Training | National Manufacturing Workforce Forum

The print, sign and graphics industries are part of Australia’s thriving manufacturing sector, and it was good to have the opportunity recently to take part in the National Manufacturing Workforce Forum. 

Held in Melbourne in early April, the event was hosted by the Jobs & Skills Council (JSC) for manufacturing, the Manufacturing Industry Skills Alliance (MISA). Industry-owned and industry-led, the role of JSCs is to act as a source of intelligence on issues affecting their industries, working closely with the national Jobs & Skills Australia.

MISA has been tasked with identifying skills and workforce needs in the broad manufacturing sector, mapping careers pathways and working to ensure VET training is appropriate and future-ready, and drive high-quality outcomes for the VET sector, learners and business.

The Workforce Forum attracted representatives from manufacturing businesses, TAFE and training organisations, unions and industry associations, who heard from leaders of business, unions and government and were invited to provide some feedback on the industries of the future, evolving skills requirements and how best to equip the workforce to meet future challenges.

Innes Willox from Australian Industry Group (AiG) shared the stage with Liam O’Brien, Assistant Secretary of the ACTU, assuring the gathering that business and unions can, and regularly do, collaborate behind the scenes. They were followed by Professor Barney Glover AO, Commissioner for Jobs & Skills Australia, Hon. Iain Ross AO, who was recently appointed to conduct the Strategic Review of the Australian Apprenticeships Incentive System, and Hon Gayle Tierney MP, Victorian Minister for Skills & TAFE.

Their addresses were complemented by two panel sessions, one featuring current apprentices and the other a group of employers, contributing their thoughts on how to attract more and better talent, the effectiveness of current training models, and the workplace issues which contribute to the success, or otherwise, of apprenticeships.

All the speakers mentioned opportunities in prioritised areas like defence, aerospace, med tech, digitalisation, decarbonisation and clean energy – areas where they say Australia is well-positioned to meet future demand.

They also agreed on the need for collaboration, conversations and cooperative effort between government, business and training organisations, to address the current skills shortage and build industry for the future. And, while skilled migration will play a role, it was training – led by the VET sector and TAFEs – which they believe will form the foundation for the agility, diversity and productivity improvements required for Australia to capitalise on these opportunities.

On the positive side, government is not only talking up opportunities but investing. Already, $15 billion has been made available through the National Reconstruction Fund for investment between now and 2028, and the Albanese Government recently unveiled its proposed ‘Future Made in Australia Act’, the detail of which will be revealed in the upcoming Federal Budget.

The challenge for businesses in the print, sign and graphics industries will be to find ways to justify a part of the pie. While it is not impossible the reality is that it will likely require substantial innovation, and a willingness to apply current skill sets to new commodities, making it a path for the few rather than the many.

What was not covered – and would be interesting to see included in future discussions – is how existing manufacturing businesses, including those in the print and graphics sector, can be supported to future-proof their businesses, improve productivity and competitiveness, and develop new revenue streams that will support these priority sectors and contribute to Australia’s independence.

While these discussions were interesting, it was the conversations around VET training, the role of TAFEs and the collaborative effort needed not only to attract and retain apprentices, but create a more inclusive and diverse workforce,  that was of key interest and relevance to most delegates.

In particular, the difficultly in attracting and retaining new talent to manufacturing industries was acknowledged across the board. And while all parties seemed to agree that skilled migration must form part of the mix, the need for ‘home-grown’ solutions – that is, more apprentices – was a focus.

The persistent reputation of trades as ‘dirty industry’ was acknowledged with frustration, as was the general lack of knowledge and support for trade occupations at school level. The focus seems still to be very much on a university pathway, an issue that is exacerbated by the fact that the success of a school is often evaluated by the number of graduates who are accepted into university.

Leaving that aside, the need for a more inclusive marketing and selection process that prioritises more women and people with disability was also highlighted as an obvious way to increase the size of the talent pool.

Many attendees expressed the view that their own trade, or industry sector, was largely ‘invisible’ when young people are considering careers. This lack of visibility is familiar to those in our sector.

In the area of training itself, several issues were raised, including the lack of equivalency across Certificate III qualifications – apprentices in the manufacturing sector typically train for three to four years to achieve a qualification, while courses in areas like hospitality able to be completed in just weeks – and the potential for ‘degree apprenticeships’ which would enable participants to gain a paid-for degree while gaining industry experience and earning a salary.

It was retention, however, that was identified as one of the most pressing issues. With more than 60% of apprentices failing to complete their indentures, most of whom quit within the first year, it was helpful to hear from apprentices and employers.

While current cost of living pressures are a factor, and the chance to earn more, with fewer qualifications, in areas like retail and hospitality can tempt candidates to look for greener pastures, these groups agreed that other, more important factors were at play.

One key, both agreed, is the need to make sure that, as far as possible, people understand ‘what they are getting into’ in a particular career choice. If their expectation is too far from the reality of the job, apprentices tend to drop out early.

The importance of work trials, work experience and the ability to talk to people already undertaking their chosen career, were rated as important. This was great news for us, validating that our Sign & Print Career Connections program, with the embedded ‘try-a-trade’ activities and connections to industry experts, trainers and apprentices, is on track to deliver better outcomes for both attracting and retaining talent.

Another important factor in retention was the quality of training and opportunities within the individual workplace. Here, the value of commitment to an apprentice’s learning, and a dedicated mentor, make all the difference. When apprentices feel like they are not learning, or not acquiring the skills they need, or that their training is undervalued in the workplace, they quickly become disillusioned, panelists reported.

The role of GTOs was also acknowledged as providing important versatility in the delivery of training – for instance, being able to visit multiple workplaces to gain more varied experience – and also by providing a buffer between the apprentice and employer, which could be important particularly if things were not going well in the workplace.

With greater productivity and efficiency required to compete with – and replace – imports, and ‘problem-solving’ generative AI processes set to lead to new advances and shorter design cycles, businesses will need to be agile. So, too, will the training sector.

The ability to identify new trends and directions will be vital to create appropriate training that builds a ‘future-ready’ workforce – and that will very much depend on genuine collaboration with industry, backed by support from government.

In this, as in so many things, talk is cheap. MISA has made a good start in understanding the needs of the sector, and the print and wider graphic communications sector is fortunate to have a ‘seat at the table’ with Visual Media Association CEO Kellie Northwood recently appointed to the MISA Board.

The proof, however, will be in what this collaboration achieves in terms of real communication between all players.

This first Forum was an interesting conversation starter but for those who already have their finger on the pulse of the sector, there was not much new. Hopefully, as these discussions broaden and deepen, some real solutions will emerge, along with the will and the collaborative relationships needed to put them into action.