Bridging the Gap:
Leveraging Entry-Level Talent
and Boosting First Nations
Representation in Australia's
Workforce
Bridging the Gap:
Leveraging Entry-Level Talent
and Boosting First Nations
Representation in Australia’s
Workforce
- Each year Employers are competing over a talent pool of only ~2,100 Indigenous Uni grads,
- Yet an untapped talent pool of 20,000+ Indigenous youth graduate High-school each year,
- Engaging an extra 23% of this cohort can solve 1/3 of Australia’s skills shortage,
- And add $6bn in economic contribution each year.
Even as Australia’s talent landscape continues to experience uncertainty, with the skills shortage continuing to affect the market, a trend is emerging; the increased competition for Entry-Level talent, both Graduate and unqualified. This trend is expected to continue as companies increasingly recognise the necessity of investing in new talent to counteract the prevailing skills shortage and combat tightening budgets.
A positive outcome of this has been the increased demand for First Nations representation, with almost every Graduate and Entry-Level program dedicating focus on Indigenous talent. However, beneath the well-meaning desire, the overwhelming majority of these programs are failing to achieve meaningful representation, with most struggling to reach a cohort equivalent to the general population (3.8%).
Yet with a median age of 24 years, the future of First Nations representation in our workforce has never been brighter. By offering employment opportunities and educational sponsorships, this offers an opportunity to not only address the immediate skills shortage, but contribute to closing the gap on First Nations disadvantage.
This report will help you:
- Identify and address the barriers to Indigenous economic participation
- Utilise critical data to support First Nations opportunities in the workplace
- Create a sustainable workforce pipeline that promotes long-term growth and diversity.
- Each year Employers are competing over a talent pool of only ~2,100 Indigenous Uni grads,
- Yet an untapped talent pool of 20,000+ Indigenous youth graduate High-school each year,
- Engaging an extra 23% of this cohort can solve 1/3 of Australia’s skills shortage,
- And add $6bn in economic contribution each year.
Even as Australia’s talent landscape continues to experience uncertainty, with the skills shortage continuing to affect the market, a trend is emerging; the increased competition for Entry-Level talent, both Graduate and unqualified. This trend is expected to continue as companies increasingly recognise the necessity of investing in new talent to counteract the prevailing skills shortage and combat tightening budgets.
A positive outcome of this has been the increased demand for First Nations representation, with almost every Graduate and Entry-Level program dedicating focus on Indigenous talent. However, beneath the well-meaning desire, the overwhelming majority of these programs are failing to achieve meaningful representation, with most struggling to reach a cohort equivalent to the general population (3.8%).
Yet with a median age of 24 years, the future of First Nations representation in our workforce has never been brighter. By offering employment opportunities and educational sponsorships, this offers an opportunity to not only address the immediate skills shortage, but contribute to closing the gap on First Nations disadvantage.
This report will help you:
- Identify and address the barriers to Indigenous economic participation
- Utilise critical data to support First Nations opportunities in the workplace
- Create a sustainable workforce pipeline that promotes long-term growth and diversity.