Queensland’s water industry faces a significant mismatch between workforce supply and demand. An aging workforce, rapid technological advancements, and difficulties in attracting new talent are key challenges impacting the sector. Despite the essential role of skilled water operators and engineers, training accessibility and workforce retention remain major hurdles.

Key Findings from the Report

1. Aging Workforce & Talent Attraction Challenges
   • The water industry struggles to attract young talent, leading to a workforce predominantly composed of older employees nearing retirement.
   • High vacancy rates, particularly in regional areas, are exacerbated by competition with other industries such as mining and construction.
   • Targeted recruitment campaigns, school outreach, and micro-credentials are needed to attract and retain new workers.
2. Training Gaps & Barriers
   • A shortage of Registered Training Organisations (RTOs) and trainers has made it difficult for workers to access required qualifications.
   • The departure of TAFE from delivering water industry training in 2022 has further strained training availability.
   • Financial barriers, including limited subsidies and upfront training costs, discourage participation.
3. Technology Integration & Upskilling Needs
   • Emerging technologies such as Supervisory Control and Data Acquisition (SCADA) systems, remote monitoring, and AI-driven asset management require new skill sets.
   • The current National Water Package (NWP) does not fully address these evolving training needs.
   • Collaboration with industry bodies to incorporate modern technology into training is essential.
4. Remote & Regional Training Challenges
   • Training delivery in remote areas, particularly for First Nations communities, is limited.
   • Alternative approaches, such as simulated training hubs and online learning, are recommended to improve accessibility.

Recommendations for Workforce Development

The report outlines several strategic actions to address these workforce challenges:

• Attracting talent: Collaborate with schools and career pathways programs to promote water industry careers.
• Improving training access: Expand the number of RTOs offering subsidised training and remove financial barriers.
• Upskilling the workforce: Incorporate emerging technologies into training programs and increase micro-credentialing options.
• Addressing regional gaps: Develop training models that better serve remote communities, including on-country training for First Nations workers.
• Standardising qualifications: Implement mandatory qualifications for water industry operators to ensure consistent skill levels.

The Workforce Skills Survey Report underscores the urgent need for coordinated efforts to strengthen Queensland’s water industry workforce. By implementing these recommendations, stakeholders can enhance training opportunities, improve talent retention, and future-proof the sector. The Queensland Water Directorate (qldwater) and QWRAP will continue working with industry partners to drive these workforce development initiatives forward.

Download the report here.