Stuart Henry (Hasluck, Liberal Party) Share this | Hansard source

This report of the House of Representatives Standing Committee on Employment, Workplace Relations and Workforce Participation on the tourism sector is very timely, and it comes at a significant time of expansion in the Australian economy, which is seeing pressure placed on many industries, particularly with respect to the availability and ability of skilled workers to take up positions in communities across the country. As a nation, the economy has grown some 40 per cent over the last 10 years. The growth in Western Australia is predicted to continue for some years to come. Therefore, it is possible that the workforce challenges facing Australian tourism—and, more particularly, the Western Australian tourism industry—are likely to continue without some recognition of this report and its 25 recommendations, which are dealt with under the headings of employment in Australia’s tourism industry, addressing labour shortages and skills demand, recruitment and retention, investing in business, and training and taxation incentives.

Like many other industries, the tourism sector faces global competition for skilled employees. However, many available workers do not have the skills required to effectively carry out the work without additional training. As a committee we heard that the industry has a culture of turnover, which very much limits opportunities for training whilst supporting the seasonal flow of workers. Recommendation 3 goes to the thrust of this and suggests that industry in partnership with government look at developing a seasonal workforce plan to build community and industry cooperation, which would go a long way towards addressing the ebbs and flows created by the seasonal work pattern.

Restaurants, cafes and hotels have traditionally been great employment opportunities for part-time students or travellers wishing to supplement their income. Whilst previously the table and counter staff could be unskilled, as they had the support of the permanent skilled staff, employers are now finding the solutions to the problems much more difficult. In the past any shortcomings were covered by the skilled staff. It is increasingly harder for businesses to attract and maintain skilled staff. The training that is provided to staff is not retained because of this mobility of the workforce. They are frequently being poached for other higher paying positions within the tourism industry and other industries that are looking for people with ability. Many skilled staff are poached from the tourism sector while at the same time possible new entrants are finding employment in more highly paid industries such as in the resource sector. This is having a significant impact on businesses in the tourism sector trying to find suitable staff to fill vacancies.

The name of the report, Current vacancies, is well chosen, as currently, across the nation, chefs, service staff, kitchen staff and supervisors are in big demand. The Restaurant and Catering Association of Australia estimates that there are currently some 8,000 vacancies Australia wide. The resource sector is expanding with opportunities for skilled and unskilled workers, providing lucrative employment options, which has seen a migration of workers from their chosen career into these better-paying opportunities. In my electorate of Hasluck we have the Swan Valley, which is well known for its winemaking and grape growing over many years. Over the past 20 years the Swan Valley has changed remarkably. We should all take the opportunity to visit there when in Perth. It is not very far from the CBD.

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