Earthmoving News, Jobs & Training

HIA provides skills shortages solutions

Apprentice wage subsides and skilled migration are among the key aspects that could help solve national skills shortages, according to the Housing Industry Association

The Housing Industry Association (HIA), the peak national industry association for residential building in Australia, has released its key aspects for addressing skill shortages in the residential building industry.

With recent focus on the Free TAFE Bill 2024 as a potential solution, HIA managing director Jocelyn Martin says there are other ways to address the issue, including wage subsidies, skilled migration, workforce development campaigns, and mentoring programs.

“The priority must be to support the domestic workforce; wage subsidies for apprentices are a key part of this,” Martin says.

“We need a long-term commitment to the apprentice employer wage subsidy model, one that recognises the contribution the employer makes to training, is indexed, and attracts apprentice commencements and prioritises completion.”

Small subcontractors will generally take on an apprentice, but often the cost and regulations associated with doing so is just too much for a small business, Martin adds.

The HIA is awaiting the outcomes of the Strategic Review of the Australian Apprenticeship Incentive System to provide an assessment of this system.

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Another key factor is skilled migration, with Martin saying the growing domestic workforce won’t be enough to achieve the Housing Accord’s target of building 1.2 million homes over the next five years.

“Skilled migration is critical, but the visa system is complex and not fit for purpose,” she says.

“The residential building industry needs a construction trade contractor visa tailored to suit the way work is arranged on building sites.”

More work is also needed to attract people into the construction industry and make it an industry of choice, Martin says.

This can be done with a dedicated workforce development campaign to promote trades as a legitimate and rewarding career.

“There needs to be a concentrated effort to educate people on the benefits of a trade qualification,” she says.

“Last year’s reports of unacceptable behaviour on construction sites have tarred the entire industry with a negative brush.

“There must be action taken to make the construction industry an attractive industry for all workers by ensuring acceptable, safe and appropriate behaviour on construction sites.”

Retaining skilled workers is another challenge that Martin says needs addressing, due to consistent high dropout rates within the first two years of an apprenticeship.

To help address this, Martin says mentors can be provided to offer support and guidance to young people entering the workforce.

“Retention rates are much better for apprentices through industry based mentoring programs, including group training organisation, where pastoral care is a key aspect,” she says.

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