Cam Dumesny, CEO Western Roads Federation, is asking how to solve the skills shortage facing the transport industry, and what the transport industry workforce strategy should be.
Ask the question ‘what is the solution to the skills shortage facing the transport industry?’ and see how many different answers you get. Some will be brilliant, some will be good and some will be…interesting. However, there is no single magic bullet.
Industry has a range of ideas and things in operation as we try to work together to address the skills shortage. We need to paint a clear and united picture of what we are trying to do and how it all hangs together.
Broadly speaking, most transport industry workforce initiatives try to address three key issues:
- How do we attract people to the industry?
- How do we train people?
- How do we retain people?
How do We Attract People to the Transport Industry?
With near record levels of low unemployment and high skills shortages across the whole economy, we need to recognise that we are competing against every other sector for people. Great work is being done by industry, with programs that engage school leavers, migrants, refugee, young mums and mature age women, defence veterans, Indigenous people, disability groups and early release prisoners.
What are the Training and Career Pathways?
Let’s look at some different roles and how the industry is trying to fill these positions.
- Warehouse/Yard Worker
Warehousing is one of the fastest growing segments in transport and logistics as global supply chains adapt to the new reality. The South Australian Road Transport Association is pushing to have 16-year-old drive forklifts. The Western Roads Federation and others have forklift training embedded in their Heavy Vehicle Driver course.
- Driver Training
Most member associations have a driver training solution. Both the Victorian Transport Association and the Western Roads Federation have training programs based on teaching skills and competencies prior to being employed. The Queensland Trucking Association has a program providing enhanced training and experience to those drivers who have licenses but are not employed in the industry. Other Transport Associations have variations. Further adding to the mix is an Austroads paper on the future of Heavy Vehicle Driver Licensing and the recent announcement of a Driver Apprenticeship.
- International Drivers
There has been concern regarding international drivers and questions about whether they should take part in a training program before they can operate. Furthermore, it should be noted that barriers to bringing in international drivers exist because the size of the driver shortage cannot be accurately quantified nor the impact on the Australian economy.
- Skills Training
Some States report skills shortages in operational or non-driving jobs.
The Australian Furniture Removers Association run skills training for its members. The Queensland Trucking Association has micro-credentialing courses that up-skill members in transport business management. The Western Roads Federation is working with TAFE on a joint industry course for operations staff.
- Adapting to the Future
People in road transport industry management generally rise to management levels based on hard won experience rather than formal education. This has served the industry well because change has been relatively incremental. However, are we prepared to take advantage of potential fundamental changes in technology, social obligations and supply chains that are on the road ahead? Would industry-specific formal education help?
How do we retain people and knowledge?
National research shows up to 24 per cent of people are considering leaving the industry. With Australian Industry Standards estimates 20,000 people left transport industry during COVID. It’s a loss we can’t afford. Again, good work is being done around things like mental health and rest areas but what else should we be doing?
How do we tap into the knowledge of our experienced people so they can pass it on to the next generation? Industry is doing good work on advocating to allow recently retired drivers to come back as driver mentors without losing part of their pension.
In conclusion
The various approaches taken by the member associations can build a holistic transport industry workforce strategy. We have a clear and cohesive picture to present to the government that sets out what we want and how it can be achieved. By working together, we can make real progress.
