Industry Intelligence

It is challenging to obtain workforce specific information for the Northern Territory's (NT) agriculture industry. This is because the NT is often excluded from or merged with other states in national workforce studies. This issue coupled with rising workforce challenges such as workforce shortages, attraction and retention problems across the agriculture industry provided the basis for Industry Skills Advisory Council Northern Territory (ISACNT) to undertake an in-depth study of the industry. ISACNT initiated contact with 197 stakeholders in the NT's agriculture industry over the phone. Of the 197 stakeholders, 140 stakeholders were successfully contacted and invited to participate in the workforce study. ISACNT conducted 61 in-depth interviews with NT industry stakeholders and had 2 interviews with interstate stakeholders operating in the NT. Furthermore, ISACNT had in-depth engagements with 2 NT industry peak bodies. The stakeholder response rate from the study was approximately 45%. 

Regional response rates

• Darwin and East Arnhem region 41%
• Katherine region 43%
• Barkly region 43%
• Alice Springs region 55%
  

Successful Industry Workforce Strategies

Horticulture businesses often experience difficulties attracting seasonal workers, especially during the harvest season. ISACNT’s stakeholder engagement uncovered a few horticulture businesses working around this issue by growing a mixture of crops with varying maturity periods at different times of the year. This ensured the farms were able to retain a large skeleton crew all year-round. The approach made sure the agricultural businesses kept experienced staff for many years. As a result, agricultural businesses utilising this workforce initiative has significantly reduced staff turnovers, recruitment and retention difficulties. 

Cattle businesses in the NT also experience difficulties attracting experienced workers every year during mustering season. ISACNT’s stakeholder engagement, likewise, discovered that few businesses were adapting flexible workforce strategies to manage this regular problem. Some businesses have adopted a mixed farming approach producing crops during low seasons for farm use only. Other farms utilised non-agricultural related skills, such as workers with trade skills to assist in property maintenance during low periods. Both approaches ensured a manageable workload for a much larger skeleton crew all year-round, which meant the experienced staff stayed for multiple years at the same location. On the other hand, other cattle businesses kept a minimal skeleton crew year-round and then utilised contract mustering teams to assist during the peak season. Many businesses felt this approach was more financially viable and safer, as contract mustering teams are experienced and exhibit high-quality skills to undertake station activities.

WORKFORCE CHALLENGES

Source: ISACNT Field Survey, 2020

WORKFORCE INITIATIVES UTILISED

Source: ISACNT Field Survey, 2020

Occupations in Demand

The agriculture sector plays a vital role in the development of the Northern Territory’s economy in terms of food production, employment, and gross state product. Improving and sustaining the sector’s contribution requires an experienced, qualified, skilled, and reliable workforce. However, findings from ISACNT’s engagement with agriculture stakeholders demonstrated acute workforce shortages, recruitment, and retention difficulties across all regions. During the peak season, such as harvesting for horticulture and mustering for the cattle sub-sectors, these issues were more pronounced. 

ISACNT’s findings showed that agriculture businesses often encounter difficulties attracting and retaining experienced workers. This is because experienced staff members often come with family members, compelling the farm/station to accommodate multiple people, which can present challenges for many employers. This issue often results in businesses being unable to hire experienced staff as they cannot accommodate larger family units, affecting business productivity. 

Some stakeholders ISACNT engaged with indicated intensified workforce challenges in the future because of the rising demand for agriculture products, technological advancement, and upcoming major agriculture project investments (e.g., Western Davenport Development Project, Wildman Agriculture Precinct, Larrimah Agriculture Precinct, and Keep Plains Agriculture Development). In addition, unforeseen circumstances such as droughts, pandemic outbreaks and the associated impacts, may also exacerbate agricultural workforce challenges and impede the sector’s development.

Based on the results of ISACNT’s stakeholder engagements, the following occupations were found to be in demand: 



• Farm Worker
• Farmer
• Agricultural technician
• Agricultural scientist 
• Agricultural and Horticultural Mobile Plant Operator
• Governess (Early Childhood educator/teacher)
• Cook
• Boilermaker/Metal Fabricator
• Diesel Mechanic 
• Accountant
• Truck driver
• Electrician

WORKFORCE SUPPLY

Source: ISACNT Field Survey, 2020

Non-traditional Industry Roles

The agriculture sector employs industry-relevant occupations such as farm workers, agriculture scientists, agronomists and agricultural and horticultural mobile plant operators. Besides these occupations, the sector also employs other equally important non-agricultural related occupations such as cooks, mechanics and accountants. Another essential occupation, but with limited public recognition, is the governesses job role. 

The governess is employed to provide care and educate children of agricultural workers in private homes. Their role is similar to educators or teachers in childcare centres and primary schools. The governess accesses the school of the air and uses the curriculum to teach children on remote stations/farms. The governess most often teaches children at their home until they commence middle school, where they have to attend boarding school.

The job requirements for governesses in Australia includes having a working with children check, also known as Ochre Card in the Northern Territory and a first-aid certificate. There are currently no formal qualifications required to be a governess. However, a Certificate III in Early Childhood Education and Care is highly desirable and recommended to ensure quality education is delivered to children in remote parts of the country. 

Major issues Impacting the Industry

The major issues impacting the agriculture industry have direct effects on the workforce development. To improve the workforce development, farmers and peak bodies in consensus, indicated that this is crucial for the sector’s growth. A reliable and experienced workforce equipped with the right skills that reflect both the agriculture industry’s current and future needs is required. Specific training equipping the workforce to manage the industry’s major issues better will ensure a more resilient industry. ISACNT’s engagement with stakeholders within the agriculture industry showed that the sector has enormous potential to increase its export and value-added to the Gross State Product (GSP) in the future. This is because there is potential arable land space within the Territory which have yet to be developed for agricultural use. The findings unravelled four critical factors that are currently impeding agricultural production and workforce development.

• Natural Hazards and Disasters: ISACNT’s engagement with stakeholders in the Northern Territory revealed that natural disasters, such as droughts, cyclones, floods, bushfires, and pests, destroy agricultural assets and infrastructure. Natural disasters further cause livestock and crop production losses. Disasters were also found to disrupt the food retail and manufacturing supply chain. The long-term effect of disasters may cause disruption in employment in the sector, forcing the skilled workforce to migrate to the urban areas in search of opportunities or look for jobs in other competitive industries. 

• Water Insecurity: The issue of water insecurity in the Territory is affected by scarce resources. The process of applying for water licenses is often highly bureaucratic, which can negatively impact the growth and development of the agriculture sector and its workforce. The lengthy process of applying for a water permit with the long-term water prediction needed to secure a license, makes it challenging for businesses to accommodate future changes due to commodity price drops or severe pest infections on crops or animals. Climate change and droughts have further depleted the volume of water resources available in the NT, making the water licenses less secure and harder for farmers to receive the required water needed. Water insecurity creates enormous burdens on agricultural businesses, as it forces farms to limit their outputs or quality produced. Furthermore, it takes financial resources away from investing in workforce development, which may negatively impact the industry’s ability to adapt to the changing environment in the long-term perspective. 

• Technological Advancement and Acceleration: Interviews with stakeholders revealed a wide use of technology across the agriculture industry even though variations exist in the level and intensity in their adoption across the sub-sectors. Technological adoption in the industry has relatively improved workforce shortages in the sector. For example, the required number of workers needed has been reduced through automation activities, making it easier for employers to obtain the required workforce. Nevertheless, it was found that the innovation of technology in the agriculture sector has also created new job roles, which require additional skill sets that will be difficult accessing in the NT. The data analysis of ISACNT’s stakeholder engagement showed that the reviews of Vocational Education and Training (VET) courses in agriculture often are slow and, therefore, does not commensurate with the rate of technological acceleration in the sector. 

• Skilled Worker Migration: Skilled migration programs are an integral component of the governments’ effort to address the agriculture sector’s current and future workforce needs. ISACNT’s engagement with agriculture stakeholders demonstrated that many of the sector’s workforce are temporary migrants mostly on Working Holiday Visas and Seasonal Worker Program Visas. As a result of the industry’s seasonal nature, coupled with the high number of temporary visa holders, staff turnovers have been high. These issues impact the development of the workforce and the industry. Findings from the engagement also showed a general awareness of stakeholders about the numerous skilled migration pathways; however, the programs’ utilisation is low among agriculture businesses. This is due to the complicated nature of skilled migration programs, the high cost of skilled worker sponsorships, and the slow pace of the overall migration programs. 

Current State

Strenghts

SOCIO-ECONOMIC

• Proximity of the Northern Territory to the fastest-growing markets in the world should make it easier to export agricultural produce 
• Existence of several farmer associations (peak bodies) with a unified voice help influence policies and improve the sector’s operating environment
• Availability of water resource management plans in water control districts with rights to water trading ensures sustainable and flexible access to water for agriculture production in the NT
• Integration of technology and its implementation in farms/stations help modernise agriculture and is a precursor for growth in production 
• Presence of agricultural research centres and effective industry collaboration in the NT provides quality assurance on produce grown and the future growth for the industry
• Reforms of many agricultural policies such as statutory marketing arrangements have increased competition and productivity, fostered innovation, and improved the wellbeing of farmers in the NT
• Introduction of drought and heat tolerant crops such as cotton encourages efficient use of water, increase production yields and revenue for farmers
  

WORKFORCE AND OCCUPATION

• Remote allied health outreach services delivered through the Department of Health and NT PHN provide services to disabled people who do not meet the NDIS access request
• Availability of the NDIS workforce plan 2021-2025 provides a blueprint to build a responsive and capable workforce for the sector
• Roll out of the NDIS Worker Screening Check reduces the risk workers pose to people with disabilities 
• Service providers willingness to diversify their workforce enhances the provision of culturally appropriate high-quality services 
• Implementation of the CDP in the NT reduces the disability sub-sector’s recruitment challenges 
• Similarities between disability workforce requirements and others (e.g. aged care) ease workers’ mobility from related sectors 
• Implementation of the Boosting the Local Care Workforce Program builds the capacity of service providers to operate effectively and expand their workforce
  

TRAINING AND SKILLS

• Introduction of agriculture subjects at schools in the NT would provide students with insights and advice on careers to make informed decisions
• RTOs provide advanced management skills to operate complex agribusiness, improving industry growth
• Interstate RTOs provide critical agriculture training not delivered in the NT improves the skills of the workforce 
• Recognition of prior learning by some RTOs allows for the transferability of skills, increasing the qualified workforce
• Ongoing review of some agriculture-related courses could increase enrolment and completions, equipping students with the needed skills for the industry’s development
• Availability of traineeship and apprenticeship funding for some VET agriculture courses across the NT increase enrolment and the total qualified workforce 
• Availability of in-house training for many agriculture employees enhances workers skills to keep up with the changing industry
  

Challenges

SOCIO-ECONOMIC

• Fluctuations in agriculture production and increased costs of overheads such as labour and organic fertilisers impact business expansion and the growth of the industry
• Climate change is affecting the accurate predictability of seasons, making it more challenging to make investment decisions in the sector
• Higher costs of living in agriculture areas together with limited infrastructure, such as schools and communications discourage skilled workers from relocating, worsening existing workforce challenges 
• Rigid conditions attached to water licensing and some farmers inability to accurately estimate the water requirements for 10 years during water license applications is an ongoing challenge 
• Integration of technology into agriculture production to increase efficiency has a high cost and discourages investment decisions in the sector
• Difficulty in accessing farms particularly in the wet seasons affect the supply chain impacting on the produce lifecycle
• High cost of shipping agriculture produce from the Port of Darwin forces businesses to use alternative transport options via other states, increasing the export timeframes
  

WORKFORCE AND OCCUPATION

• Low interest of youths coupled with challenging work conditions impede attraction and retention of the workforce in the NT
• Ongoing rate of technological acceleration that comes with new and complex skills further impact the workforce challenges 
• Existing workforce and skills shortages lead to increased worker competition and high labour cost which may hinder the industry's development
• Perceptions of agriculture jobs not requiring any qualifications coupled with lack of students’ interest in pursuing courses hinder the sector’s development
• Reliance on overseas workers to overcome the skill gaps as well as recruitment difficulties may inhibit the development of the local workforce
• Frequent changes in skilled migration policies within short periods and without adequate information often disincentive farmers from sponsoring 
• Incentives received by employers for engaging apprentices are not sufficient and affect the government’s vision of boosting apprenticeship numbers 
  

TRAINING AND SKILLS

• Low number of experienced trainers in the NT to deliver VET training in agriculture to meet the industry’s expectations reduce farmers’ confidence
• Shortage of financial and leadership skills particularly across middle and top management employees in the NT impede the smooth running of agricultural businesses
• Low level of digital skills among many workers inhibit their ability in adapting to technologically driven initiatives
• Existing VET in agriculture focuses on lower-level applied technologies that are not adequately meeting the fast-growing innovations in the sector
• Limited accessibility of VET in agriculture across the NT affect training delivery and the worforce quality
• Traditionally supervised learning models under the current VET system are not compatible with the industry’s working structures, impeding the growth of the sector
• Difficulty in delivering training on all technologies across geographical and agriculture sub-sectors impede the sector's development
  

Future State

Opportunities

SOCIO-ECONOMIC

• Increased demand for agricultural produce from global markets will provide opportunity for niche markets and new investments, further developing the industry
• Effective control of weeds, pests, and diseases increase agriculture productivity and farmers’ annual profit 
• Improved efforts towards better landscape management under climate variability will boost productivity levels 
• Improved adoption of evidence-based farming practices in the NT can increase the output of agricultural productions 
• Flexibility in the acquisition of water license and equitable allocation of water per farm will improve efficiency and maintain quality produce
• Increased NTG commitment to upgrade critical infrastructure in the NT will strengthen the supply chain globally and within Australia 
• Practice of consolidating smaller farms into larger businesses provide opportunities to enjoy benefits such as lower overhead costs and increase profits
  

WORKFORCE AND OCCUPATION

• Willingness of industry representatives in the NT to design and deliver activities can attract and develop the workforce
• Expansion of Australia’s free trade agreement has the potential to increase the demand for workforce 
• Execution of proposed agricultural projects in the NT will increase demand for workforce and further contribute to the gross state product
• Better conditions of service will incentivise more people particularly the youth to pursue an agricultural career 
• Improved flexibility for employer sponsored visas may increase the number of overseas skilled migrants, reducing recruitment difficulties 
• Selection of an annual appreciation day for farmers, creating awareness on career opportunities among the youths may improve the public perception
• Implementation of the National Agriculture Workforce Strategy will complement existing NT workforce plans
  

TRAINING AND SKILLS

• Improved agriculture education to children will sustain the industry, by reviewing teachers' professional development
• Delivering the proposed Tropical Agriculture Research Institute to teach courses in the NT will increase the qualified workforce 
• Increased proximity of training facilities to major agriculture regions will encourage workers to obtain a qualification 
• Decision of many farmers to have a workforce with mixed qualifications, skills and experience will boost productivity 
• Blended training modes will provide workers in remote NT with flexibility to study 
• Designing training products to reflect emerging industry standards could fulfil the industry’s needs 
• Improving access to training and work-integrated learning will address the industry’s training needs
  

Threats

SOCIO-ECONOMIC

• Potential outbreak of disease and intensified attacks on crops and animals will reduce productivity levels and increase production losses 
• Implementation of stricter quality assurance policies and increasing trade tarriffs may result in the exit of many farm businesses
• Uncertainty about water availability for irrigation and further degradation of soils can affect productivity levels and impede industry growth 
• Unpredictability of the weather and climatic conditions in the NT coupled with agriculture production losses hinder further investment 
• Challenges associated with family disruption, lack of connectivity and increased social vices in some farming areas inhibit the growth of the sector
• Longer periods of droughts and increased bushfires in the NT affect agricultural activities and reduce production
• Market volatility in commodity prices have the potential to impact overhead costs and constrain industry growth
  

WORKFORCE AND OCCUPATION

• Increased automation of many NT farms/stations leads to the displacement of unskilled workers
• Intensive labour competition from other industries in built-up areas worsen workforce shortages 
• Increased migration of mostly the youth from rural areas to urban centres reduces the agricultural labour force 
• Increased recruitment and retention difficulty of skilled and experienced workers will affect revenue targets of agribusinesses 
• Unwillingness of many youths to undertake physically demanding agricultural jobs aggravate existing workforce challenges 
• Lower-income for agriculture workers disincentivise people from pursuing a career in agriculture
• Reduction in apprenticeships and traineeships numbers in the NT's agriculture sector will impact long-term workforce development
  

TRAINING AND SKILLS

• Training students to operate sophisticated types of farm machineries unavailable in the NT will affect workforce development
• Updating the curriculum to meet the growing technological advancement in the industry has challenges
• Transition of some course units from face-to-face to online impact the quality of training delivery
• Delivering units based on students demand will affect farms/stations, requiring certain unavailable training 
• Providing affordable training, hiring industry current trainers, and maintaining regulatory compliance may be challenging
• Practice of recruiting people with higher qualifications and neglecting workers with industry experience will impede the sector's growth 
  

Skills in Demand

For the past decade, the NT’s agriculture industry has undergone rapid changes in relation to technological development, the products produced, and the products exported to national and international markets. This has resulted in changes in the top generic and top priority skills needed to sustain the agriculture industry. ISACNT found that in addition to generic and priority skills, other skills such as driving motorbikes, trucks, and tractors together with having experience of handling horses and other livestock were highly prioritised within the industry.

For the past decade, the NT’s agriculture industry has undergone rapid changes in relation to technological development, the products produced, and the products exported to national and international markets. This has resulted in changes in the top generic and top priority skills needed to sustain the agriculture industry. ISACNT found that in addition to generic and priority skills, other skills such as driving motorbikes, trucks, and tractors together with having experience of handling horses and other livestock were highly prioritised within the industry.

Source: ISACNT Field Survey, 2020

Enrolments and Completions