Resources Industry Skills and Competency Shortages

The resource sector is experiencing increasing challenges in attracting and retaining the next generation of skilled workers, particularly in specialist and statutory roles. Addressing this trend remains a priority for our industry sector.

The QRC and its members are active in identifying and supporting pathways for the future workforce. We work closely with a range of stakeholder groups including the Minerals Council of Australia (MCA), AUSMASA the mining industry Jobs and Skills Council, the Qld Minister for Resources Advisory Committees, CMSHAC and MSHAC, the Department of Resources and the Queensland Minerals and Energy Academy.

The QMEA, a partnership between the Qld resources sector and the Queensland Government is Australia’s largest and most successful industry led program helping students to seek pathways into highly rewarding long-term careers in the resource sector, supporting the sector’s future workforce.

Additionally, the QRC is a host organisation for an Industry Skills Advisor (ISA), funded through the Department of Youth Justice Employment Small Business and Training. The ISA has established tripartite stakeholder reference groups to support the role to meet a broad range of responsibilities including:

• to inform and align Queensland Government training and skills priorities and decision making, including program design and investment settings.
• to engage with employers, small businesses and industry stakeholders to provide the Department with high-quality, evidence-based industry advice and intelligence about current and emerging industry direction, regional skills needs and training solutions, jobs growth and employment opportunities.

The QRC recognises that this is a complex issue that will require an industry-led solution, and in collaboration with its Health and Safety Committee is developing a workforce strategy. This strategy supports the work of the QMEA and the ISA and seeks to:

• Identify the future skills and talents required to meet industry needs as it continues to evolve and transition
• Identify training, retraining and skill development opportunities
• Identify pathways including traineeships and internships and understanding impediments for those considering statutory and specialist roles
• understanding what truly matters to workers (for example work flexibility, company values, career sustainability or progression, work location, camp infrastructure) and why they leave the sector.