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Businesses in both Australia and New Zealand are struggling from near-record levels of unemployment. The Federal Government in Australia hosted a Jobs and Skills Summit earlier this month to try to find solutions, including the lifting of permanent migration to 195,000 spaces. While migration is a common lever to pull to increase access to skilled workers in both Australian and New Zealand,...
The Federal Government’s Jobs and Skills summit, held on 1-2 of September, was designed to bring together unions, employers, civil society and governments to address the shared economic challenges of near record unemployment and a shortage of skills in Australia’s current, and future, labour forces.
Australia faces a skills shortage at a level unmatched in our 46 years in recruitment in this market. This year’s newly released Hays Salary Guide shows that 91% of surveyed employers are experiencing a skills shortage. More than four in five (83%) say it will impact the effective operation or growth plans of their organisation, up from 64% last year.
Equity, diversity and inclusion in the workplace is necessary to include in any business strategy, especially as jobseekers actively look for employers who truly value it. Yet many organisations will find that various recruitment obstacles thwart their progress and hinder their commitment to creating a genuinely equal, diverse and inclusive workplace.
Neurodiverse employees can offer significant benefits to a business. Yet figures show that a large percentage of neurodiverse talent are being left out of the workforce. But by understanding and accommodating the needs of these people, employers can foster a more diverse, inclusive and successful organisation.
“Climate change is the defining crisis of our time and it is happening even more quickly than we feared.” That stark quote from the United Nations could not be clearer. We are in the midst of a catastrophe, and how we react to it will define not only our future, but the future of generations to come.
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