I think we all know the problem and the reasons for our current dilemma. The quarrying industry has for many years been the provider of skilled operators to the larger mines and I don’t see any change to this trend now – or into the future. In my Quarry editorial in March, I articulated my view on what I believe we should do to improve training of new entrants to our industry.
It is time however for us to accept that “we have what we have”, and unless we find innovative ways to attract, or retain workers, in the quarrying industry, we need to face the reality that we will not be able to meet the future demand for quarry products.
My contention is that we have to consider the following:
1. Creating a workplace environment where our quarry workers feel valued and are proud to represent the company they work for. This might seem a little “soft” to some in our industry but if each of us think about the times in our working life when we have actually felt valued, I am sure you will agree that these times have been very fulfilling and remain as ever lasting memories.
2. Provide training, mentoring and clear career paths for young workers and new entrants to our industry. Training may be a short term cost but it delivers long term benefits to your organisation and to the industry as a whole.
3. Value mature age workers and long term employees. We have a tendency to take mature age and long term employees for granted. Acknowledge their value and use them to mentor, train and supervise new entrants. Ensure that the messages you send your employees do not devalue older workers by talking up the need to attract younger workers. I have recently witnessed excellent mobile equipment and fixed plant operators aged in their sixties and early seventies. Don’t generalise on age.
4. Consider migrant labour as an option. This should not be your only response but part of an employment strategy to address shortages. 457 visas are becoming more popular and are now relatively easy to obtain, albeit there are financial considerations. The economic woes in Europe have generated a pool of unemployed, and skilled, quarry workers that may consider migrating to Australia. There is also a pool of skilled mining workers in Asia that are seeking a better lifestyle in Australia.
As I travel around Australia, I meet a lot of quarry workers who love what they do. I have spoken with a number of the “models” in our 2012 calendar and they all share an enthusiasm for their job in a quarry. We need to understand why this is and what motivates people to work in the quarrying industry. This will assist us in creating environments for workers that ensure they stay with us longer – or at least consider returning to our industry when other employment opportunities don’t work out.
Wayne Scott
President
Institute of Quarrying Australia