Key Migration Issues affecting Primary Industries |
- Current targeting of “skilled” occupations as defined by the ANZCO series actively disadvantages primary industry sectors as there is a mis-match between ANZCO semi-skilled classifications and industry skilled classifications.
- Although there are twice yearly reviews of skilled labour needs and adjustments made to labour demand listings, the continued use of generic occupational titles for immigration is producing a number of mis-matches resulting in migrants often with the wrong background for our industries. Good examples are agronomists and marine biologists who have a wide variety of specialisations, some of which may not be in demand.
- As the industry is located in remote and regional communities often with limited populations, there is a strong need to target younger migrants and especially those with families to these areas. This will ensure that fit and active migrants can undertake primary industries work and secure a stronger population within these regional communities.
- There is currently limited targeting of migrants with specific primary industry skills to specific industry regions. Some of this occurs as a result of very limited industry information being made available to immigration officers in overseas offices. The structure of the current process and the matching methodology also requires further streamlining.
- Currently there are few incentives for people to move to or remain in regional areas. Limited migration to rural and remote regional areas combined with continued drift to both urban regions and mineral resource industries is resulting in a significant loss of primary industries labour. With migrants generally settling in Capital cities prior to securing work there need to be clear incentives to explore work opportunities in rural and remote areas. One of the difficulties is actually covering the costs of travel and accommodation to explore job opportunities. This is especially so for non-refugee migrants and even some refugee migrants who are not eligible for Job Network support.
- Australia has a significant number of overseas students undertaking full-time study. In South Australia this figure is over 18,000. The greatest percentage of these students are in the younger age demographic of 15-25. Both the English language skills and vocational and academic skills that many of these students possess provide a solid opportunity to engage them in primary industry work. Whilst some may already be engaged in part-time employment to supplement their living costs, linking students to primary industry employment and especially seasonal employment not only aids the harvest labour requirement but can be a means of encouraging students to earn residency points whilst studying in Australia.
- Current Labour Agreement Visas are designed to source skilled labour for identified regional labour shortages. The need in regional areas is often for a mix of skilled personnel with both skilled and semi-skilled backgrounds as well as, in some sectors, seasonal labour. Having a managed program that delivers labour across skill lines is not only consistent with skill streams that currently operate, but can provide a significant multi skilled pool of people who can work across a region. This is especially important in high growth industry sectors such as marine aquaculture.
- Research has confirmed that regional areas often have poorly developed frameworks for assisting with the identification, assessment and management of migrants. The Primary Industries Skills Council in South Australia has established Recognition Panels to support the process and ensure arrangements are established to effectively assimilate migrants into regional communities through placement support. However, there is a lack of an integrated strategy to achieve positive migration outcomes.
- There is considerable evidence of down-skilling of skilled migrants and associated with this phenomenon are recognition issues, a lack of matching to industry positions and a general difficulty in assimilating into the migrant’s field of expertise due to cultural and workplace differences.
- The issues go deeper than just language training and more effective transitions will require short targeted programs that capture important information about Australian working life, how we work, how we are paid, what taxes we must pay, how workplaces are changing, worker responsibilities with hygiene, food safety etc, what agencies are there to assist with queries etc.
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Workforce Development