The rail industry's paradox: a need for mobility, but a lack of it
In a fascinating paradox, the Australasian Railway Association (ARA) highlights a critical issue within the rail sector: despite its primary function of facilitating movement, the industry itself struggles with a lack of mobility for its workforce. This is a surprising revelation, especially considering the industry's reliance on efficient transportation.
Fiona Love, Head of Workforce Development at ARA, points out a looming crisis. By 2035, a staggering 35% of the rail workforce will be retired, creating a 'retirement cliff'. This cliff threatens to erode the industry's valuable corporate knowledge and expertise, leaving a void that's difficult to fill.
The issue extends beyond retirement. Love emphasizes the 'lumpiness' of the workforce, where certain regions or roles have a surplus of specific expertise, while others are lacking. For instance, Victoria boasts a wealth of rail signalling engineering talent, but Western Australia and Queensland desperately need these engineers. However, the movement of these skilled individuals is hindered by the complex and often state-specific recognition of qualifications.
This qualification recognition issue is a significant barrier to mobility. Love draws an apt analogy: "It's like training a hairdresser; you teach them the fundamentals, and then they adapt to the specific needs of their salon." But in the rail industry, this adaptation is hindered by the lack of cross-state qualification recognition.
To address this, the ARA is advocating for the harmonization of qualifications, a crucial step towards facilitating mobility. By working with various jurisdictions, the ARA aims to create a seamless transition for rail workers, allowing them to move between states and roles with their skills and qualifications recognized.
The ARA also offers a solution to the internal mobility challenge. They provide a range of courses, from 'Understanding Rail' for newcomers to the industry, to specialized programs on rolling stock, signalling, and infrastructure. These courses are designed to broaden employees' horizons, fostering a more adaptable and knowledgeable workforce.
Love's personal experience underscores the importance of these courses. After leaving her long-standing career in transport operations, she joined the ARA and was amazed by the industry's depth and diversity. This realization highlights the need for continuous learning and the industry's evolving nature.
The ARA's efforts extend beyond qualifications and courses. They are tackling unconscious bias, particularly in a male-dominated industry (72% male workforce). A new course, 'Leading Together: Men Supporting Diversity in Rail', encourages open dialogue among men to promote inclusion. This initiative is a step towards a more equitable and mobile rail industry.
In conclusion, the rail industry's paradoxical struggle with mobility is a complex issue. By addressing qualification recognition, providing educational opportunities, and fostering an inclusive environment, the ARA is working towards a more adaptable and mobile workforce. This transformation is essential for the industry's future, ensuring it remains dynamic and responsive to the ever-changing transportation needs of society.
