Case study: Employer guide opens doors for migrant engineers

Australia's engineering sector is experiencing a nationwide shortage of skilled workers. Despite this, many people from migrant backgrounds with engineering qualifications are not fully utilising their skills. In fact, 2018 statistics show that over 58% of Australia's engineering workforce is made up of overseas-born engineers, yet nearly half of skilled migrants aren't using their skills or experience.

To help address this issue, Engineers Australia and Consult Australia partnered with the Queensland Government to create Attracting and retaining engineers from migrant backgrounds: A guide for employers.

While highlighting the wealth of practical information available in the guide, this article also shows how industries can work collaboratively with different stakeholders to develop new approaches to workforce challenges and opportunities.

Harnessing migrant skills to take on shortages

One way high-demand sectors like engineering are taking on skills shortages is to better harness the skills potential of the nation's onshore migrant and refugee workforce.

'Systemic shortages have been a problem in the consulting industry, in civil engineering and structural engineering, for decades and the pandemic and high investment in infrastructure has exacerbated that challenge,' said Kristine Banks, Qld and Tas Manager at Consult Australia.

'According to forecasts, by September 2023, Queensland will have 21,000 fewer skilled workers than it needs and that equates to 8,000 engineers, scientists and architects.'

This is why Consult Australia and Engineers Australia teamed up with the Queensland Government to help employers connect with underutilised labour – specifically migrants and refugees with engineering qualifications who, for a range of reasons, are not working in their field.

'Our research identified a lot of barriers to employment for migrant and overseas qualified engineers,' said Engineers Australia's General Manager for Queensland Stacey Rawlings.

'We've been working together on solutions for those challenges, so we can bring more of them into the workforce and get them back working in their profession.'

Guide aims to break it all down

The complexity of systems and 'information overload' is a big challenge, with employers often saying it was hard to find the right information, resources and support to access migrant talent.

'That's why we developed the guide for employers,' Stacey said.

'It provides lots of practical information, and aims to help them find services and also navigate some of the things like the qualifications that engineers who come from overseas may have and how that fits into the Australian system.

'For example, the guide includes an example of a skills assessment so employers know what to look for when they're employing an engineer that comes from overseas and may not have an Australian-based qualification.'

Information aims to open doors

As Kristine highlighted, the guide can also be used to help identify recruitment pathways or opportunities.

'I see the guide as a great first step,' Kristine said.

'It's a fantastic tool for businesses and employers to use to review their processes and check if there's any other avenues that they could be exploring to find potential employees.

'With a little guidance and practical strategies, employers are able to open their doors to more skilled migrants.'

Practical points for employers of engineers

The guide is full of practical information and tips to help employers tap into Australia's pool of skilled and internationally-qualified migrant engineers. It also highlights the support available for people from migrant or refugee backgrounds, including specialised providers and a range of programs and initiatives.

Here are a few key points:

1. Expanding employment pools: By attracting and retaining engineers from diverse backgrounds, employers can widen their potential talent pool and address skills shortages more effectively.

2. Creating inclusive workplaces: The guide emphasises the importance of fostering a culture of inclusion and diversity within engineering organisations, including offering flexible work arrangements and providing career development opportunities.

3. Accessing support services: Employers can explore the range of support services available for individuals from migrant or refugee backgrounds, including specialised providers and initiatives designed to facilitate their successful integration into the workforce.

4. Government initiatives: Employers and workers can access a range of programs and support provided by government, such as the Queensland Government's Diverse Queensland Workforce program, which aims to assist migrants, refugees and international students in achieving their employment goals.

Download the full guide for more information.

The guide is a valuable resource for employers looking to attract and retain migrant engineers. It also proves that by thinking outside the box and fostering collaborative efforts, industries can develop new solutions to their workforce needs and create stronger, more resilient workforces.

This showcase is powered by the Good people. Good jobs: Queensland Workforce Strategy 2022–2032.

Special thanks to Engineers Australia and Consult Australia – especially Stacey and Kristine – for sharing their story.

More information and support

• Diverse Queensland Workforce program – find services supporting migrants, refugees and international students into employment across Queensland
• Industry Workforce Advisors – providing workforce planning support to employers in small to medium-sized businesses
• Employing and managing people – find workforce management information and advice, ranging from workforce planning to building high-performing, positive workplaces where staff want to start and stay.