high-need.

Tāmaki Makaurau Auckland is home to the largest Māori and Pasifika population in the Southern Hemisphere, with a young and growing workforce that holds immense potential for economic uplift. These communities have been disproportionately underemployed, even as trade industries face a shortage of skilled workers.

MPTT is on a mission to bridge this gap, creating opportunity for communities while meeting our region’s workforce needs. We’re connecting people with training and preparing them to successfully transition into sustainable employment.

MPTT Auckland is the largest of 14 national consortia networks. We represent vocational education providers, both public and private, key industries across 15 trade sectors, and Māori and Pasifika communities. Our purpose is to create long-lasting social and economic transformation by building Māori and Pasifika leadership through careers in the skilled trades.

Kyle Brown, plumbing apprentice
July 2024 MPTT cohort

We provide wraparound support: culturally-focused mentoring, scholarships, and transition-to-employment guidance. In a system once designed without a cultural perspective, this has been a game-changer. At last, our learners can see faces like their own and learn from trainers who understand their worlds. It has revolutionised a training sector that did not cater well for Māori and Pasifika, so it logically saw poor outcomes for them. We work with employers to deliver what they’re looking for. 

Cecelia Tuala, Programme Delivery Lead at Downer New Zealand, notes that MPTT’s focus on work readiness benefits employers, which is why they continue to seek MPTT graduates.  

“Downer looks for employees who have a strong focus on health and safety, technical skills, and professionalism. Big projects mean a big focus on managing risk and keeping people safe. Health and safety are huge for us.  But the biggest thing is attitude, how you turn up every day within our business.” 

Earning qualifications takes time

Building a talent pipeline is not a quick win; neither is building trades careers. The pre-trade training takes a year. Gaining a full qualification can take another three to five years, depending on the employer, trade, and contract.

During that time, government support mechanisms can change. Initiatives like Fees Free, the Targeted Training and Apprenticeship Fund (TTAF), and Apprenticeship Boost have all been introduced – and then altered, reduced, or phased out.

For learners, this means uncertainty. For employers, it makes it harder to commit. This inconsistency works against a strong, sustainable supply of talent. 

Enrolments are up; we’re letting graduates down

Despite the challenges, MPTT and many of our partners brought visibility to the benefits of a trades career. Interest is up and enrolments are rising. Yet, New Zealand’s overall apprenticeship completion rates remain low compared to other similar countries. This is the pinch point, and it’s hurting us all.

We need employers to be supported to train, mentor, and hire so our young people can gain the experience they need to become qualified, securing futures for their whānau and our industries. 

The employers who step up will be the first to benefit. The greater strength of diversity in your team is well-known; it boosts resilience, problem-solving and efficiency. Furthermore, MPTT graduates come highly recommended by our industry-experienced Navigators who know them well. Graduates are ready with tools, safety certifications and clear expectations about punctuality and work ethic.

Today’s short-term pressures bring long-term consequences

We know that most construction businesses in New Zealand are small and run lean. When the market contracts, it’s the unqualified workers and apprentices who are first to go. When it rebounds, employers tend to stick with short-term labour hires rather than commit to long-term training.

The consequences are delayed projects and ballooning costs and reliance on transient or migrant labour. Tinkering with immigration laws doesn’t do anything to build a strong skills pipeline or create an environment that retains our best performers. Instead, these things continue to perpetuate the situation, keeping us in a skills deficit.

All the while, sitting on the sidelines are young Māori and Pasifika with the potential to be our next generation of trades leaders. The irony is startling.   

We can act today

We need systemic change – and shared commitment. The recent ConCOVE report (Construction & Infrastructure Centre of Vocational Excellence) made it clear: our current approach is fragmented, short-term, and doesn’t prioritise completion. These are all things we can address if we work together and start now. We’re not purporting to have all the answers, but we know the strength of an industry pulling together. 

1.   Give long-term certainty to policy 

We need secure, bipartisan support for apprenticeship incentives that outlast election cycles.

“We’ve seen this cycle before. Look at the original Māori Trades Training Scheme. When political priorities shift, programmes get cut or restructured, and we lose the institutional knowledge and relationships that took years to build. Our employers remember that uncertainty, and it makes them hesitant to invest deeply in training pathways,” says Sefuiva. 

2.   Commit as big employers

Larger firms working on long-term infrastructure projects are uniquely positioned to lead. They should be incentivised to take on apprentices and invest in training — and many are.

At Ventia, their size is their strength when it comes to growing talent. The company is big enough to hire groups of new ‘tradies’ together.

“Most MPTT candidates come to Ventia as a cohort. They learn and grow together, and they have peers who understand where they’re at,” says Ricky Steedman, Kaitohutohu Māori and Strategic Relationships Manager.

“If you start out with Ventia, you’ll have the opportunity to go through a whole range of industries and roles if you want to. For example, you could start in transport, go into a team lead role and transition across to other management positions in other sectors.” 

3. Strengthen employer-education partnerships

The best outcomes come from partnerships when employers, educators, and support providers work together with aligned expectations and accountability.

“We also need to fund small employers in ways that make taking on apprentices a viable and supported option rather than a risk. New Zealand’s construction sector is overwhelmingly made up of small firms — 97%, and most apprenticeship opportunities inevitably sit with them.

“Targeted support can turn that from a risk into a viable, well-supported pathway,” says Sefuiva. 

Consistent investment and support for Maori and Pasifika ownership and vocational education providers, employers and others involved in the VET system is vital. A Maori and Pasifika “centric” approach not only works for everyone, it is the best way to ensure no-one is left behind. 

4. Invest in completions, not just starts

Much of our system incentivises participation. But what good is an entry without a finish line?  Apprenticeship completion rates in Aotearoa range from 39% to 58%. We’re far behind countries like Germany and Ireland, where the rates range from 65% to 75%. This needs to change. 

5. Ensure equity in outcomes

Let’s not overlook who is most affected by the ‘leaky pipe’ of apprenticeships. The systemic issues impact all learners, but they fall heaviest on Māori and Pasifika youth who are statistically more likely to face financial hardship, live in multigenerational households, and need to earn while they learn. That doesn’t mean they’re less capable. But it does mean they need a system that meets them where they are.

We must value completion as much as enrolment — and provide support, pastoral care, and employer training that reflects that.

Sefuiva explains, “Completing an apprenticeship creates lasting benefits for both the trainee and the industry. With those qualifications comes endorsement of their skills and real pride. It gives them options for their future and something to build on.

“From the industry perspective, every apprentice who completes brings fresh capability to the workforce. Apprenticeship opportunities support ongoing business success and help safeguard the future of trades in our communities. They help us make sure there are enough skilled people for our future.” 

Now is the time for leadership

Who is responsible? Is it the government’s job? Employers? Industry bodies? The answer is all of us. But who will take the lead?

Sefuiva says, “We’re doing our part. But a young person’s future can’t depend on timing the economic cycle right. If we want to grow a skilled workforce, we need to grow it purposefully.”

Are you ready?

As employers, for Aotearoa New Zealand, and certainly for Māori and Pasifika rangatahi, we need to stop thinking short-term. Now is the time to start building the workforce we want in five, ten, and twenty years. At MPTT, we think this means working together across government, training, and industry to build clear, connected, and culturally responsive pathways. A collaborative pathway has already proven its worth in getting people interested and trained for the trades. Now let’s talk about getting them working.  

If you’re an employer, policymaker, or part of the vocational education system, let’s talk.

Is your organisation facing these challenges? Have you found solutions that are working?

It’s time to build a system that delivers for everyone — industry, employers, and our future Māori and Pasifika tradespeople.

Ready to work

Meet the people waiting in the wings

Eseta, Jazlin, Jonah and Loma are real MPTT graduates whose futures are on hold, not for lack of motivation, but because the next step — the apprenticeship — remains out of reach. We’re sharing their stories to show the human face of the issues we’ve discussed. If you’re an employer, you could be the one to unlock that potential.

Eseta Lafaele is known for being one of the most engaged students in her cohort while studying Level 3 Construction – Carpentry at MIT.  She’s taken every opportunity to connect with the industry and build her work readiness skills. Although she has worked as an assistant accountant for several years, she loves working with her hands and is passionate about becoming a licensed builder.

Skills:

  • Safe work practices and meeting compliance requirements
  • Effective communications with colleagues and customers
  • Specs and drawings for construction projects
  • Simple calculations for construction work
  • Understanding of basic building materials and technology
  • Carpentry and building construction, and installation processes and techniques
  • Delivering work in a project environment

Eseta says constant knockbacks are disheartening, but she maintains her motivation. “I’m now doing the level four qualification, and I’m also doing a lot of carpentry work at home to practise my skills.

“Most ads are looking for people with experience. But we all have to start from the very bottom and work our way up. If an employer can give someone like me the opportunity to learn, we will grow and be able to offer so much.”

Enquire about Eseta

Jonah Leota is a Level 3 Construction Carpentry graduate who stands out as a dedicated worker and genuine leader.
While completing his pre-trades training at NZMA, he was elected to be Class Rep by his peers. He also led his class project team with a humble and inclusive approach. He’s eager to take any learning opportunity and takes the initiative to grow or look for opportunities. His attendance was consistent, and tutors found he’d often go out of his way to help them.

The results he’s gained in the classroom and with practical skills show his attitude and industriousness have paid off.

In looking for an apprenticeship, Jonah has brought the same effort and focus. He keeps in touch with tutors about any building roles and also seeks feedback and improvements for his CV. In October 2024, his course finished. He went door-knocking and applied for many apprenticeship roles. He’s found some labouring work from time to time, but his dream of being a builder is gradually fading.  

Skills:

  • Communication and timekeeping
  • Reading project specs and plans
  • Basic building calculations
  • Core construction skills
  • Best practice health and safety
Enquire about Jonah

Jazlin Bing is highly qualified and capable. Her employer will be delighted to snap her up; she just needs a shot. Jazlin has pre-trade training in both Automotive Engineering and Mechanical Engineering. She wants to become a mechanic and work on light vehicles, bringing a unique breadth of skills.

Skills:

  • Knowledge of compliance and regulation
  • Engine maintenance and driveline systems
  • Operation and minor repairs on electric and electronic vehicle systems
  • Maintenance of steering, suspension and brakes
  • Steel, stainless steel and aluminium welding
  • Steel cutting, forming and pipe bending
  • Operation of industrial-sized lathes, milling machines and drilling machines

​​As her studies near their end, Jazlin has been door-knocking and applying online for an apprenticeship role – she’s applied for more than 50 jobs.

“Almost all my friends are in very similar positions. The only person I know who has found a job was through pure luck; she went door-knocking and chanced upon a place that was going to advertise the next day. I just need my chance to prove myself.”

Enquire about Jazlin

Apisaloma (Loma) Henry is an engaged and eager learner who’s quick to pick up new skills. His pre-trade training in Level 3 Electrical Engineering has revealed his strong practical aptitude.

In October, he’ll graduate from NZMA. However, he’s already work-ready with a solid work history behind him. Apisaloma worked for years in printing, but has gathered experience in labouring that has included everything from asbestos removal and demolition work to scaffolding.

He’ll be an asset to the team he joins. He’s never afraid to ask questions and keeps an eye out for where his help is needed.

Apisaloma has the maturity of a new father, and he takes his responsibilities seriously. He’s driven to support his family and start saving for a house by building his electrical career. So far, he’s spent plenty of time cold-calling and applying for apprentice roles.

Skills:

  • Basic electrical theory and trade practice.
  • Workplace safety
  • Knowledge of NZ electricity supply.
  • Basic practical skills required by electricians.
  • Drawing and interpreting electrical diagrams.
  • Knowledge of switchboards and electric motors
  • Installation of cables and electrical equipment
  • Electrical Testing and diagnosis
Enquire about Loma
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Ready to take off? How to secure your first role in a challenging job market

There’s a lot of talk about a tough economy but that doesn’t need to hold you back from finding your start in the trades or levelling up from where you are. With the right knowledge and preparation, you can set yourself up for success. We spoke to the MPTT network to get the inside word on what employers want and where to look. 
Downer NZ Infrastructure employers

Work opportunities are on the way

The job market is always changing, but there are some key areas where demand for skilled tradespeople is steady. Even in the current economic environment, investment in public transport and urban infrastructure projects continues. Facilities management, maintenance and asset management mean there is ongoing work, too – not all new roles rely on new projects.

Donna Mendjan is Head of Talent Resourcing & Acquisition ANZ at Downer. She says there’s a strong pipeline of work in sectors like transport, utilities, and facilities management. This includes everything from road maintenance and water infrastructure to telecommunications and building services.

“Downer has contracts for government infrastructure projects and utility upgrades, which will need skilled workers like electricians, plumbers, carpenters, and civil engineers, as well as frontline civil crews, including Driver/Operators, Concrete & Asphalt Labourers,” she explains.

“The infrastructure and construction industry is incredibly rewarding. It offers hands-on work that directly shapes our communities. It also builds facilities that improve daily life for countless people.”

Downer NZ Transport and Infrastructure
Downer NZ Women in trades
Downer NZ Trade work in Utilities

At Livingstone Building, James Woodford, Career Development Manager, is also closely monitoring the job market.

“It’s tight out there; I won’t say it’s not. But we are in a solid position, and we’re starting to see things pick up. It’s almost like that bell curve is starting to climb up now.

“A lot more tenders are coming onto the market, although there’s more competition. Two or three years ago, we might have had one other tender against us, but now we have three or four. But we’re fortunate to have a solid pipeline of work.”

Other industries are showing similar trends. Jodi Franklin from MITO talks with a range of employers in the automotive sector. 

“Yes, it is slow out there at the moment, but there are still opportunities for apprentices. They might just need to be a little more persistent and patient for those opportunities to come up.

“The heavy automotive industries always seem to be relatively buoyant – that’s things like road transport, plant and equipment. Even in this environment, there’s a skills shortage. Light vehicle work is more dependent on people’s private spending, so it’s a bit slower.  However, there are over 15 different pathways in automotive trades training – such as collision repair and that always has plenty of opportunities.”

“​​A lot of employers might be thinking, “​​I’ll take on the right person,” but they won’t advertise because they don’t want 100 people applying for their apprenticeship position. They want the right person to walk through their door.”

Sectors to watch:

  • Transport and Infrastructure: Road maintenance and public transport projects, heavy vehicles.
  • Utilities: Power, gas, water treatment, telecommunications.
  • Facilities management: Maintenance of hospitals, schools, and government buildings.

If you’re interested in any of these areas, now is the time to start preparing.

Does size matter?

Understanding the different tiers of employers can help you tailor your approach when job hunting – they range from Tier 1 employers (like Downer) to small-to-medium enterprises (SMEs).

Tier 1

Tier 1 companies like Downer offer large-scale projects with structured processes. Cecilia Tuala from Downer says, “We’re a business of 10,000 in New Zealand – right across the country. We service many Defence Force sites, and we’re proud to be one of eight companies involved in the City Rail Link.

Downer looks for employees who have a strong focus on health and safety, technical skills, and professionalism.

“Big projects mean a big focus on managing risk and keeping people safe. “Health and safety is huge for us. It’s important that our people get to return home. At Downer, a driver’s license is an advantage, especially if you’ve got your full license and can drive a manual vehicle. But the biggest thing is attitude, how you turn up every day within our business.”

Tier 2

Livingstone Building is a Tier 2 Commercial Construction company. James says this means anything from large-scale commercial buildings and warehouses to schools and recreational facilities. We also have an asset management branch, which completes smaller jobs such as maintenance and facilities management. They work with subcontractors and have strong relationships with training organisations and MPTT.

“At Livingstone, we make connections to support people in going where they want to go,” explains James.

“We believe that if we invest in the people, they’ll invest back in the company. We’re quite fortunate to have some very long-standing carpenters who are on that pathway. We try to keep around 35 to 40 apprentices so that we can grow them. Our retention rate has been really good.”

Some of the projects that Livingstone Building has completed.

SMEs

At the other end of the scale are SMEs – Small to Medium Enterprises. They may offer more flexibility but still expect the basics, such as a driver’s licence and good work ethic. 

According to David Parsons from BCITO, SMEs often look for apprentices who are eager to learn on the job and can adapt quickly to different tasks. When you have a smaller crew, you may get exposure to a wider range of jobs and responsibilities.

The automotive sector also has a range of employer types, according to Jodi.

“If we’re just talking about working on cars, there are those small, one-man bands, garages that might just have a couple of staff. Those are the sort of workshops that do all of the work on all the different brands of cars. It means a wide range and a good grounding in different aspects of the industry. 

“On the other hand, there are big brand franchises such as Toyota, Mitsubishi or Porsche. Their work focuses on one particular brand of vehicle so you can build your expertise on them.” 

Stepping up can impress employers of all sizes, she says. 

“I hear this all the time from employers: they really pay attention to the individual who has the confidence to come in, present themselves, and bring in a CV. 

“If you show that you’d love to work there, it shows how interested you are in getting into the industry. Everyone knows it takes guts to approach people like that. What the employer sees then is your communication skills, how you present yourself, and your enthusiasm for entering the industry. That’s always the number one way to get noticed.”

Be ready for employment season

Certain trades have peak hiring seasons. For example, construction tends to ramp up in the warmer months when outdoor work is easier. If you’re aiming to secure an apprenticeship soon, now is the time to start preparing. MPTT has plenty of resources to up your work-readiness, and they’ve been set up to meet employers’ needs. Being prepared and having personal skills is a priority, and your technical skills will be built over time. 

Make sure your CV is up-to-date and that you’ve added the qualifications you can, like a driver’s licence. Reach out to potential employers early so they know you’re keen.

Apprenticeship Boost could boost your chances

The Apprenticeship Boost programme provides funding to employers who take on apprentices. This means that if an employer hires you as an apprentice, they could receive financial support from the government — making it easier for them to bring you on board.

If you’re talking to potential employers, don’t be afraid to ask if they know about this programme. It could be the extra motivation they need to sign you up! 

Learn more
How to apply

What employers are looking for

Employers want more than just technical skills—they’re looking for people who are reliable, safety-conscious, and ready to learn. As Cecilia Tuala  mentioned, having a full driver’s licence is often seen as being “halfway there“ when it comes to getting hired.

But it’s not just about licences. Your attitude matters just as much. Employers want people who show up on time, listen well to instructions, and take health and safety seriously—especially in high-risk industries like construction.

Top skills to help you stand out

  • Driver’s Licence: Full licence preferred; manual driving is a bonus.
  • Attitude: Positive mindset and willingness to learn.
  • Health & Safety Awareness: Essential for high-risk environments.

What you should look for in an employer

MPTT is all about supporting Māori and Pasifika to succeed and lead in the trades. Employers that share our values help create an environment where you can thrive.

We’re happy to support mahi that is going on with MPTT, says James. “We are trying to invest in our youth, invest in our apprentices because they are the carpenters of the future.”

Livingstone Building is also very supportive of wāhine in trades, having had some amazing women apprentices. 

Pre-trades gets you on your way

Jodi Franklin with MPTT students

Jodi Franklin from MITO (right) congratulates MPTT pre-trades graduates.

Good news! If you’ve completed pre-trades training through MPTT, you’re not starting from scratch—you’ve already laid a strong foundation.

Make sure you highlight these skills when talking to potential employers. They’ll appreciate knowing that you’ve already got some practical experience under your belt.

Jodi Franklin explains that it’s never too early to start. 

“If you can do work experience while you’re at polytech doing Level 3, that’s invaluable. You might be offered an opportunity at the end of your programme or even during it.”

“It’s a chance to make a good impression and have someone from the industry who can vouch for you to another employer. They’ll know someone who’s looking for an apprentice or will give you a great reference. If you can fit work experience into your schedule, it can be a real game-changer. “

Get started

The job market might be competitive, but by understanding where the work is and what employers want, you can give yourself a head start. Whether it’s getting your driver’s licence sorted or brushing up on health and safety practices, every step counts towards securing your future in the trades.

Now’s the time to reach out to potential employers—whether they’re Tier 1 giants like Downer or local SMEs—and show them that you’re ready to work hard and learn fast.

And finally, make the most of your MPTT scholarship by staying in touch with your MPTT navigator. They often hear about opportunities early or are asked to make recommendations.

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Ventia and MPTT prove the Power of Partnership

Ventia New Zealand have a longstanding partnership with MPTT
Ventia and MPTT have had a longstanding partnership that is built on matching Māori and Pasifika trainees and tradies to employment opportunities where they can thrive. It’s has worked so well, in the Energy Sector, because of the quality and success of the MPTT graduates, that it is now leading to more demand in other Ventia Sectors.

Ventia are currently forecasting possible opportunities for current and future MPTT graduates across the Telco and Infrastructure Sectors, with other Ventia Sectors to follow.

Ricky Steedman, Kaitohutohu Māori and Strategic Relationships Manager, along with an internal Ventia working group called ‘Te Ara o Rehua’ are tasked with determining strategies and initiatives to improve, encourage and enhance Māori and Pasifika participation and employment within Ventia.

“Our roopu (group) are dedicated to nurturing existing Māori and Pasifika staff at Ventia and building the overall cultural capabilities across Ventia’s Aotearoa business. 

“Ventia works hard to attract the best and the brightest people, to develop, grow and retain them. This is done through a values-based company culture aligned with authentic appreciation of all cultures.”

Te Ara o Rehua means ‘The pathway of Rehua’ – Rehua is a deity of the highest twelfth heaven in te ao Māori”. It speaks to the aspirational pathway and challenging journey that Tāne took to recover the three baskets of knowledge for mankind’s survival. This is an analogy, that the journey to attaining esteem and high achievement is never easy, but always worthwhile. And that the shared learnings from that exhaustive journey are varied and so rewarding for you and your whānau.

Ventia’s ‘Te Ara o Rehua’ has a why purpose statement – to inspire and grow our whānau, through culture. Our roopu believe that if the why is inspiring and authentic, then the how organically becomes compelled with passion. That passion becomes a commitment, and that commitment leads to a sustainable, successful outcome for all.

“We find that many people do not aspire or have the confidence to seek leadership roles. So, we work with individuals and groups to instil and develop the necessary skills that provide that empowerment. We also stay available to support their journey with mentoring and are looking to add a pastural support component.”

Ricky Steadman is Kaitohutohu Māori and Strategic Relationships Manager at Ventia.

Rick Steedman is Kaitohutohu Māori and Strategic Relationships Manager at Ventia.

Success breeds success

Ricky joined Ventia from its predecessor company Visionstream, in 2009. He noticed that all the MPTT tauira were thriving and had glowing reports from their managers. Ventia are grateful for the evolving relationship with MPTT and the trust that the MPTT graduates and their whānau have in Ventia.

“I saw one group come and speak to new recruits. They were full of confidence and enthusiasm when they described their roles and the work they were doing at Ventia. They all sounded like they’d been there for years. There were also some women among them who could share their expertise of the technical side in a relaxed way.”  

MPTT Scholar Christine Swepson is a great example of the success that awaits the ambitious at Ventia.  She is now in the third year of an electrical apprenticeship and is delighted to be a Ventia employee. She says the support and culture is outstanding.

“They work really hard to look after people and create opportunities for support. I report to the city office, and they are often holding collaborative events, catch-ups and other opportunities to the team.”

You can read about Christine’s journey “From Suit to Sparky” here. 

“The reason MPTT candidates do so well here is that we put them in roles where they can grow and have appropriate mentorship. 

“The pastoral care and connection they receive from MPTT navigators is also vital. We make sure we’re supporting the whole person, and that includes their family life. It’s all tailored to the individual.”

MPTT Project Manager Sam Sefuiva greets Rick Steedman at MPTT’s Whanaungatanga Event earlier this year.

MPTT’s support is interwoven with Ventia’s

Sam Sefuiva, MPTT Project Manager, says MPTT tauira can access a range of supports to match their individual situation.

“We’re a practical, outcome-focused organisation working to increase the number of skilled, trade-qualified Māori and Pasifika in Tāmaki Makaurau Auckland.

“With partners such as Ventia, we can create culturally supportive vocational pathways into the skilled trades and careers that have high-growth potential.

Ongoing support and mentorship from a Navigator with knowledge of Māori and Pasifika cultures is just one way we help. Our scholarship recipients also get the following targeted support.

  • Free training in their chosen trade
  • Work readiness preparation
  • Guidance and help in securing paid employment
  • Up to $1000 tool or equipment grant when employed

If you are looking to improve your pipeline of trades employees and support more Māori and Pasifika to succeed in the trades, register your interest here. 

Cohorts give connection

Another aspect that gives MPTT scholars a unique experience at Ventia is that the company is big enough to hire groups of new tradies together. 

“Most MPTT candidates come to Ventia as a cohort. They learn and grow together, and they have peers who understand where they’re at.”

Ricky knows first-hand how important it can be to have ongoing connections in your workplace. He began the energy industry with a group of peers in the 80s.

“Now, four of that cohort are at Ventia, with three of us here working at the Head Office together. We’ve moved through many roles in management, sometimes through different industries. But we still look out for each other and are great mates.

If you start out with Ventia, you’ll have the opportunity to go through a whole range of industries and roles if you want to.

For example, you could start in transport, go into a team lead role and transition across to other management positions in other sectors. We openly promote within the company – staff are encouraged to aspire and progress if they’re hungry to learn and climb the ladder. 

Ventia supplies workers across the telecom, energy, transport, water and other infrastructure services, and for Auckland Council work from the Bombay Hills to Wellsford. This includes roles for electrical work, building, construction, park maintenance and more. The next recruitment drive for 2024 is currently being discussed and reviewed, so aspiring apprentices and those finishing pre-trades should speak to their MPTT Navigator.

“We’re currently looking for electrical staff in 2024, and have opportunities in water, transport and Council services facilities management. It would be great to see our MPTT people applying for these roles knowing they’ll be nurtured through their early years and supported right through to senior and leadership roles.

Ricky Steadman and MPTT's David Parsons discussing opportunities for MPTT graduates across Ventia's division.
Ricky Steadman (left) with David Parsons, industry adviser at MPTT.

Ricky and MPTT’s David Parsons discussing opportunities for MPTT graduates across Ventia’s division.

Support is woven throughout the organisation

Ricky is not the only one who’s working to ensure Māori and Pasifika tradies have a place at Ventia.

Lincoln Isaacs is a talent acquisition coordinator with Ventia’s Scout Solutions, whose focus is finding skilled people to join the Ventia team. He says he is very proud to work for a company that celebrates its diversity every day.

Acacia Cochise is a Community Engagement Manager at Ventia and leads their diversity and inclusion projects. She is also on the Auckland Council’s Multi-ethnic Communities Advisory Panel.

Acacia is passionate about ensuring her colleagues can bring their whole selves to work and feel safe in doing so.

“I hold the well-being of our diverse communities in Ventia close to my heart,” she says.

As a woman with African American and Native American heritage, Acacia says she vividly recalls the difference having allies has made in her life.

“It’s possible to support someone and help them out even if you haven’t lived the same kind of life.”

Acacia has led the company to gain a Rainbow Tick and put on more youth events.

“Ventia sees that people just need to be empowered and supported. We’ve looked for easier ways for our trainees to access cultural seminars and knowledge.

“One of the tools we’re developing is an online cultural learning module for te ao Māori. It can be accessed online and in te reo, too. Our team that’s based outside the office is especially grateful that they’ll be able to make the most of it without needing to attend a course in person.

“Essentially, it is about accepting and valuing everyone in the workplace, embracing diversity, and creating safe and welcoming working environments where people can be their complete selves.”

If you are looking to improve your pipeline of trades employees and support more Māori and Pasifika to succeed in the trades, register your interest here. 
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David Parsons – MPTT Kaitohutohu Ahumahi

David Parsons — MPTT Kaitohutohu Ahumahi
David Parsons is of Ngāpuhi decent, his marae is Taheke, he whakapapa’s to the Pou whānau. At MPTT he is our Kaitohutohu Ahumahi.
David has almost 20 years of experience with the BCITO (Building and Construction Training Organisation) helping people navigate the trades. He is delighted to join the MPTT project team so that he can give back to the sector he loves and help support Māori and Pasifika into trades.

David’s role is as an industry connector. He’ll be supporting tauira, providers, and employers to ensure strong, smooth progressions from pre-trades training to apprenticeships and beyond. 

He’ll help MPTT tauira take their next step once they have completed their pre-trade course with their navigators who together will help them find employment and an apprenticeship.

His long experience in the industry means he’s seen how much success spreads when trainees commit to the trades.

“Those who stay the distance to get qualified become sought after successful employers who inspire others to join the trades. This tuakana teina relationship is special to Māori and Pasifika and is immensely powerful.”

David acknowledges that it can be a challenge to persevere and get qualified, but he says the long-term gains are worth it.

David is here to help anyone who wants support seeing their apprenticeship or apprentice all the way through.

David also wants to encourage more Māori to step forward and put themselves out there. By doing so they can receive the support they need to succeed in the trades. “It’s about making things better for Māori and Pasifika,” he says. With David on the team, we’re sure to do more of that than ever.

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Māori and Pasifika helping to forge a legacy at D&H Steel

D&H Steel team
What do Puhinui Train Station, Auckland University, Costco in Westgate, and MIT all have in common? MPTT graduates have helped build them as part of the team at D&H Steel.

D&H Steel is New Zealand’s largest fabricator and has a reputation as an industry leader that sets a standard for quality. The company has long prided itself on its commitment to family, equal opportunity and diversity. 

D&H Steel first sought a relationship with MPTT six years ago as a partner for its growth plans. Once a small family company, the team is now a ‘big family’ company.

It has over 250 employees, and MPTT people have stuck with them from the moment they joined as trainees. Better yet, there’s room for more!

Team spirit
One of the teams at D&H Steel.

Steel is a solid career choice

Cameron Rogers is the workshop manager at D&H Steel and says Māori and Pasifika Trades Training (MPTT) aligns well with their company’s values. He also explained why there is so much opportunity for Māori and Pāsifika in the industry. 

“When you work in steel, you’ve got a job for life. Unlike some other types of construction, you’re part of the whole process in steel. 

“You may choose to start right back in manufacture, or you can be involved in the fabricating and welding. And that’s just in the workshop. You can also go onsite and work with the cranes to erect buildings. 

“On the office side, there’s computer design of the structures. We have machine operators on the floor, right up to supervisory and management roles.  

“There’s an opportunity to specialise in the area you most enjoy or to move around and learn all parts of the industry. This is particularly the case in D&H Steel because of our size.

Cameron Rogers
Cameron Rogers, Workshop Manager at D&H Steel

Relationships are built to last

“We’re like a big family. We don’t have an HR department because every supervisor gets to know their team and takes responsibility for them. The relationships we build last generations.

In fact, we actually have quite a few father and son pairs. Three of the first MPTT trainees we met are still working here, along with more we’ve employed over the years. 

Right now, there are a bunch of MPTT tradies who are part of our team. They all completed their pre-trades in Mechanical Engineering (or similar) at Unitec. Kathryn Billing has been working in the trade for a year and is now qualified with her welding ticket. Jacob Broad and Junior Faamausilis are both Fabrication apprentices working towards certification through ATNZ. Valusaga Iopu has successfully completed his certification in Fabrication.

Cameron says D&H Steel is particularly good at creating pathways for those who want to learn and achieve their goals through hard work and focus. Importantly, the company aims to take at least four more people into apprenticeships each year.

“Apprentices here are not left to make their way with periodic check-ins. Instead, they get support throughout their hours. They also pick up a number of other industry certifications along the way to their fabrication qualification”.

D&H Steel team
Some of the MPTT alumni currently working at D&H Steel with Cameron Rogers (centre) and Dean Pouwhare (right)
Jacob Broad
Jacob is working towards his apprenticeship in Heavy Steel Fabrication through ATNZ
Junior Faamausilis
Junior Faamausilis is working to complete his apprenticeship in Fabrication. He has his roots in South Auckland
Kathryn Billing
Kathryn was enrolled at Unitec as part of MPTTs scholarship programme

MPTT is part of the family

MPTT Navigators play a special role at D&H Steel, says Cameron. Tu Nu’ualiti’ia was one of the first navigators we worked with, and he’s continued to do so in his role at Unitec, advocating for Māori and Pasifika Trades Training. 

“We’re pleased to count the navigators as part of our family. They’re dedicated to helping MPTT trainees overcome any barriers they might face and things that pop up in life,” says Cameron.

Dean Pouwhare, D&H Steel Operations Manager and Director, likes seeing more Māori and Pasifika enter the industry. He sees MPTT as playing a vital role in this. 

“The sector presents a great opportunity and a solid career path. Bringing in new talent through MPTT  is helping to futureproof the structural steel industry and build its diversity. And trainees get to work alongside highly skilled people with long experience to share. 

Dean Pouwhare
Dean has been a champion in encouraging more Māori and Pasifika to take up a career in the Steel industry

The future is strong

D&H Steel’s plant is state of the art. They were first introduced to MPTT by Hawkins with whom they have a long and successful relationship. The company’s focus on innovation and performance sees them working not only with Hawkins but also Naylor Love, Haydn and Rollett, Fletcher and Macrennie Construction on some of New Zealand’s biggest projects and most critical buildings.

The team is currently working on one of New Zealand’s largest warehouses and a significant roof structure, which will cap a film studio. On the shop floor, welders are constructing pieces for an elevated running track that will sweep above a new sportsfield in the city’s heart. They’ve been involved in constructing some of our newest hospitals. You’ve probably even swept over one of their distinctive bridges.

D&H Steel is literally changing the shape of Auckland and its skyline. Years from now, its work will still be lifting our city to new heights. Everyone who is part of the team is truly forging a proud legacy.  

Find out more about MPTTs scholarship programme in Mechanical Engineering and where to study.

Just some of the projects D&H Steel has worked on.

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Crossing the finish line:
Get qualified on time

Finishing your apprenticeship means you can stop studying and start enjoying being a qualified tradie – including earning more money and having more job opportunities.

But getting qualified is more of a marathon than a sprint. From your pre-trades course to the end of your apprenticeship you’ll be training for several years, so it’s important to stay motivated along the way.

The exact time it takes depends on your trade, and whether you already have some of the skills you need (like if you’ve worked as a hammerhand). But no matter what your situation, the sooner you get certified, the sooner you can enjoy the benefits. Plus, if you wait too long without progressing, you might need to pay another apprenticeship fee.

Remember, you’re never alone in your training journey – there’s heaps of support to help you get your qualification. So read on for how to ensure you complete your apprenticeship in good time, and what to do when problems come up.

Why get qualified?

It takes work to get your qualification, so it’s important to remember why you’re doing it.

Jodi Franklin from MITO says there are a lot of benefits to getting qualified besides not having to study anymore.

“A lot of things happen when you get qualified. It’s not just a certificate; generally you’re rewarded in the workplace with a pay increase. And the world’s your oyster in terms of being able to take your qualification all over the world. If you want to go and live somewhere else for a change of scenery, you can take your qualification with you.”

On the other hand, if you don’t get qualified, you’ll limit your opportunities and how much you can earn, says Jodi.

“It doesn’t matter how close you get to completing your qualification. Even if you finish 99%, it’s not recognised until you complete it.”

So if you want more money and more mana on the job, and the freedom to take your skills overseas or start your own business, get your certification sorted as soon as you can.

Take away: You need to get qualified to get the benefits from your training, like more money and more job opportunities.
Good timing

When you sign on for an apprenticeship, your training provider (called an Industry Training Organisation, or ITO) will let you know how long it’ll ideally take you to complete your qualification. Depending on your trade, this is usually between 2 years and 4 ½ years of being an apprentice.

But it’s important to know that apprenticeships aren’t just about the hours you spend on site. Instead, you need to show the skills you’ve developed, says Doug Leef from BCITO.

“It’s all about competency. We all learn differently and, as such, progression from person to person differs. A lot of this comes down to the relationships forged on the job site and the quality of training and supervision given to trainees.”

Your employer is responsible for making sure you get the practical training you need during your apprenticeship, says Doug.

“That onus falls on the employer. It’s their responsibility to get trainees qualified. When they sign the apprentice up, we make the employer aware of the scope of work required.”

Take away: Apprentices need to show they have the right practical skills. Your boss is responsible for making sure you learn all the skills you need on the job, but you can help move things along quickly. Have a chat to your boss or ITO training advisor about the skills you need to learn, and make a plan for what you want to get signed off at your next meeting with your training advisor.

Getting qualified is more of a marathon than a sprint.

In theory

But it’s not enough to just show up to work and do what your employer says. As an apprentice, you need to understand why you’re doing what you’re doing. That’s where theory or book work comes in.

“It can be a bit daunting to have all this theory to learn,” says Doug. “But you’ve got to understand the underpinning theory and the reasons behind why you’re doing what you’re doing. It’s not just throwing houses up; it’s about compliance, accountability and administration.”

The biggest challenge for most apprentices is finding time for their theory work on top of working full-time. Depending on your trade and schedule, you might do your theory work during a block course (where you go into a classroom with other trainees on certain days), a night class after working hours, or at home in your spare time.

“It’s about managing your hours,” says Aimee Hutcheson from Skills. “Most apprentices are flat tack as soon as they enter the industry, so they need to work with their employer to fit in time for their theory work.”

To make sure your theory work doesn’t build up and get overwhelming, make time to work on it regularly, says Jodi.

“The most successful apprentices are the ones who get into a routine. It might help to go along to a night class. Otherwise, you need to find that one night where you’re not playing rugby or busy with other commitments. Even just a couple of hours a week makes a big difference. Doing a little bit and often is the key to success.”

Take away: Make time every week to do a bit of your theory work, so you don’t fall behind. When you regularly do work towards your qualification, you know you’re building your skills and getting closer to being a skilled tradie. And remember, you don’t have to do it alone – there’s heaps of support available, so if you need help or have a question, talk to your boss or training advisor.
Needing help – it’s normal

Many trainees feel whakamā (shy or embarrassed) when asking for help. But the truth is, everyone needs help at some point in their training.

Remember, it’s normal to need to ask questions sometimes, and no-one expects you to know everything.

“We’re all embarrassed to ask for help from time to time,” says Doug. “But you need to put your hand up early. Don’t be afraid to ask for help if you need it.”

One reason you might need support is if you don’t understand something your tutor says in class. It’s really important to speak up, because no question is a dumb question. Chances are, other students are wondering about the same thing.

“We do have people who have had to resit exams because of the spiral effect of being too shy to ask questions in class,” says Aimee. “Then they’re resitting because they’ve never had the relationship with their tutor to not be whakamā to ask questions and ask for help.”

Having learning differences, like dyslexia, can also mean you need to ask for help. If you’re not sure if that applies to you, don’t worry. Your ITO will do a quick test to see if you’d benefit from help with literacy or numeracy – and there’s plenty of support available.

“You can talk to your employer or tutor if you need help, or your training advisor (from your ITO) is just a phone call away if you have any questions or concerns,” says Aimee.

“You’ve got to build that confidence to be able to ask questions and ask for help if you’re struggling. At the end of the day, we all want you to get through and get qualified, and to feel like you’re achieving as well – to understand what you’re learning, not just check a box.”

Take away: Everyone needs help sometimes, so make sure you speak up if you don’t understand something or are finding anything difficult.
Work worries

At some point during your apprenticeship, you might need to change jobs.

“Some trainees want to change employers because they’re travelling too far for work, or there’s not enough work, or maybe they’re not getting on with people on site,” says Doug. “It’s not the trainee or the employer’s fault – it’s just life.”

It’s okay to change jobs if you need to, but remember that an apprenticeship is an agreement between three parties: you, your employer and your apprenticeship provider. So when you leave your employer, you break the apprenticeship contract and you’ll need to sign another one with your next employer.

Before you change jobs, make sure your new boss is supportive of you doing an apprenticeship, says Jodi.

“You don’t have to stick it out in an employment situation that’s not right for you. And it’s the same if apprentices are laid off because their employer doesn’t have enough work for them or they want experience in other parts of the industry.

“You can change jobs and continue your apprenticeship, if you have the support of your new employer.”

If you’ve already had parts of your apprenticeship signed off and completed, don’t worry. The work you’ve already completed will stay in the system and you can transfer that to your new job.

But remember, changing jobs often takes time, which can delay your progress. For example, your new employer might want you to do a trial for a few months before giving you an apprenticeship. So change jobs if you need to, but don’t do it lightly.

Take away: It’s best to stay with your employer if you can. If you need to change jobs, make sure your new boss wants to give you an apprenticeship.
Need a break?

Sometimes life gets in the way of your learning. If you’re not able to work for a while, then you might be able to take a brief break from your apprenticeship, as long as your boss is on board.

“If you take a short break due to injury, then as long as your employer is aware of it and you’re still employed by the same company, it’s not an issue,” says Doug.

“For example, if you’ve hurt your knee playing rugby and you’re on ACC then we’ll say, ‘This person’s not working; they’re still in their apprenticeship, but their employer and ITO recognise they’re not fit for work’. So we can put your apprenticeship on hold until you can work again.”

But remember, you can’t put your apprenticeship on hold forever. You need to talk to your boss and ITO about why you need a break, and make a plan for when you’ll return.

“Apprenticeships can time out,” says Aimee. “Sometimes you can get an extension, but not by much. If you run out of time, you can be charged a fee because it’s almost like you’re signing up for that year of your apprenticeship again. You can’t just put it on hold indefinitely.”

Take away: If you need a break, talk to your employer and ITO and see if they can support your break from work. Just make sure you don’t leave it too long before you come back to your apprenticeship, because the longer you leave it, the more difficult it is to get back into it – plus you might be charged an extra fee.
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Qualified! Hawkins Māori & Pasifika Apprentice Scheme

Earlier this month, we celebrated four of our trainees becoming qualified tradesmen under the guidance of their respective mentors in the Hawkins Māori & Pasifika apprentice scheme.
Bo Waitere

Bo started his electrical apprenticeship in December 2014 with Caldwell & Levesque Electrical and now proudly has his own C&L van as a qualified electrician.

Jerome Holland

Jerome started his electrical apprenticeship in December 2014 also with Caldwell & Levesque Electrical and again proudly wears his new title of a qualified electrician.

Qualified electricians, Bo Waitere and Jerome Holland
Bo Waitere, left and Jerome Holland, right, with their mentor, Graeme Cox

Mackenzie Buchan

Mackenzie started his carpentry apprenticeship in March 2014 with Livefirm Construction and recently completed his apprenticeship with Hawkins. 

Certified Carpenter Mackenzie Buchan
Mackenzie Buchan, right, with his mentor Paul Wikiriwhi

Aarona Kingi-Paparoa

Aaron started his carpentry apprenticeship in December 2012 with Livefirm Construction and completed his last few years with CLM Carpenters. 

Certified Carpenter Aarona King-Paparoa
Aarona Kingi-Paparoa with his mentor, Richard Hughes

These boys had their own trials and tribulations to battle throughout their apprenticeship and have come out on top! Each of them should be so proud. Ngā mihi nui to all our mentors for seeing the boys through their apprenticeship adventures! 

C&L Apprentice of the year

In another win for the Hawkins Māori & Pasifika apprentice programme, Talmage Park has won the 2017 C&L Apprentice of the Year award. Talmage is pictured above receiving the award on-site from Stuart Caldwell. 

Caldwell & Levesque Electrical currently employs over 30 apprentices, six of whom came to us through the Hawkins Māori & Pasifika apprentice scheme.

Talmage has done extremely well this year in all facets of his apprenticeship: academically, with his unit standard sign-offs; and with his work on site. He is a positive but humble young man with a ‘can do’ attitude and is a very worthy recipient of this award.

Upon receiving the award Talmage said: “I can’t wait to show my mum”. What a great response from this young man with a big future!

C&L Apprentice of the year award winner Talmage Park
Congratulations to Talmage Park, pictured left, receiving the C&L Apprentice of the Year Award from Stuart Caldwell