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Australian MosaicIssue 33 • Autumn 2013

MAkIng It Work: Cultural and linguistic diversity and employment

Australian Mosaicthe magazine of the Federation of Ethnic Communities’ Councils of Australia (FECCA)

Print Post Publication no. PP229219/00162 ISSn 1447-8765

MAnAgIng EdItorS: Ms katrina Hayes, dr Loucas nicolaou and Ms Janice Webster

dESIgn: kylie Smith design

PrIntIng: Elect Printing

dISCLAIMEr: Any views and opinions expressed within Australian Mosaic are solely those of the individual author, authors, or other information source and do not necessarily represent the opinion of, or any endorsement by, FECCA.

AddrESS: Po Box 344 CUrtIn ACt 2605 telephone: 02 6282 5755 Fax: 02 6282 5734 Email: [email protected] www.fecca.org.au

© 2013 FECCA

no part of this publication may be reproduced without the written permission of the editor.

FECCA received funding from the department of Immigration and Citizenship and support for Australian Mosaic from the department of Human Services.

Contents

A Message from the FECCA Chair 1Mr Pino Migliorino

From the CEo’s desk 2dr Loucas nicoloau

Harmony day: Many stories, one Australia 3Senator the Hon kate Lundy

Employ outside the Box: the economic imperative for 5 increased participationMr Stephen Bolton

diversity and Inclusion at telstra: An intercultural perspective 8Mr troy roderick

Capitalising on Culture: An opportunity not to be missed 10Ms nareen Young

diversity and Equity in the Modern Workplace 13Judge rauf Soulio

Employment and the Immigration Program: A changing story 15 Ms Carla Wilshire

the Foundations of a Skilled Immigration Program: 17 the union perspective Ms ged kearney

457 and rSMS Visas and CALd Communities: Successes, 20 problems and prospects in regional areasMr nihal Wickremasinghe

Skills Assessment for Social Workers in Australia 23Ms Lauren Paul

Supporting Employment outcomes for our diverse Australia 26the Hon Bill Shorten MP

gaps in Employment Services for Highly disadvantaged 28 CALd Job SeekersMr Abeselom nega

Improving Career opportunities for older CALd People: 34 Ethnic Communities’ Council of Victoria explores the challenges dr Irene Bouzo

Employment: Issues for immigrant women and their families 36dr olga Bursian

refugee-Humanitarian Settlers in Australia: 39 Employment dimensionProfessor graeme Hugo Ao

A Brilliant Idea: Women’s business 46Ms Su Hodge

MUrrA: Supporting Indigenous businesses to reach 49 their potentialdr Michelle Evans

Australian Mosaic Issue 33 Autumn 2013 1

A Message from the FECCA ChairMr Pino Migliorino

Welcome to the Autumn 2013 edition of Australian Mosaic magazine—Making it Work: Cultural and linguistic diversity and employment. this edition offers readers 16 diverse perspectives on what continue to be important and challenging aspects of employment and the economy in Australia today. We face challenges in ensuring meaningful employment outcomes and high participation for CALd Australians, in fostering harmony and diversity in the workplace, and in achieving a system of employment of overseas workers in Australian business that works for and is equitable to all involved. We are so pleased to be able to present the diversity and strength of the voices and perspectives in this edition.

on the topic of workplace diversity, which we know is something on which employers are increasingly focusing, we hear from Senator the Hon. kate Lundy, Minister for Multicultural Affairs, Mr Stephen Bolton of the Australian Chamber of Commerce and Industry, Mr troy roderick of telstra, Ms nareen Young of the diversity Council of Australia and Judge rauf Soulio of the Australian Multicultural Council.

Australia’s business community continues to employ significant numbers of skilled and temporary overseas workers, as supported by Australia’s immigration program. on this challenging

topic, we hear from Ms Carla Wilshire of Migration Council Australia and Ms ged kearney of the Australian Council of trade Unions. Additionally, Mr nihal Wickremasinghe of Australian recruiting group discusses opportunities for CALd and overseas workers in rural and regional areas and Ms Lauren Paul of the Australian Association of Social Workers discusses that organisation’s work in relation to skills assessments for overseas social workers.

on the topic of supporting Australians into meaningful employment through employment services, and what the current government is doing in this area, we hear from the Hon. Bill Shorten MP, Minister for Employment and Workplace relations. And Mr Abeselom nega discusses the features of the Job Services Australia model of employment services as it relates to assisting highly disadvantaged CALd job seekers in gaining employment.

this edition also explores the barriers to employment faced by particular groups of CALd people. We hear from dr Irene Bouzo of the Ethnic Communities’ Council of Victoria about the age barriers to work for older CALd Australians. And dr olga Bursian of Monash University provides a keen insight into the barriers to employment faced by CALd women, focusing on the effects of today’s labour market, employment services and visa conditions.

Providing a rich and thorough examination of employment participation for refugees and humanitarian entrants we have an article by Professor graeme Hugo, ArC Australian Professorial Fellow, Professor of the discipline of geography, Environment and Population and director of the Australian Population and Migration research Centre at the University of Adelaide.

Finally, we hear about some positive examples of creating avenues for participation in the business world for disadvantaged groups. We hear from Ms Su Hodge of Lighthouse Business Innovation Centre about that organisation’s role in supporting low income women entrepreneurs to build their own businesses as well as from dr Michelle Evans of the Melbourne Business School who discusses the successes of that school’s MUrrA Indigenous Business Master Class Series in supporting Indigenous business leaders to enhance their business skills.

FECCA knows there is a great deal of work and innovation going on in the space of employment participation and workplace diversity. We hope this edition shows the breadth of the work going on in this area, but we also hope that it sheds light on the challenges still facing CALd Australia in achieving equitable outcomes in employment. n

Australian Mosaic Issue 33 Autumn 20132

From the CEo’s deskdr Loucas nicoloau

Welcome to this autumn issue of Australian Mosaic focusing on employment equality for CALd Australians. there is perhaps no greater single issue facing FECCA’s constituency than equal access to and participation in employment. CALd Australians, like other Australians, are entitled to equal opportunity at the time of recruitment, a work environment free from racism and discrimination and fair opportunities for promotion and participation in decision-making and leadership positions.

Unfortunately, CALd Australians, especially those who have recently arrived in Australia, are vulnerable to under-employment and unemployment. Press reports about illegal working conditions for recent immigrants are particularly concerning to FECCA, but so too are stories of the underemployment of skilled immigrants, recounts of experiences of having reached the ‘glass ceiling’ due to racism and discrimination, the so-called ‘no advantage’ test disqualifying people who arrived in Australia by boat from work, and highly qualified immigrants’

frustrations with slow skills recognition processes.

FECCA considers that promoting employment opportunities for CALd Australians makes sense socially and economically. Appropriate employment is a key pre-requisite to social inclusion and empowerment. It helps people to make valuable connections both socially with individuals and more widely with the society in which they live. Economically, countering under-employment and unemployment can contribute to a wealthier society, enabling taxation revenue to fund better government service delivery. For business, employees’ and decision-makers’ cultural diversity promotes innovation and new ideas, as well as opening new connections and broadening customer bases.

these are the messages that FECCA has been advocating to government in our advocacy activities. For example, FECCA was privileged to meet with the current Minister for Employment and Workplace relations, the Hon Bill Shorten MP, in February 2013 to discuss ideas to increase

CALd Australians’ employment participation. By the time this issue goes to print, FECCA will have produced a set of factsheets aimed at assisting workplaces to gather data about their diversity, talk about diversity, and benefit from diversity, via our Harmony in the Workplace project. I am looking forward to the pilot launch of the factsheets in Harmony Week.

FECCA has recently produced a suite of Issues Briefs including two that specifically focus on employment and many others that touch on the issue from a particular angle such as women, youth or disability. In the lead-up to the 2013 Federal Election, we hope these Briefs will help to ensure that all parties are cognisant of the importance of employment in the context of multicultural Australia.

I thank all contributors for their assistance in helping us to highlight the importance of CALd Australians’ employment participation. Employment is a fitting theme for our Australian Mosaic issue coinciding with Harmony Week and the anniversary of the Un Convention for the Elimination of racial discrimination. to participate fully in Australian society, CALd Australians need equality in the workplace, and workplaces free of racial discrimination. I urge you to join with FECCA in campaigning for these worthwhile goals. n

Appropriate employment is a key pre-requisite to social inclusion and empowerment. It helps people to make valuable connections both socially with individuals and more widely with the society in which they live.


Harmony day: Many stories, one Australia

on 21 March 2013, Australians across the country will come together to celebrate our cultural diversity at Harmony day events. these celebrations coincide with the United nations International day for the Elimination of racial discrimination and seek to promote inclusiveness in Australian society.

the gillard government is a proud supporter of Harmony day which, since its launch, has been celebrated at 50,000 events across schools, childcare centres, community groups, churches and businesses. these organisations have held sporting tournaments, presented films, hosted dances and events, and held A Taste of Harmony events to promote an understanding of our diverse cultural backgrounds.

Australia is a land of diversity. Since 1945, we have welcomed around seven million people from more than 200 countries to our shores. Combined with our rich Indigenous heritage, the diversity of our people continues to shape our identity as a vibrant multicultural nation.

Australia’s cultural diversity is one of our greatest strengths and is at the heart of who we are. We speak about 300 languages, including Indigenous languages, and around 45 per cent of Australians are born overseas or have a parent who was born overseas. We identify with approximately 300 ancestries, with four million Australians speaking a language other than English at home.

there are many ways to celebrate Harmony day

through sport, dance, art, film, music, storytelling, cooking and sharing cultural meals. Harmony day is about community participation, inclusiveness and respect. It is a day where activities and celebrations help people learn and understand how Australians of diverse backgrounds live together.

to encourage celebrations, free Harmony day promotional material is available to those who register events on the Harmony day website. there are also educational resources for teachers and students to celebrate Harmony day in their schools.

to date, around one in three Australians have attended a Harmony day event, with an annual increase in registered Harmony day events for the education and community

Senator the Hon kate Lundy

Senator Kate Lundy is the Minister for Sport, Minister for Multicultural Affairs, and

Minister Assisting for Industry and Innovation.

Kate left school to work as a labourer in the construction industry at the age of 16.

In 1986, the Building Workers Industrial Union employed Kate as an organiser, where

she held elected positions from the age of nineteen. In 1994, Kate became the first

female president of the ACT Trades and Labour Council.

Kate was elected to the Senate representing the Australian Capital Territory in 1996.

At the time, she was the youngest Labor woman to be elected to Federal Parliament. In Opposition, she held

many portfolios including Information Technology, Sport and Recreation, Arts, Manufacturing, Consumer

Affairs, Local Government and Health Promotion.

Kate has a blended family of five children, aged 21, 19, 17, 16 and 11. She is also an active sportswoman and

enjoys playing hockey, soccer and rowing when time permits.


sectors. As more Australians continue to be part of the celebrations, we can further instil the notion that no matter where we come from, everyone belongs.

this year’s theme is Many Stories - one Australia. Each of our 22 million citizens has a unique story to tell, and this is what makes up the chapters of the greater Australian story we share today. By going beyond the cover of the book, we can begin to understand each other’s stories. It is, in essence, developing a dialogue for our cultural consciousness to evolve. As part of this year’s Harmony day, Australians are invited to share their story with each other—in workplaces, on social network sites, at schools or within communities. You may also choose to share your story with all Australians by taking a photo, filming a video, or writing an article. Visit www.harmony.gov.au to find out how.

the work of Harmony day to instil a sense of belonging and inclusiveness in Australian society is extended by the Scanlon Foundation’s initiative, A Taste of Harmony. this initiative is a week-long event which specifically aims to encompass the values of Harmony day within Australian workplaces through food and culture.

during A Taste of Harmony week, workplaces are encouraged to register and host a lunch or other meal. Employees are asked to bring a dish that represents their cultural background or from a culture they might not have tried before. At the event, workers share stories of their culture or ancestry and learn more about the diversity existing in their own workplace.

the aims of A Taste of Harmony and Harmony day are supported by Australian research. A study conducted by the Victorian Equal opportunity and Human rights Commission (VEoHrC), in partnership with deloitte, found that employee innovation levels increased by 83 per cent when they felt included in the workplace.

the report, which surveyed 1550 employees in three major Australian workplaces, also indicated that when diversity is recognised and employees feel included they have a better responsiveness to changing customer needs.

deloitte spokesperson Alec Bashinsky said the results showed the real value of cultural diversity and inclusiveness in workplaces. “the results show that there are clear economic benefits from recognising cultural diversity. By being more inclusive and supporting workplace diversity, you can create an environment where innovation and a different way of thinking are brought to the table by employees with culturally diverse backgrounds,” he said.

For more details on Harmony day and to share your story, visit www.harmony.gov.au.

to take part in A Taste of Harmony, visit www.tasteofharmony.org.au. n

By being more inclusive and supporting workplace diversity, you can create an environment where innovation and a different way of thinking are brought to the table by employees with culturally diverse backgrounds.


Employ outside the Box: the economic imperative for increased participation

despite the global Financial Crisis and a general downturn in conditions across the country, unemployment in Australia remains low and a number of industries still report difficulties in attracting and retaining skilled labour. Following more than a decade of sustained economic growth and record high levels of employment, more than two million Australians receive welfare payments and remain outside of the mainstream workforce. Unemployed and underemployed Australians represent a substantial untapped resource for the Australian business community to meet its future skills and labour needs.

Sustaining Australia’s economic growth and ensuring our future prosperity depends greatly on our ability to supply the Australian business community with the materials it needs to operate productively and prosperously. one of the most important inputs for a business is its workforce.

the supply of skilled overseas labour to meet our domestic skills needs is by no means assured. Australia faces increasing competition from other economies seeking skilled immigrants as well as the economic growth of emerging economies which are often the source countries for skilled immigrants.

Cyclical pressures on the labour market create fluctuations in the supply of labour over time, but in the longer term, Australia will need to maximise the number of people in the workforce to keep pace with an economy set to continue expanding into the foreseeable future. this workforce will have to be smarter and better skilled to cope with changes in operating environments, competitive pressures and economic circumstances.

If Australia as a society is to continue to maintain its relative standard of living, then the productive capacity of the

labour market must rise at least in concert with those of our trade competitors.

Sustained and sustainable economic growth underpins improvement in the standard of living of all Australians. All Australians have a shared responsibility in improving employment participation. Employers can play an important role in shaping this system. While it is not the role of enterprises to employ people at the expense of the capacity of business to compete in the marketplace, employers can help expand employment opportunities and provide pathways into sustainable employment for those currently outside the workforce.

recent research conducted by ACCI into skills shortages identified that there is a need for many industries to look beyond the traditional sources of new recruits (usually school leavers or graduates) and consider non-traditional

Mr Stephen Bolton

Stephen Bolton is the Senior Advisor, Employment, Education and Training with the

Australian Chamber of Commerce and Industry (ACCI). In this position, Stephen plays

a catalytic role in the development of employment, education and training policy and in

representing ACCI views with stakeholders.

Prior to joining ACCI, Stephen worked as the Training Manager for a not-for-profit

training and employment company developing and delivering training to at-risk youth,

Indigenous people and people who are culturally and linguistically diverse. Stephen has

significant experience in the development and implementation of Indigenous engagement projects and has spent

time living and working in the Indigenous communities of Cape York.


sources of skilled labour such as women, immigrants and culturally and linguistically diverse people, mature-age people, people with disabilities and Indigenous Australians, along with up-skilling existing workers.

Increasing the hiring and retention of people from these disadvantaged groups offers considerable benefits to businesses and the economy more broadly. Business has a leading role in driving the policy arena in conjunction with government and the broader community in developing new strategies to address the issue of lifting workforce participation rates. ACCI has undertaken a campaign to increase awareness amongst employers of the benefits people from these groups can bring to their organisations when they Employ Outside the Box.

the Employ Outside the Box initiative is aimed solely at employers and sets out clear quantifiable and qualifiable benefits that they can tap into when they look beyond their traditional sources of labour and hire new staff from one of the many groups of Australians

who traditionally have low employment participation.

the Employ Outside the Box initiative also provides employers with a clear and systematic approach that they can take to examine their workforce needs and strategies and advice on how best to recruit and ultimately retain workers from non-traditional sources of labour.

the barriers faced by people from culturally and linguistically diverse backgrounds in engaging in employment are well documented, as are the benefits to the individual and the broader community that come from employment participation. What is not so well known are the barriers that employers can face in engaging employees from culturally and linguistically diverse backgrounds and the benefits that an employer can gain through diversifying their employment base.

government, community groups and community-based service providers focus solely on the supply side of the equation in employment participation. the catchcry of “employers

need to do more” or “they’re not pulling their weight” often accompanies any campaign to increase the participation of people from culturally and linguistically diverse backgrounds.

Increasing regulation and imposing further bureaucratic burdens on employers will lead to further disengagement and disenchantment of employers in engaging with groups not part of their traditional source of labour. the better approach is to expand non-regulatory programs aimed at raising workforce participation—such as ACCI’s Employ Outside the Box initiative.

Presenting a positive message that extolls the benefits that can come with employing a person from a culturally and linguistically diverse background, along with information and advice on how to make the connections and where to access assistance, supported by identified employer “champions” who can sell the message about the benefits, will engage with employers and build an enthusiasm for engagement that no amount of regulation could achieve.


Key benefits for employers for diversifying their employment base

While the benefits of engagement in work for the individual and for the nation more broadly are well documented, the benefits to the employer are less so. Benefits for the individual, such as increased financial independence, greater confidence, improved health and increased community awareness, and benefits for the nation in reduced reliance on welfare, improved community health and higher tax earnings do not immediately translate to increased sales or greater productivity for the business community.

there are very clear and very real and tangible benefits to the employer for employing people outside the workforce other than simply being good corporate citizens.

• Creating a competitive advantage—research has shown that for businesses seeking a competitive advantage over rival businesses, focusing on diversity is an effective way to become product or service innovators.

• Securing your future workforce—the future labour market is likely to be characterised by considerable competition between employers seeking workers rather than the competition for workers seeking jobs; diverse employment practices

can help overcome skills and labour shortages in a tight employment market.

• Being an employer of choice—diversifying your employment base can help the business be seen as an employer of choice, a company that people WAnt to work for. there are also awards and recognition schemes that recognise employers’ commitment to diversity.

• Growing the skills of your current employees—diversifying your employment base can open opportunities for existing workers to upskill into higher level positions or to act as trainers and mentors for new employees.

• Meeting legal obligations—all employers and service providers are obliged to comply with national and state anti-discrimination legislation.

• Managing risks—you are less likely to receive a complaint of discrimination if you take active steps to comply with anti-discrimination legislation and substantive equality principles.

The path forward

ACCI considers that a broader strategy for promoting engagement and participation is needed. there have been fragmented approaches to

promoting employment for those outside the workforce based on the various categories of equity groups. ACCI believes that a single comprehensive strategy based on a few high level initiatives should be developed to promote increase increased participation. Initiatives could include:

• targeted industry campaigns;

• broad communications to employers and the community; and

• welfare reforms and enhanced mutual obligation requirements.

these high level initiatives would umbrella lower level targeted strategies such as specific skills development, corporate champions projects, targeted marketing campaigns, employer incentives and other reforms to promote participation.

Australian industry, in the main, needs to be convinced of the economic merit of adopting diverse employment practices. there has to be a positive business case, primarily for the individual enterprise and also more broadly for the economy. Many employers feel that they alone should not shoulder the entire burden of lifting workforce participation. ACCI believes that access to training, government support and incentives should be available to support businesses looking to diversify their employment base. n

Further information on the ACCI Employ outside the Box initiative can be found on the ACCI website at http://www.acci.asn.au/Research-and-Publications/Publications/Employ-Outside-the-Box.

Research has shown that for businesses seeking a competitive advantage over rival businesses, focusing on diversity is an effective way to become product or service innovators.


diversity and Inclusion at telstra: An intercultural perspective

At telstra, diversity includes differences that relate to background and life experience, communication styles, interpersonal skills, education, functional expertise and problem solving skills. We also take into account the value of differences in gender, age, ethnicity, disability, sexual orientation and cultural background.

Having a diverse range of employees better enables telstra to provide the best service to our customers. It enables us to foster greater innovation, stronger problem solving capability, greater customer connection, and increased morale, motivation and engagement. We see that our focus on ‘inclusion’ must embrace our customers, the community, our business partners and the entire telstra team—all these groups are closely inter-related. We keep our efforts in these areas closely aligned, and

this work is supported through the oversight of a diversity Council, which has existed at telstra since 2006. Currently, telstra’s CEo Leadership team convenes as the telstra diversity Council on a quarterly basis. this group is chaired by the CEo.

diversity and inclusion at telstra are business imperatives within an approach that is based on three strategic pillars:

• our customers—to leverage diversity as a business driver;

• our communities—to be a leader in diversity and inclusion in the broader community; and

• our people—to attract, recruit, engage and retain diverse talent, and embed inclusive practices within each part of telstra’s employee life-cycle.

telstra’s diversity and inclusion framework is based on a number of core principles, including meritocracy, fairness and equality, and contribution to commercial success. diversity is everyone’s business at telstra—it is a part of who we are.

Aboriginal and Torres Strait Islander Diversity

our context for cultural diversity, including Aboriginal and torres Strait Islander diversity, obviously exists within the broader community context of the Australian landscape, and within a long history of commitment and action at telstra.

our work in relation to Aboriginal and torres Strait Islander diversity is contained and described within our reconciliation Action

Mr troy roderick

Troy Roderick has worked for more than 15 years leading whole-systems approaches

to organisational change, with a specific focus on diversity and inclusion.

Troy’s work includes the introduction of equal employment opportunity principles

across the Queensland local government system and the improvement of Aboriginal

employment in the New South Wales public sector. Troy’s background also

encompasses corporate planning, ethics, learning, and corporate performance reporting.

Troy has held senior roles in corporate and organisational development in various

organisations, and has consulted for many local governments.

Troy currently leads Telstra’s Diversity and Inclusion function, focused on embedding inclusive practice in

everyday business for Telstra’s customers, communities and people. Troy’s work in this space has been

recognised with the: 2010 Catalyst Award for Gender Diversity; 2011 Australian HR Award for Best Workplace

Diversity Strategy; and 2012 Australian HR Institute Awards for Gender Equity (Winner), HR Champion (Winner)

and Disability Employment (Finalist).


Plan 2011-14. the objectives of this plan are to:

• provide affordable, innovative and accessible products and services that improve the lives of our Indigenous customers;

• use our information and communication technologies to invest in, support and create opportunities for Indigenous communities; and

• improve telstra’s attraction, recruitment, engagement and retention of Indigenous employees.

Highlights of our most recent work in this area include:

• completion of the AdSL2+ (high speed internet) upgrades in four remote Indigenous communities and 15 islands in the torres Strait. We also developed simplified calling cards for use in payphones in remote communities, with calls to the hotline for Indigenous customers increasing by six per cent from 2011;

• telstra Foundation support for five Indigenous community projects with $1.4 million in funding, including the Cathy Freeman Foundation’s Palm Island Early Learning Program; and

• development of our specific Indigenous employment brand and completion of an Indigenous Employment Plan which was endorsed by the Australian government department of Education, Employment and Workplace relations. As part of this Plan, telstra completed a feasibility study that identifies opportunities to increase Indigenous career pathways and job readiness. telstra’s

Indigenous Employment Plan outlines how it will achieve this through traineeships, cadetships and graduate recruitment, among other approaches.

Other Cultural Diversity

According to PwC’s 15th Annual global CEo Survey 2012, talent constraints have hampered innovation at 31 per cent of companies, and only 30 per cent of CEos express confidence that they will have access to the talent needed to execute their company’s strategy. one in four CEos said they were unable to pursue a market opportunity or have had to cancel or delay a strategic initiative because of talent challenges. one in three is concerned that skills shortages will impact their company’s ability to innovate effectively.

this links directly with the challenge that business faces in creating cultures that are fully inclusive and therefore attractive to the diverse range of people they need to be successful. the Australian government’s White Paper on Australia in the Asian Century is also relevant here. Its call to Australian organisations to develop more Asia-capable leaders, workplaces and institutions resonates for organisations as well as on a more macro level for Australia.

our Chairman, Catherine Livingstone, who was on the Advisory Panel for the White Paper on Australia in the Asian Century, has highlighted further expansion into Asia as one of telstra’s critical strategic priorities, and so the imperative of intercultural competence and diversity is increasingly important for our success as a business and in

continuing to serve the needs of diverse customers.

this critical aspect of our success is a driving force for telstra in making sure that our recruitment activities are inclusive, our people are supported in their performance and development, and telstra is seen as a place where anyone who wants to perform well in their chosen field can do so and where diversity of whatever type is of value in our business.

telstra is a company that has a values-based culture, focused on inclusion. our next steps in the more inclusive integration of cultural diversity within telstra include:

• signing on as a supporter of the Australian Human rights Commission’s Racism. It Stops with Me campaign, along with other Australian businesses;

• working with our culturally diverse employees to more closely connect with telstra customers from diverse cultural backgrounds in the way we market and provide our products and services;

• continuing to make sure that all our leaders practice inclusion in the way they lead, including support for cultural leave and flexibility; and

• being involved in the work of diversity Council Australia’s Capitalising on Culture: A National Survey of Australian Business Leaders, which is underway later this year.

Like every company, we are on a journey and we are clear about our diversity goals and expectations—but we have a long way to go to become the truly inclusive company we aspire to be. n


Capitalising on Culture: An opportunity not to be missed

today’s organisations face a myriad of challenges, not the least of which is attracting and retaining good people. Skill shortages, global labour market competition and an ageing population intensify the pressure on businesses in a climate of economic uncertainty.

But there are opportunities. Asia will not only be the world’s largest producer of goods and services, it will also be the world’s largest consumer of them. It is already the most populous region in the world. In future, it will also be home to the majority of the world’s middle class.

In 2010, Australian exports to Asia were worth more than $175 billion. the proportion of Australia’s total exports going to Asia has increased from 50 per cent just five years ago to 63 per cent last year. they now account for more than 13 per cent of Australia’s gross domestic Product. Already seven of Australia’s top ten trading partners are in Asia.

Australian industry is located in the right place at the right time and businesses with workforce profiles characterised by cultural diversity, intercultural capability, international experience and a global mindset are well positioned to capitalise on this shift.

Seizing the opportunity

our diverse population and workforce can provide business with important skills and knowledge. nurturing and harnessing the cultural diversity of employees enhances an organisation’s business and reputation. It broadens links with the community including potential new markets. It provides business, cultural and linguistic contacts and skills for international trade and it creates a reputation of being more welcoming and attractive to a broader section of customers, suppliers and staff.

this is backed up by research that shows clear economic benefits for cultural diversity.

• Companies with high executive and board diversity had returns on equity (roE) an average of 53 per cent higher than those with low levels of diversity, and earnings before interest and tax (EBIt) margins 14 per cent higher.

• diverse teams (properly managed and trained) are better able to solve complex problems. one study of 28 teams found those that were heterogeneous solved complex tasks better than the homogeneous teams. they noted that the diverse teams exhibited a higher level of creativity and a broader thought process.

• diverse perspectives also lead to innovation. Companies that drive innovation by leveraging the ideas and knowledge of their employees meet product revenue targets 46 per cent more often and product launch dates 47 per cent more often than industry peers.

Ms nareen Young

As Chief Executive Officer of Diversity Council Australia since 2007, Nareen Young has

transformed the organisation into a flourishing independent, not-for-profit workplace

diversity advisor to business, providing members with a wealth of knowledge, research

and expertise, and achieving substantial growth in membership and public profile.

Nareen was named by prominent news and lifestyle website, Daily Life, as one of the

20 most influential female voices in Australia and by the Financial Review and Westpac

Group as one of 100 Women of Influence, receiving the top honour in the diversity

category. For more information on Diversity Council Australia, visit www.dca.org.au.


Australian businesses are aware of the importance of the Asian market. Some 56 per cent of businesses surveyed in a recent Australian Industry group/Asialink survey with current dealings in or with Asia indicated that at least one of their Asian operations is ‘highly important’ or ‘extremely important’. Moreover, just on half of businesses surveyed plan to start or expand their businesses in Asia within 12 months.

diversity Council Australia’s work in this area, however, suggests that many Australian organisations are yet to really begin capitalising on culture.

the focus of diversity programs in Australia is very much on gender. this has (rightly)

received a lot of energy and attention in corporate Australia, driven by growing regulatory and community expectations of greater progress in this area. However, there has been little or no consideration of cultural diversity at senior levels, apart from a progressive minority of organisations who are well advanced in their diversity strategies.

there is also a lack of understanding of the business case for cultural diversity and what organisations need to do about it. And many organisations fail to make the link between the cultural diversity of their staff and broader business goals such as accessing new markets, building customer relationships and innovation.

the risk is that we will miss out on opportunities, both at the organisation level and in the wider economy.

‘Counting’ culture a first step

While we know the level of female representation on boards and at the executive level, the degree of cultural diversity at these levels in Australia is unknown, although a cursory view of the annual reports of major organisations paints a very white Anglo-Saxon picture.

this is why, for the first time ever in Australia, diversity Council Australia will be surveying the leadership of large ASX-listed organisations about their cultural background, global experience and their views on their organisation’s capacity to capitalise on cultural diversity.

Called Capitalising on Culture: A National Survey of Australian Business Leaders, the research will provide Australian organisations with invaluable, never before seen data which will enable better analysis and decision making

Many organisations fail to make the link between the cultural diversity of their staff and broader business goals such as accessing new markets, building customer relationships and innovation.


about what needs to be done to equip organisations to face the talent and innovation challenge.

the survey is sponsored by PwC, the Australian government department of Immigration and Citizenship and AnZ, supported by IBM, and has the endorsement of the Australian government’s Australian Multicultural Council.

to be conducted in the first half of 2013, it will measure:

1. cultural background and identity, to understand how leaders interpret and identify with their culture and ethnicity—we recognise all executives have a cultural identity, not just those born or raised overseas;

2. global and multilingual experience, to demonstrate executives’ proficiency in this regard and the benefits this can bring to Australian industry;

3. organisational practice, to understand executives’ views on their organisations’ capacity to capitalise on cultural diversity; and

4. demographics, to assist with generating benchmarking data for a particular industry and for particular roles (e.g. board chairs, CEos etc.).

We are conducting this survey because we strongly believe that leveraging difference—including cultural diversity and different perspectives—is critical for innovation and growth—and therefore for pursuing future

market opportunities. the results will also empower organisations to develop strategies to better reflect customers in local and global markets in which they operate or plan to operate in the future.

Breaking down cultural barriers at work

Leading employers are already taking a sophisticated approach to cultural diversity. they understand that diversity, by itself, is not enough. It must be accompanied by an organisational culture that genuinely welcomes, values, and leverages the advantages of diversity and inter-cultural capability. this means not simply assimilating diverse employees into the culture of your organisation but enabling their differences to flourish, complement each other, and be put to work.

diversity Council Australia is proud to support A Taste of Harmony, which celebrates diversity in Australian workplaces by encouraging colleagues to share food and stories from different cultural backgrounds. this week-long event from 18-24 March 2013 is Australia’s biggest celebration of cultural diversity in the workplace.

diversity Council Australia encourages all organisations to take part in this simple celebration as a first step towards embracing cultural difference.

We believe the findings of our Capitalising on Culture research will represent a big leap forward in understanding how Australian business can harness the opportunities of cultural diversity – for the benefit of all. n

We believe the findings of our Capitalising on Culture research will represent a big leap forward in understanding how Australian business can harness the opportunities of cultural diversity – for the benefit of all.


diversity and Equity in the Modern Workplace

When eminent Australian businessman, Mr Frank Lowy AC delivered the inaugural Australian Multicultural Council (AMC) lecture last year, it was clear that employment had played a critical role in his remarkable journey. As one of the seven million post-war immigrants and refugees who have helped build the prosperous nation we are today, the Australian labour market offered Frank Lowy his start in business but also an entrée into the wider community.

recalling his first Australian job in a basement tool factory, Mr Lowy spoke of the ready acceptance afforded him by his fellow factory workers and of the access later jobs gave him to Australians from all walks of life.

He reminded us of the sense of self-worth and economic wellbeing that comes from

gainful employment but also of the rich social connections that are forged during an individual’s working life.

Work—participating in employment, in voluntary work and in family and caring—is part of the government’s social inclusion agenda. Successful settlement and workplace participation outcomes for our new arrivals are also critical for the long term success of a multicultural and cohesive society.

Since the government established the Council in August 2011, we have taken a keen interest in these issues, particularly as they relate to improved coordination of government service delivery to those eligible, including Australia’s temporary residents. As a member of the Access and Equity Inquiry Panel that looked into the way Access and Equity is implemented,

and which submitted its findings and recommendations to government in June last year, I am pleased that the government is taking steps to reinvigorate its Access and Equity policy. the Council looks forward to playing a leadership role with government departments and agencies to ensure that Australian government programs, policies and services are responsive to the needs of Australians from culturally and linguistically diverse backgrounds.

Multicultural Access and Equity principles guide much of the Council’s contributions to public policy debates. We have advocated for increased settlement and employment support for humanitarian entrants and have also raised concerns about protections and support for temporary migrants1—a group whose

Judge rauf Soulio

Judge Rauf Soulio is the Chair of the Australian Multicultural Council (AMC) an

independent body established to advise the Government on multicultural affairs

policy. The AMC was officially launched by the Prime Minister, the Hon Julia Gillard MP,

on 22 August 2011. The AMC’s priorities are to:

• actasanindependentchampionofourmulticulturalnation;

• haveaformalroleinastrengthenedaccessandequitystrategy;

• havearesearchadvisoryrolearoundmulticulturalpolicy;

• assistwithculturaldiversitycelebrationsandHarmonyDayactivities;and

• implementthePeopleofAustraliaAmbassadorProgram.

1 The terms ‘immigrant’ and ‘immigration’ are used throughout FECCA publications to refer to people who travel between countries for a range of reasons, often with the intention to live permanently in the destination country. The terms ‘migrant’ and ‘migration’ are only used in this publication where authors have specifically made reference to the status and actions of people who clearly come to Australia on a temporary basis for work and who intend to leave the country at a later stage.


support needs are often overlooked but who nevertheless contribute much to the vibrancy of our nation. While temporary migrants may have some ability to participate in Australian society, they do not necessarily enjoy the same privileges as longer-term residents.

We will also be taking a keen interest as the government contemplates its employment services policy for 2015 and beyond—working with like-minded organisations such as FECCA and Migration Council Australia, and consulting with organisations such as the Settlement Council of Australia, to ensure the needs and interests of multicultural Australia are given proper consideration.

As we enter the final year of our current term, the AMC is very keen to see more work done with Australian businesses to better appreciate and harness the benefits of a culturally diverse workforce. to that end, the Council is pleased to endorse a new research project Capitalising On Culture Amongst Australian Leaders: An ASX200 Survey being conducted by diversity Council Australia in partnership with PwC, AnZ and the Australian government department of Immigration and Citizenship. designed to capture the culturally diverse profile and intercultural capabilities at board

and senior executive levels of ASX200 companies, the Council is hopeful this new research will help steer a national conversation about the business case for better managing diversity in the workforce.

on 15 March 2013, the Council will be hosting the inaugural AMC roundtable in Melbourne to draw some of these themes together. designed to promote a dialogue about the economic opportunities and challenges in managing diversity and immigration, the roundtable will explore themes including ‘temporary labour migration and a socially cohesive Australia’, ‘does cultural diversity create economic benefits?’ and ‘An Inclusive Workplace Culture – how do we get there?’.

the Council hopes the roundtable will encourage reflection on the social impact of changing patterns of immigration on the Australian model of multiculturalism and inform the AMC’s deliberations as an advisory body to government.

As we approach the International day for the Elimination of racial discrimination on 21 March 2013, and the local Harmony day celebrations timed to coincide with this day, it is timely to reflect on the structural barrier of racism that still exists in some of our workplaces as well as in the broader community. As a proud partner in the national Anti-racism Partnership and Strategy, the Council is strongly supportive of the tagline from the Anti-racism Campaign—Racism. It Stops with Me. We all need to examine and speak about the unconscious bias around race, and the impact that has on social cohesion. n

The Council hopes the roundtable will encourage reflection on the social impact of changing patterns of immigration on the Australian model of multiculturalism and inform the AMC’s deliberations as an advisory body to Government.


Employment and the Immigration Program: A changing story

the last decade has seen a quiet revolution in the way Australia manages immigration. the program has outgrown its origins as a crude population policy and has become a sophisticated labour market instrument in the economic toolkit available to government. three reforms have driven this transformation.

Firstly, the permanent immigration program has shifted in composition from less than a third to more than two thirds skilled immigration. Much more rigor has been placed around the points test process and the composition of the critical skills list. this has helped to ensure the program is both calibrated to address skills shortages and responsive to emerging trends. In essence, the time lag between the identification of a skills deficit and a change to the program has shortened.

Secondly, the immigration program is moving towards a demand driven model. Where once the permanent immigration program was set

solely by the state, some of the decision making process has been devolved down to the firm level. A section of the intake is now determined directly by the choices of individual companies bidding for specific individuals. to facilitate this, the Australian government department of Immigration and Citizenship (dIAC) has constructed a sophisticated process, SkillSelect. the site collects expressions of interest from potential immigrants, recording their skills and experience for employers to peruse.

While employer nomination only accounts for 36.5 per cent of the skilled immigration program, its usage has grown. this growth has, in turn, created a program that is not only more responsive to macro labour market trends, but is able to address the specific workforce needs of particular firms.

thirdly, the last ten years have seen an explosion in the growth of temporary migration. nearly five per cent

of Australia’s labour force is now on a temporary visa. this includes students, working holidaymakers and short stay business visas (457 visas). While the labour market contribution of students and working holidaymakers is considerable, employment is incidental to the purpose of travel. By contrast, the 457 visa program is a purpose built labour market policy tool and part of a new era of people movement management.

As at october 2012, there were a total of 101,970 immigrants who were working for employers on 457 visas. temporary visas are increasing in importance vis à vis the permanent immigration program as the solution to skill shortages and vacancies. the 457 program is, in effect, a vocational skills program with the added benefit of time compression. Within a matter of weeks critical skills, training deficits and workplace needs can be rectified. Put another way, temporary migration

Ms Carla Wilshire

Carla Wilshire is CEO of the Migration Council Australia. The MCA is an independent

national organisation set up to provide policy advice in relation to migration and

advocate for the needs of new migrants.


has become an automatic relief valve, cushioning the relationship between labour market needs and the time lag inherent to the permanent immigration program. Surges in skilled labour requirements or dips in economic activity see numbers of temporary workers ebb and flow.

the program is also critical to maintaining our position as a regional hub, and particularly in boosting our capacity in the high skill service sectors. As globalisation pushes each state towards a greater degree of economic and industry specialisation, flexibility and the ability to rapidly upscale capacity are highly prized. Industries such as mining and construction, as well as health care, It and financial services are increasingly relying on this niche method of recruitment to fill skilled vacancies.

Moreover, these migrants make an important and oft-overlooked fiscal contribution to Australia. research suggests that each temporary migrant makes a net fiscal contribution of up to $30,000 per annum. this is considerable given 457s are not entitled to the normal spectrum of government services provided to new immigrants, including settlement support.

the vast majority of temporary migrants who come to Australia to work have opportunities to become permanent residents and

future citizens and more than half stay. Indeed, the temporary program is feeding employer nomination in the skilled program. that is to say, 457 visa holders typically reside in Australia for long periods of time and form the foundation of our next generation of permanent immigrants. this fact changes the dynamic of how and why people immigrate to Australia and has created a ‘two-step migration’ process.

Moreover, temporary migrants do not come alone. nearly half the program is comprised of dependants (spouses and children). Many spouses are from non-English speaking backgrounds and significant proportions have little or no skills, making them a particularly vulnerable group. While spouses enjoy full work rights, there are no employment support services offered and very few safeguards to ensure adequate protections.

Further, primary visa holders are themselves subject to difficult measures if their employment ceases: 28 days to either find new employment or leave the country. the devolution from the state as decision maker to the firm as guarantor creates a power imbalance between employer and employee. As was seen in the mid-2000s, this can create conditions of exploitation. In perhaps the best-known example, one chef

from the Philippines claimed to have been subject to a forced deportation by his employer after speaking out about underpayment and employment conditions.

the challenges of temporary migration are twofold. How do you ensure safety nets in a system where, by its very nature, every moment of time spent in Australia is wholly dependent on the impulses of the employer? And secondly, how does the state deal with population flows that are less than permanent and more than fleeting?

these are important questions and require a re-examination of the social impact of the changing nature of immigration and particularly the impact of temporary flows.

My view is that the rise of temporary migration requires a review of the criteria that determine entitlements to services. Ensuring safety nets and increasing participation does not just benefit the recipient; the provision of services affects the broader social setting. In a world where people movements are accelerating and where prosperity is tied to facilitating movement, Australia will need to reflect further on how we deliver services and to whom.

Immigration has always been key to Australia’s population policy but increasingly it is central to our economic prospects. As such there is a constant need to re-evaluate and to reform, not just the program, but also the relationship of the state to those who come to contribute. n

Immigration has always been key to Australia’s population policy but increasingly it is central to our economic prospects.


the Foundations of a Skilled Immigration Program: the union perspective

Immigration is an integral part of the Australian story. Spanning from the days of the 1850s gold rushes to the populate or perish inspired immigration boom of the post-war years and through to the current era, immigrants to this country have brought with them a rich combination of culture, language, and values that together make up the diverse, vibrant, multicultural society we are today.

Australia has been a beacon of hope for generations of immigrants, drawn to our shores by economic opportunity, social and political cohesion, and the Australian spirit of tolerance and egalitarianism.

through their skills, hard work and initiative, immigrants have also played a crucial role in building the nation, the Snowy Mountains Scheme being just one oft-cited example.

the Australian Council of trade Unions, alongside its affiliated unions, is a longstanding

supporter of a strong, diverse and non-discriminatory skilled immigration program.

We recognise the invaluable contribution immigrants have made and continue to make to Australia’s social, cultural and economic life and the benefits they themselves have in turn enjoyed. Surveys of the immigrant experience highlight the strong labour market outcomes enjoyed by immigrants, with employment and participation rates well above the national average.

today, nearly 50 per cent of Australians are either born overseas or have an overseas parent. We are particularly proud of the fact that union membership reflects this diversity, with tens of thousands of our members across the country being immigrants themselves or coming from immigrant backgrounds. In many cases, active participants in Australian unionism have come from nations where workers’ rights are not so free.

Against the backdrop of this success story and our overall support for the skilled immigration program, Australian unions will continue to question and challenge those elements of the program that do not operate in the best interests of our members and immigrant workers themselves.

We saw this quite publicly last year when unions strongly opposed the introduction of the government’s first Enterprise Migration Agreement (EMA) for gina rinehart’s roy Hill iron ore project in the Pilbara.

It has also been evident in the years of concerted campaigning and lobbying by unions to address and rectify the flaws of the temporary 457 visa program, which allows Australian employers to sponsor overseas workers on a temporary basis for up to four years.

our position on EMAs and the broader temporary 457 visa program is not anti-immigration as it is

Ms ged kearney

Gerardine (Ged) Kearney is President of the Australian Council of Trade Unions.

She was elected in mid-2010 and re-elected to a full three year term in May last

year. Ged entered the workforce as a registered nurse in 1985 and prior to her

current position was Federal Secretary of the Australian Nursing Federation.


perhaps sometimes inaccurately portrayed. Australian unions have no truck with those who seek to introduce an element of anti-foreigner sentiment into the debate.

We accept that there will be some role for temporary skilled migration to meet pressing skill needs of industry and the economy.

However, before we can support EMAs and the engagement of temporary 457 visa workers, unions must be satisfied that employers have first made every effort to fill positions locally, that concrete measures are in place to employ and train locally in future, and the employment of 457 visa workers will not undercut the wages and conditions of Australian workers (both citizens and permanent residents).

this is why unions pushed so hard for the introduction of a Jobs Board for the resources sector that can assist in matching available workers with available jobs, and which employers in the sector must use before they can turn to temporary overseas labour.

Unions believe that labour market testing requirements such as this must be implemented for all elements of the skilled immigration program to ensure that overseas workers are not brought to Australia where there is labour available locally or where employers could adequately train local workers to perform the job. Employers should not be let off the hook simply because it is easier and more convenient to bring in overseas workers than invest in training.

According to a report in the news Limited Sunday papers recently, nearly 5000 temporary skilled work 457 visas were granted to carpenters, electricians, tilers, plumbers, scaffolders, cooks and other “trades occupations” in the four months to the end of october 2012—an increase of 57.2 per cent over the same period in 2011, at a time when many skilled construction workers are looking for work with 68,000 jobs lost in construction over the past year. In the same four month period, the Australian government department of Immigration and Citizenship prosecuted 134 companies for rorting 457 visa laws, almost the same number as the entire previous 12 months.

now we even have the accommodation and tourism industry claiming they need access to 457 visas to employ staff to clean rooms or work in kitchens. this is part of an increasing push from employers to extend the 457 visa program into semi-skilled and unskilled positions, and will be vigorously resisted by unions. overseas workers in these positions will be even more vulnerable to unscrupulous employers as they often have lower English language skills and no bargaining power.

Before engaging temporary workers from overseas, we

need policy settings that ensure employers are actively seeking participation in the workforce from groups currently under-represented or cut off from the labour market, including Aboriginal and torres Strait Islander peoples, older workers, workers with disabilities, unemployed job-seekers, women returning to the workforce, and refugees and asylum seekers.

our view too has always been that where skilled immigration is required to address genuine skill needs that cannot be met domestically, this should be done predominantly through permanent skilled immigration where people enter Australia independently.

Permanent immigration has very much been the basis for the success story referred to above. However, in recent years the focus has shifted with the mantra of ‘demand-driven’ sponsored immigration increasingly holding sway in Canberra. this is only likely to increase if the Coalition are elected, as opposition Leader tony Abbott has said he views the 457 visa program as the ‘mainstay’ of the skilled immigration program.

this is a trend we believe effectively outsources decisions about our immigration intake to employers and their short-term needs over the national interest and a long-term vision for Australia’s economy and society.

Our view too has always been that where skilled immigration is required to address genuine skill needs that cannot be met domestically, this should be done predominantly through permanent skilled immigration where people enter Australia independently.


our preference for permanent over temporary migration recognises that permanent immigrants provide a more stable source of skilled workers with a greater stake in Australia’s future and in all aspects of Australian community life. With permanent residency, immigrants are also less susceptible to exploitation and are more secure in their jobs.

our preference for independent over employer-sponsored immigration recognises the risks that are inherent in temporary employer-sponsored visas where workers are tied to their sponsoring employer. In these circumstances the risk of exploitation is much greater as overseas workers are less prepared to speak out if they are underpaid, denied their entitlements, or otherwise treated poorly, a problem identified by the 2008 deegan report into the 457 visa program.

It was the deegan report into the 457 visa program that first helped to highlight the great potential for exploitation that exists when temporary overseas workers

have permanent residency as their goal. numerous examples were reported of workers being underpaid or not paid overtime, working longer or more days than their local counterparts, having limited access to sick leave, and being subject to instant dismissal.

Unions continue to uncover such cases. A recent example of this involved several 457 visa workers on a construction site who rejected a backdated enterprise bargaining agreement pay increase because they were ‘happy’ with their current situation. this decision was linked clearly to their overwhelming desire to get permanent residency sponsorship from their employer. In pursuing this goal, they were being denied their proper entitlements and making themselves more attractive to unscrupulous employers looking to cut costs. this then had the added effect of undermining the position of existing Australian workers and job seekers.

to its credit, the Labor government in 2009 did introduce reforms that removed

the worst excesses of the 457 visa program as it operated. these included the introduction of a market rates regime and improved English language requirements. However, more, in our view, needs to be done to improve the fairness and integrity of the 457 visa program and offshoots such as EMAs.

Last year, I was appointed to the Ministerial Advisory Council on Skilled Migration, chaired by Michael Easson and reporting to Minister Chris Bowen. this provides a forum for government, unions and employers to come together on these issues. Unions remain hopeful this group can help push through much needed integrity reforms.

In the meantime, we are proud that modern Australia is an ethnically diverse and vibrant society thanks to the contribution of generations of immigrants, but we will not shirk from publicly advocating a skilled immigration program that is based on the principles of independent and permanent settlement, decent work, secure jobs and rights at work. n


457 and rSMS Visas and CALd Communities: Successes, problems and prospects in regional areas

When a journalist from The Australian newspaper found three Sri Lankan chefs working in an outback Queensland town, she decided to follow up on the story. one of the chefs had arrived to help the hotel that had been looking for a new chef for two years. the other two were welcomed to a business that had also been searching for one year. It was due to this story that I now have the opportunity to tell you more about recruiting people for the regional Sponsored Migration Scheme (rSMS) and Business (Long Stay) Subclass 457 visas. this is now called the temporary Work (Skilled) Subclass 457 visa. As a recruiter, my job is to find the right person for a particular position from a pool of applicants. the increase in the labour demands for the mining and liquefied natural gas (Lng) sector has drawn people from the regional towns

in WA, QLd and northern nSW. Consequently there have been a high number of skilled workers required in the towns in these states. However, the pool of skilled workers from which to recruit for these extra jobs has not increased. Mining and Lng projects have the capacity to pay above award wages and workers tend to take this opportunity to make the big money. Skilled workers from the cities get involved via FIFo (Fly In Fly out) jobs and locals leave their jobs and join them via dIdo (drive In drive out) jobs.

Since workers are required in rural areas, the ones who are missing out are the small to medium businesses that require these same skilled workers. However, they do not have the capacity to pay what the mines pay. In order to continue their business, they have to employ less skilled workers or pay a

higher rate that is closer to what the mines pay—if they do this they might not be able to operate their business as a profitable and ongoing entity. one of the options is to import skilled labour from overseas. Australia has a long history of using foreign labour for major infrastructure projects. the Snowy Mountains Hydro Scheme and the Sydney Harbour Bridge are two examples where Italian and greek immigrants were used. Currently, there are over ten Lng, mining and infrastructure projects with minimum investments of $5 billion or more going into construction or production. these include gorgon Lng; Ichthys Lng; SIno iron project; and Cape Lambert Port and rail project.

today’s labour market is competitive. there are shortages in certain skills but there is

Mr nihal Wickremasinghe

Nihal is a graduate of the Queensland University of Technology, possessing a Bachelor

of International Business, Banking and Finance. Nihal also has a Diploma in Human

Resources Management and a Diploma in Business (Marketing) from Southbank

Institute. He is an old boy of St Laurence’s College, South Brisbane and Royal College,

Colombo Sri Lanka.

Nihal first came to Australia as an exchange student with AFS International Intercultural

Exchange Programme. Since his return to Australia to study, Nihal has worked at the

Sheraton Brisbane Hotel & Towers, Hilton Brisbane and Suncorp Bank Foreign Currency Division.

As a recruiter, Nihal has over seven years’ experience with Australian Recruiting Group and has been a

consultant to Help Employment Services, a not for profit organisation that provides employment services.

Nihal has a keen interest in CALD communities, Indigenous education and employment, and immigration. Nihal

is working with a number of community groups assisting them to find employment.


an oversupply of candidates in other professions and in unskilled labour. In recent years it has been the volatility of the resource sector that has created the demand or the oversupply of certain trades. For instance, early to mid-last year we were desperate for boilermakers, welders and diesel fitters. All these jobs were at the mines or at mining services providers. However, due to the slowdown and postponement of certain mining projects towards the end of last year, we now tend to have an oversupply of welders, boilermakers and diesel fitters in some regions. our labour hire numbers to mining services have halved compared to mid-last year. then again, we are yet to see the requirements for the projects mentioned above in Lng, mining and infrastructure later this year. It has started to pick up again as I write this article.

In accounting, It and engineering, we have seen a high number of job seekers. there are not many jobs for the job seekers out there. there are a lot of graduates as well as people from culturally and linguistically diverse (CALd) backgrounds who are among the job seekers. Further, we are seeing the same in unskilled labour. there are more job seekers than jobs available in manufacturing, warehousing, retail and in construction as well. these sectors have been the easiest to find work opportunities for people from CALd backgrounds at early stages of their lives in Australia.

However, we are finding it difficult to find experienced automotive technicians, including diesel mechanics, panel beaters, spray painters,

service advisors, specialist welders, experienced electrical engineers etc.

Job seekers from CALd backgrounds have to compete with others in the job market. As I mentioned it is a very competitive market out there and you have to be able to outshine the others to get the job. Whether you are from a CALd background or not, a job seeker must convince the potential employer of why they should hire you and not anyone else. there are number of key elements that job seekers must follow at different stages.

• Clear communication: Initially through your resume, you must clearly state your qualifications and work experience, including a brief on the organisations at which you have worked. If your work experience is overseas, the local employers may not know the company at all. It could be a similar company to your potential employer but you have to let them know.

• It doesn’t matter whether you have an accent or not; one must convey messages clearly and precisely. Most of the employers are not worried about whether you are from a CALd background or not. What they are generally looking for is the right person for the job. In general, there is a phone interview before you attend a face-to-face interview. It is very important that you clearly answer the questions and confirm what is given in the resume and explain more if necessary.

• If you have a name that is hard to pronounce, you may show how it is pronounced or, if you have a nickname that is easy to pronounce, then use it in the resume and in your communications. this will put the employer at ease when pronouncing your name. difficult names can be a deterrent for some employers.

• Present yourself well at the interview. Make sure you dress appropriately. Be business like.

• Be flexible with work options; accept a part-time/casual or contract if you cannot get a full time position. then you can show why the employer should keep you through your performance.

• Learn as much as possible about the work culture of the business. due to the higher wages in Australia, employees must be highly productive, especially in engineering, manufacturing and the service sector, so efficiency is the key. Some newly arrived people of CALd backgrounds might find it hard to adjust initially if they come from a country where there was low productivity but a high number of staff due to low wages.

• In certain professions such as engineering, architecture, project management etc., you must be able to manage your own work load including general communication, and liaising with internal and external partners in the projects without the help of assistants, secretaries etc.

As far as the immigrant intake and work visas are concerned, we find a number of issues that are relevant to recruitment.


457 Visas

1. English: the English requirement is too stringent, especially for trades. the IELtS (International English Language testing System) is the method used for testing English language proficiency for visa applicants with four testing components: Speaking, Listening, reading and Writing. the English component should be reduced to a lower level for this: Speaking and Listening could require a mark of at least 5 but reading and Writing could require a mark of lower than 4. We don’t see why a welder or a panel beater must need to know how to write essays and do comprehension to do their job. the overall score of 4 with minimum 5 for Speaking and Listening would be practical. For professionals, the required marks could be raised to 6 or higher, but not 5 as they require a higher English knowledge to do their job (such as in It, accounting, engineering etc.)

2. Skill Assessment: this is unnecessary. Skill assessment gives an indication of whether a person has the qualifications to do a certain job in accordance with Australian standards. It doesn’t say whether that person is suitable for the job. therefore, if the employer is happy with the qualifications, skills and the experience of

the worker then they should be able to hire them. An employer is most unlikely to employ someone who is not capable of doing the job. the Australian government department of Immigration and Citizenship (dIAC) may appoint a qualified person from the company to do the testing or the interviews when granting Standard Business Sponsorships (SBS) for 457 visas.

Most of the employers we deal with disagree with the skill assessments. It takes too much time away from the process and does not satisfy the employer’s needs anyway as there is no testing done in relevance to the potential employer.

Further, small to medium businesses cannot absorb this cost on top of the other fees payable towards the visa.

3. Employee obligation: Employees should be made to honour their initial contract of up to four years (unless there are breaches from either party). the 457 visa process is a costly process, especially for small to medium sized businesses. It is unfair to lose the 457 employee to a new employer for better money or conditions once they land in the country.

4. 457 options: Apart from the current four year visa, dIAC should introduce less stringent fixed term visas ranging from a 6 to 12 month period with

an easier process and less stringent requirements. these visas could be used for specific projects.

Since Australia is competing in the world market for labour, it is important for us to have a system through which we can attract the best people and which is, at the same time, beneficial to employers.

457 vs. RSMS visas

457 visas have been widely used by our clients in regional areas since July 2012 as it is harder to use the rSMS visas. However, not all the businesses meet the 457 criteria, especially when it comes to the pay. Certain jobs do not pay the required $51,400 salary per year or $26.01 per hour.

the average pay level for cooks, motor mechanics and panel beaters is below $24 per hour (award wage is even lower), yet some companies pay a higher rate in order to keep the local staff. others who pay the award wages are then unable to get a 457 sponsorship or the local staff. Before July 2012, the rSMS visa process was an appropriate visa process for these businesses as they could have paid the award rate. now, both 457 and rSMS visa options are beyond their grasp.

CALd job seekers should look at these opportunities in the regional areas as there is a real shortage of skilled and unskilled staff. Just as the chefs brought much needed Aussie sustenance, and the added benefit of introducing an interesting and spicier cuisine at times, overseas workers and CALd job seekers can be the solution that many businesses need. n

The English requirement is too stringent, especially for trades… We don’t see why a welder or a panel beater must need to know how to write essays and do comprehension to do their job.


Skills Assessment for Social Workers in Australia

the AASW has been authorised by the Australian government department of Immigration and Citizenship (dIAC) to assess social work-specific qualifications and any post-qualifying social work experience, for the purposes of providing a skills assessment for immigration requirements. Contact details for other assessing authorities can be located via dIAC’s website.

the roles and expectations of a social worker can vary from country to country. According to the Australian government department of Education, Employment and Workplace relations, in Australia a social worker is someone who:

...assesses the social needs of individuals, families and

groups, assists and empowers people to develop and use the skills and resources needed to resolve social and other problems, and furthers human wellbeing and human rights, social justice and social development.

A social worker may engage in the following types of practice:

• casework, counselling, clinical intervention; working with individuals, families, partnerships, communities and groups; advocacy; community work; and social action to address both personal difficulties and systemic issues; and

• research, social policy development, administration, management, consultancy, education, training,

supervision and evaluation to further human wellbeing and social development.

the AASW has a commitment to the international social work community and is a member of the International Federation of Social Workers (IFSW). the AASW values the contribution that social workers educated overseas can make to Australia’s increasingly multicultural society and recognises the importance of assessment of overseas qualifications so that eligible social workers may join the AASW and seek employment in Australia as social workers.

the AASW receives many applications from around the globe or from within Australia. Some applicants are hoping to immigrate to Australia as

Ms Lauren Paul

Lauren has been acting in the position of International Qualification Assessment Officer

at the Australian Association of Social Workers (AASW) from July 2012. Lauren graduated

with a Bachelor of Social Work with Honours from RMIT, Melbourne Victoria and was

previously employed in the children, youth and family services sector.

The AASW is the professional representative body of Social Workers in Australia, with

more than 6,850 members nation-wide. The AASW’s objectives are to:

• promotetheprofessionofsocialwork;

• establish,monitorandimprovepracticeandethicalstandards;

• contributetothedevelopmentofsocialworkknowledgeandresearch;

• develop,reviewandaccredittheeducationstandardsforsocialworkers;

• advocateforthepursuitofsocialjusticeandchangestosocialstructuresandpolicies

in order to promote social inclusion and redress social disadvantage;

• promoteandfacilitatemembers’professionaldevelopmentandlife-longlearning;and

• representandadvocatefortheinterestsofmembersasagroup.


a social worker and therefore require a skills assessment for their visa application; others already live/work in Australia but have obtained social work qualifications from overseas and wish to obtain AASW membership eligibility status.

Prospective demand for social workers in Australia is expected to grow considerably in the next five years. As a result of a rapidly ageing workforce, there are concerns that there will not be enough generational renewal of social workers to compensate for the extensive amount who will retire from this occupation in the next 10 or so years. Predictions are suggestive of long term instability or unbalance for the profession in

Australia. dIAC continues to acknowledge this potential for unbalance and the ongoing need for internationally qualified social workers to immigrate to Australia. Consequently, social work as a profession is listed on both the Skilled occupation List and Consolidated Sponsorship occupation List. this list is regularly updated depending on skills shortage or excess.

Social work is not yet a registered profession in Australia. the AASW is, however, actively involved in a campaign to achieve registration of the profession in Australia. the AASW, along with many others in Australia alike, believes that social work registration is a means of

enforcing safe and competent practice and will protect the public from practitioners who breach ethical standards. Meanwhile, many employers of social workers in Australia currently have a requirement for job applicants to be eligible for membership in the AASW. Employers have reported that this is a safeguard measure to verify that a job applicant’s qualification is comparable to the Australian Social Work Education and Accreditation Standards (ASWEAS).

Visa and immigration processes change frequently and, generally speaking, an applicant is required to submit for a skills assessment with the relevant authority (in this example the AASW) prior to applying for a visa. For further details regarding visa requirements, the AASW would recommend that readers refer to dIAC’s website.

the procedure for assessing internationally obtained

As a result of a rapidly ageing workforce, there are concerns that there will not be enough generational renewal of social workers to compensate for the extensive amount who will retire from this occupation in the next 10 or so years.


social work qualifications is paper based. the social worker must complete an application form providing information regarding their contact details, qualifications, work experience and any registration details. When submitting this application, the social worker must provide supporting documentation to verify qualifications and work experience. this supporting documentation/evidence is generally provided in the format of qualification certificates, academic transcripts, course curriculum information, registration in country of training certificates, work references or contracts, and evidence of meeting the English language requirements. Many of these documents must be certified as authentic and accurate copies of the original documents.

Since 2009, the AASW, along with many other professions such as dieticians, occupational therapists, pharmacists, physiotherapists, speech pathologists and nurses, has required applicants to demonstrate their English comprehension skills as part of the immigration and membership eligibility assessment process. In the calendar year of 2012, the AASW received over 300 new applications for skills assessment, with the majority of the applicants having trained in India, new Zealand, the republic of Ireland and the United kingdom.

Qualification levels, combinations of study and content vary greatly between countries and education providers. As a result, the AASW assesses each application on an individual

basis. All qualifications must be compared to an Australian four year Bachelor of Social Work. the assessing officer needs to be confident that the required curriculum and field education work (internships/placements) have been completed, whilst also evaluating the length and level of study/ies and whether the course was recognised by the relevant authority in the country of training.

the AASW’s international qualifications assessment criteria have remained consistent over the past 10 years, and the AASW will be undertaking a review of this criteria in the next 12 months to ensure currency and alignment with international and national social work education.

For further information regarding the AASW or the international qualifications assessment process, please see our website: www.aasw.asn.au.

For information regarding immigration, please see: www.immi.gov.au. n

For a full list of references, please contact Lauren Paul at [email protected].

In the calendar year of 2012, the AASW received over 300 new applications for skills assessment, with the majority of the applicants having trained in India, New Zealand, the Republic of Ireland and the United Kingdom.


Supporting Employment outcomes for our diverse Australia

Some of us can still remember the Australia that the great post-war wave of immigrants came to, how apprehensive we were and, for a while, how unwelcoming. Some of us can remember how quickly that all turned round. How the food and coffee and wine and the new clothing styles and soccer teams converted us, and how quickly and joyfully we became a multiculture more successful than almost any on earth. In Melbourne especially, where the first shiploads of impoverished Italian refugees began our education, and with their espresso machines and pasta and singing opened us up to an exultant way of life we were proud to observe and share.

And pretty soon after that the modern Australia we know now replaced the old, resistant, provincial one. We became an inclusive society, where mateship extended across what once were barriers of culture and race, whose football songs were joined by all sorts of

tribes and religions, and whose young people married into families unimaginable by their grandfathers and grandmothers.

We became in those crucial years what we are now, the land of the fair go, where the local councils, and then the state parliaments, and then the federal parliament soon had a Bracks, a Wong, a georgiou, an Albanese, a Stott despoja and a Plibersek, and a Ceberano would sing our songs, a grabowski and a neidhardt direct our theatre and a LaPaglia and a Wasikowska star in our movies and bring back awards from Hollywood.

It may have been in part by accident, but somehow we got it right. We may have been

lucky, but we, the government, are building on that luck now, on that welcoming Australian tradition in a world grown much more difficult, and perhaps more threatening, in the past few years.

And we’re addressing that most difficult of questions an immigrant faces—how to get into the work force and secure and hold down a job on which he or she can prosper, and find a home and raise a family.

Between 1 July 2009 and 31 december 2012, for instance, Job Services Australia placed in regular work two hundred thousand people from culturally diverse and linguistically encumbered backgrounds. We were learning as we went; and

the Hon Bill Shorten MP

Bill Shorten is the Minister for Employment and Workplace Relations and Financial

Services and Superannuation in the Gillard Labor Government.

Bill first entered Parliament in 2007, when he was elected as the Federal Member

of Maribyrnong. Before his promotion to the Ministry in 2010, Bill was the

Parliamentary Secretary for Disabilities, Children’s Services and Victorian Bushfire

reconstruction. Prior to that Bill worked at the Australian Workers Union, holding

key leadership positions including State Secretary of the AWU Victoria Branch from

1997 to 2006 and the National Secretary from 2001 to 2007.

We’re addressing that most difficult of questions an immigrant faces—how to get into the work force and secure and hold down a job on which he or she can prosper, and find a home and raise a family.


by 1 July 2015, we will know more of what works, and who goes best where.

there’ll be a series of roundtable meetings of refugee communities and service providers across Australia soon, in the regions as well as the cities. there have been five such roundtables now, two in Melbourne and one each in Sydney, Adelaide and Brisbane.

We heard what was said, and what was recommended, and much of it is a better integration of Job Services Australia and the disability

Employment Service, and the complementary programs.

In december last year we launched Employment Services – Building On Success, a discussion paper on what we do after 2015, and how we collude for the national good.

We want submissions from every group and sector, from every particular region of need and local energy. We want to know what’s best to do. At www.deewr.gov.au/employmentservices2015, there is information on how to put it in writing. It’s a big adventure we’re on, and we need to know how to navigate it.

We’re also doing a pilot program in Fairfield in Sydney’s south-west, and, in February and March, this month and next, we’re having forums on job delivery in Sydney, Brisbane and townsville. they will be in some part working parties, in some part festivals of hope.

Some of us can remember when none of this was happening, and a smaller, drabber Australia stuck by its bad food and its Anglo-Celtic tribal suspicions. And all of us can appreciate how good it is by contrast now.

In the next fifty years, we want to build on this. We must ensure, by discreet enquiry and carefully calibrated adjustments to how we do things, that we recruit and train and advertise and handle new languages and new religious requirements through that ever-embraceable ‘fair go’ which is our national meaning. n

We must ensure, by discreet enquiry and carefully calibrated adjustments to how we do things, that we recruit and train and advertise and handle new languages and new religious requirements through that ever-embraceable ‘fair go’ which is our national meaning.


gaps in Employment Services for Highly disadvantaged CALd Job Seekers

Introduction

It is widely recognised that significant positive progress has been made to the way in which employment services are delivered in Australia as the result of the reform measures that the Federal government undertook in 2009. the reform measures ensured the end of the Job network model, which was largely criticised by many for not having enough emphasis on skills development, its resources not being targeted at the most disadvantaged, its lack of flexibility and its inability to respond to a labour market characterised by low unemployment rates.

the Job network model was also blamed for allowing providers to cream and park job seekers, depending on their job readiness, to suit their financial bottom-line rather

than deliver a service that focused on placing the most disadvantaged into long-term and sustainable employment outcomes. despite the positive measures that the government took in 2009, which resulted in the implementation of the “Job Services Australia” (JSA) model, many believe that the reforms did not go far enough in ensuring the delivery of tailored services to highly disadvantaged job seekers. For example, the Brother of St Lawrence (BSL) argues that further reform is needed and that “assistance to highly disadvantaged job seekers remains poor and must be substantially improved.” the organisation further argues that there is a need for a fundamental change “to address substantial levels of underutilisation and exclusion from paid work faced by disadvantaged groups in the labour market.” the BSL

further argues that there is a need for a new Integrated Employment Pathway as a new strategy for highly disadvantaged job seekers.

others, such as the national Employment Services Association (nESA), have argued that the investment made to support the highly disadvantaged job seekers “has been effective in supporting greater outcomes for this cohort.” nESA further argues that the “corresponding reduction in support of the recently unemployed has been counterproductive to achieving the objective of reducing the proportion of the long term unemployed.”

this article critically analyses the provision of employment services and the various elements of the Job Services Australia (JSA) model.

Mr Abeselom nega

Abeselom Nega has been a community advocate for many years. His work includes being

a founding Deputy Chair of Queensland Program of Assistance to Survivors of Torture

and Trauma (QPASTT), founding Deputy Chair of the Annerley Community centre, a past

Executive Member of FECCA, Past Immediate Chair and Spokesperson for the Federation

of African Communities’ Councils Australia and others.

He is a Board member of the Victorian Equal Opportunities and Human Rights

Commission, Chair of its Audit and Risk Management Committee, a Board member of the

National Accreditation Authority for Translators and Interpreters and Chair of the Melbourne Employment Forum

(MEF), which has a membership of more than 40 organisations.

Abeselom has 25 years of leadership experience in the public, private and community services sectors. He

has served for many years as the State and General Manager of AMES and is currently working as the CEO of

iEmpower—a Melbourne-based services provider to young people from diverse cultural and linguistic backgrounds.


the article investigates the effectiveness of the model in achieving sustainable outcomes particularly for those who are highly disadvantaged job seekers from culturally and linguistically diverse (CALd) backgrounds.

I argue that, despite the improvements to the way employment services are delivered in Australia, the core design elements of the Job network (Jn) model have remained the same and thus there is need for a flexible and integrated service as is also advocated by BSL. the article also discusses how the current model, in very few cases at least, lags behind the Jn model when it comes to servicing the most disadvantaged, particularly those who were previously under the Jn Personal Support Program (PSP).

CALd job seekers in this article are defined as those who have arrived recently under the refugee-humanitarian program of the Federal government and who are classified as highly disadvantaged. this group will also include those who are processed through the on-shore refugee intake. the article recognises the limitations imposed by the depth and quality of data available in the public arena to measure the effectiveness of the model but nonetheless it is argued that the data captured thus far is sufficient to indicate the steps that would need to be taken to reform the current system.

CALd job seekers are not a homogenous group. they come from many ethno-cultural backgrounds and educational backgrounds, and have varied labour market participation

experience. For many, participating in a competitive labour market is new and they have had little or no experience dealing with a complex and structured active labour market assistance program.

recognising the gaps in the JSA model and the need for further improvement of the current employment system, the Federal government has released an issues paper called Employment Services – building on success: Issues Paper. In the Issues Paper, the Minister for Employment Participation, the Hon kate Ellis, stated the need to “identify best practice, recognise emerging pressures, and plan for the workforce needs of the next decade.”

The JSA Model: Key features

the model was developed after extensive consultation with the sector and key stakeholders. It was developed to address the shortcomings of the previous model which resulted in a full competitive tendering process that affected all programs. It included the integration and streamlining of programs delivered under the Job network model. the model commenced in July 2009.

the major design intentions of the new model were to ensure highly disadvantaged job seekers were provided the most intensive support, including through the allocation of significant resources.

Elements of the model

the model has four steams under which job seekers are assisted depending on the level of their disadvantage. the model continues to use Centrelink as a gateway to employment services. Centrelink uses the revised Job Seeker Classification Instrument (JSCI) and, where necessary, the Job Capacity Assessment to measure the relative disadvantage of job seekers to refer job seekers into one of the four streams.

relatively work ready job seekers are referred to Stream 1, where they are assisted in resume preparation, job search, skills assessment and some level of job search training.

Job seekers with multiple vocational and non-vocational barriers depending on severity of the barrier are referred to Streams 2-4. the focus of these services is, according to dEEWr, to overcome the vocational and non-vocational barriers and obtain appropriate skills to respond to local labour market demands. the model includes participation in the Work Experience Phase (WEP) by those in Streams 2-4. Job seekers who are referred to the more intensive support services will also have an Employment Pathway Plan (EPP), which is meant to be reviewed on a regular basis depending on the contact regime established with the job seeker the so-called “work-like compliance system.”

CALD job seekers are not a homogenous group. They come from many ethno-cultural backgrounds and educational backgrounds, and have varied labour market participation experience.


Critical Analysis of Model Design Elements

The Job Seeker Classification Instrument (JSCI)

the JSCI which measures the relative disadvantage of job seekers with the objective of referring them to the most appropriate service and stream attributes points for each identified job seeker characteristic. Job seekers from CALd backgrounds who may have gone through torture and trauma experience are not likely to readily disclose personal information that would make them look a lesser human being. this means they are likely to understate their disadvantage and overstate their readiness to employment. nESA argues that “conducting the JSCI as part of the initial Centrelink interview (particularly over the phone) is the most conducive to eliciting personal and sensitive information.” Job seekers from refugee and humanitarian backgrounds who have a history of lack of trust of authorities are not simply ready to provide comprehensive information about themselves and the circumstances under which they came. Many who require Job Capacity Assessment do not get it because of the time limitations when critical information is collected. According to nESA, not enough time is spent clarifying responses from job seekers to ensure the correct information is recorded. Specialist providers and settlement providers recognise that job seekers from CALd backgrounds are most likely to disclose sensitive personal information in the context of an ongoing case management relationship where a level of

trust has been established. Whilst specialist providers and others have the ability to record changes of circumstance, which has the potential to trigger a Job Capacity Assessment, many of these assessments have not eventuated in additional points to justify an upgrade in the level of service offered to the job seeker. there is a significant concern within the sector that there is a lack of consistency with the way JSCI is updated as part of the Job Capacity Assessment process.

the Settlement Council of Australia (SCoA) has argued that many newly arrived CALd job seekers have been classified as needing the most basic employment services support and that this indicates a fundamental flaw in the way JSCI is used to measure the relative disadvantage of job seekers. on the other hand, nEdA has argued that the “DEEWR position has been

that quality assurance surveys have routinely shown that application of the JSCI by Centrelink staff results in accurate and effective assessment of a job seeker status.”

Another serious concern arises where interpreters are used to assist job seekers with language difficulties who may not have sufficient level of vocabulary to express the vocational and non-vocational barriers to employment they are facing. Interpreters, like many in the community, do not know the distinctive roles of Centrelink and JSA providers and are thus unable to explain the compliance requirements of job seekers to both Centrelink and JSA providers. this lack of adequate interpreter support services has contributed to higher proportions of CALd job seeker income support suspensions and cancellations.


recognising the deficiencies in the operation of the JSCI, the Federal government’s new Issues Paper states that “some stakeholders have raised concerns about whether the operation of the JSCI and Employment Services Assessments (ESAs) accurately reflect some job seekers’ level of disadvantage, particularly if they are unwilling to disclose personal information to the Department of Human Services and providers.”

Job Capacity Assessments

the Job Capacity Assessment (JCA), which was introduced by the Howard government on 1 July 2006 as part of its welfare to work reforms, is an evaluation and streaming tool that is used to identify a person’s ability to work and any barriers they may face in gaining employment. one of the services key functions is to identify whether the person remains in supported (disability Support Services) or open (Job Services Australia) employment services.

SCoA, in a submission to dEEWr, has stated that JCAs vary widely. SCoA argues that providers lack cultural competency to deliver open, transparent and consistent decisions. It is quite clear that there is no information flow between short-term torture and trauma providers or the

other areas of the Integrated Humanitarian Settlement Strategy (IHSS) providers. there is a need for some kind of quality assurance processes so that decisions made can referred back to the original decision makers. Whilst JCA was replaced by Employment Services Assessments (ESS) from 1 July 2011, the policy intent has remained the same.

Anecdotal evidence also shows that the majority of CALd job seekers are unaware of their rights to bring along a support person when they attend a Job Capacity Assessment interview which determines the level and extent of service they are to receive under the JSA model. this clearly shows that critical information on employment services and income support provisions are not explained well to CALd job seekers, thus affecting their ability to navigate and use the system to gain and maintain meaningful employment and exercise their rights under the Social Security Act.

Allocation of job seekers to Stream Services under JSCI

the JSCI assessment is designed to refer job seekers to the most appropriate service and Stream. the CALd specialist provider, AMES, has argued that the current allocation process does not facilitate appropriate allocation

of job seekers to specialist providers. Evidence over many years has shown the significant benefits of having specialist providers and how these providers have developed capabilities that have been very useful not only to the job seekers referred to them but also to other providers. the development of a CALd tool kit is one example where a number of specialist providers used the intellectual property to develop a tool kit which was used by many in the sector. this is not to say other providers are not able to achieve even better results than specialist providers for the cohort. All JSA providers are expected to deliver the most appropriate services to CALd job seekers; after all they have to show their unique capability to win contracts in high CALd population areas. there is no mechanism, however, by which these stated capabilities and competencies are validated. In fact, the cultural competency of providers is rarely measured.

Stream Services and Reviews

(i) Streams 2-4

the purpose of stream services in the JSA model is to ensure job seekers are provided assistance according to their relative disadvantage. the key elements of stream services are reviews and placement in the work experience phase. the focus of the review processes are to record changes in the circumstances of the job seeker to update the Employment Pathway Plans (EPPs). Providers are expected to record the progress of the job seekers in their quest to secure sustainable employment outcomes. Whilst the reviews are a welcome development

Information on employment services and income support provisions are not explained well to CALD job seekers, thus affecting their ability to navigate and use the system to gain and maintain meaningful employment and exercise their rights under the Social Security Act.


in the new model, they are less understood by CALd job seekers and hence they are not adequately utilising these reviews to receive the depth and extent of the service they deserve to receive. nESA, for example, questions the quality and timeliness of these reviews. nESA further argues that they “have resulted in disruption to the services experience of job seekers and resourcing issues for providers.” these disruptions occur while job seekers are waiting for their reviews to be completed.

one of the major design deficiencies of the previous model was that it provided poorly targeted assistance. the government’s 2009 discussion paper, the Future of Employment Services in Australia stated that “considerable public investment assistance has not been targeted to those most in need. Net impact evaluations have shown that Job Network has dead weight cost. Three quarters of those who participated in Customised Assistance and subsequently found work would have found employment anyway. This means tax payers’ money is spent on job seekers who could get a job without assistance”. dEEWr further stated that the Job network’s (Active Participation) Model was too rigid and the time based servicing continuum had become too inflexible. Under the Job network Model, dEEWr stated, all job seekers were required to take part in the same types of activities at the same point in their unemployment period. the discussion paper further stated that this inflexibility had not only increased the

restrictions and prescriptions of service requirements but also prohibited providers from delivering tailored employment services to the most disadvantaged.

Whilst this is correct, the JSA model is not dissimilar to its predecessor. the service is largely on a time-based service continuum. Job seekers are referred to Stream Services largely based on their duration of unemployment whilst movements between Streams are done as a result of Stream reviews. Stream reviews themselves are time specific and they largely take into account duration of unemployment. the underlying factors contributing to the length of a job seeker’s unemployment are complex and they often vary vastly from person to person. CALd job seekers who come under the refugee-humanitarian program are directly referred to Stream 4 as they have varying multiple

vocational and non-vocational barriers However, the JSA’s core design elements of Stream Services prescriptions are based the duration of the job seeker’s unemployment

(ii) Stream 1 Limited

one of the main indicators of the structural and design deficiencies of JSA is the introduction of Stream 1 Limited. the rudd government introduced Stream 1 Limited with the objective of cost cutting but there was no consideration downstream. Many job seekers who initially start as Stream 1 end up fully eligible and with much deteriorated employment barriers and thus require significant assistance. It is assumed that those who become unemployed within three months require limited assistance. Many unskilled labourers who are in and out of work particularly in building and construction industry do


require significant assistance yet they are quite often classified under this stream. CALd job seekers often chose these types of jobs or seasonal jobs such as fruit picking. this service is no different to the Job network Model; it is time based and, as such, inflexible.

this is not just a one-size-fits-all approach to program design but it also misses the fundamental fact that “the degree to which job seekers become discouraged and cease looking for work has impact on work force participation and potential productivity.” When Stream 1 Limited job seekers are prevented from using the resources available within JSA they are likely to be discouraged. the group that is most affected by these unnecessary restrictions to use JSA resources amongst CLAd job seekers are those who are brought under a family reunion or spouse visa from refugee camps. the majority of these job seekers eventually move through the continuum to Stream 2 and beyond. Like its predecessor, the JSA model again fails because of rigidity in design and structural elements. Under this service there is no contact regime and many job seekers with language difficulties are left to wonder.

Work Experience Phase (WEP)

the purpose of this service is to provide opportunities for job seekers to gain practical skills in the Australian work place, where possible, and to equip them with work ethics and habits. Job seekers are expected to acquire new skills in a work-like setting. Some key components of this program

The majority of providers are placing job seekers without a proper assessment as to whether or not the activity would be beneficial to the job seeker in their quest to secure sustainable employment.

include placement in Work for the dole, participation in vocational education and training, voluntary work and paid casual work. Serious questions have been asked about the usefulness of this element of the JSA model. Many providers who have been contracted in new areas and who do not have established contacts in the areas where they operate are struggling to place job seekers in meaningful activity. In fact, the majority of providers are placing job seekers without a proper assessment as to whether or not the activity would be beneficial to the job seeker in their quest to secure sustainable employment. Placing a group of job seekers into environmental and labour intensive projects and calling it work experience no longer has credibility. In fact, it is seen by job seekers as a punitive measure rather an activity designed to help them secure employment. there is limited contact between the job seeker and their provider once they are placed in WEP. this is particularly hard for CALd job seekers who have limited knowledge about and experience in the labour market. At a time when they need intensive assistance, they are shovelled into WEP because the service is based on time limits and the provider has ticked all the boxes to

park them somewhere else. the failing of the JSA model in the context of the WEP isn’t just that it has a one-size-fits-all approach, but also that it has diminished the credibility of the policy intent. the model fails to recognise that activities must be designed to meet the needs and unique circumstances of the individual job seeker. nESA, in a submission to dEEWr, stated that “work experience should be meaningful experience and be effective in building job seekers’ capacity.” nESA has also expressed the frustrations of providers where work experience is provided indefinitely to job seekers who are on Stream 4 (this Stream includes highly disadvantaged CALd job seekers) once they complete 12-18 months of assistance. In contrast, the previous model, which was largely criticised for its failure to assist the highly disadvantaged, offered two years of assistance to Personal Support Program clients. these clients were offered “multiple opportunities to participate, as well as receive service periods in job network or Disability Employment Services in between PSP service periods.” n

For a full list of references, please contact Mr Abeselom Nega at [email protected].


Improving Career opportunities for older CALd People:Ethnic Communities’ Council of Victoria explores the challenges

our workforce is changing. gone are the days of spending a lifetime in the same job. It is likely that one person could change jobs up to seven times. Jobs in the manufacturing industry that employed thousands of post-war immigrants are on the decline. Australia has an ageing workforce. the service industry, especially health and aged care, form the new workplace growth sectors.

At Ethnic Communities’ Council of Victoria (ECCV), a policy advocacy organisation for Victoria’s multicultural community, we constantly explore the challenges of diversity in the workforce. our aged care unit is particularly active in advocacy to government on improving the quality of life for older Victorians from culturally diverse backgrounds. Whilst much of our work at ECCV focuses on improved aged care services that are culturally responsive, another pertinent issue is the recruitment and retention of bilingual

staff to maintain a culturally responsive aged care workforce.

Multiculturalism is about nation-building. Economic growth and skilled immigration are key components of nation-building in Australia. the 2011 Census tells us that almost one third of Victorians aged between 55 and 64 are from a culturally and linguistically diverse background. About 31 per cent of Victoria’s population over the age of 65 are from a culturally diverse background. Many of those people built up the Australian economy in the 1950s and 1960s. they helped grow our economy with hard work and diligence. Part of a massive immigration program, they found jobs, built houses, their children went to school and they learnt English. they represent a significant culturally diverse cohort that is part of the Baby Boomer generation.

the year 2011 saw the first of the Baby Boomer generation retire. the big-r word of retirement hardly exists anymore in our vocabulary.

the notion of retirement is being replaced by retrenchment and return-to-work by older people, often on a part-time basis. Victorian government departments are encouraging innovative approaches for the recruitment and workforce retention of older workers. More employers are providing flexible workplace arrangements such as working outside the peak traffic times for long-distance commuters. Slightly more radical alternatives are being explored in Victoria such as holding jobs for the ‘grey nomads’ who choose to travel further north during the winter months. older workers are increasingly recognised as a valuable resource with considerable experience and knowledge. Many people from culturally diverse backgrounds who wish to remain in the workforce have limited access to support and information around job opportunities. they often lack the confidence to try out something different and are not sure how to gain new skills and qualifications.

dr Irene Bouzo

Dr Irene Bouzo is currently the Senior Policy Officer at Ethnic Communities’ Council

of Victoria (ECCV) after working as the Policy Officer Aged Care for over three years.

She has been an active advocate for improved ethnic aged care services for older

people from culturally and linguistically diverse backgrounds through community-based

consultations and representation at all levels of government. In 2008, Irene completed

her doctoral research at the University of New England on immigrant adaptation and

assimilation amongst Palestinian-German Templers in Melbourne.


there is a growing need for bilingual workers in the aged care sector. Many older workers from culturally and linguistically diverse backgrounds who lost their jobs had learnt just enough English to get by. navigating a changing workforce market and retraining is not easy for people with varying English competency. For those forced to leave full-time employment but not ready to retire, finding effective pathways back into the workforce after full-time employment is daunting. the prospect of doing vocational training is even more overwhelming for a mature person with limited English. For those seeking new jobs, their chances of finding work in areas such as aged care would be greatly improved if they completed some formal training. their challenge is finding meaningful and culturally responsive workforce pathways.

Victoria’s ethnic and multicultural community service agencies provide some useful models of pathways back-to-work within the aged care sector for people from culturally diverse backgrounds. on the one hand, overseas qualified nurses and care staff bring valuable diversity skills to our aged care industry. on the other hand, within our local multicultural community there is a growing untapped market of established Victorians from culturally diverse backgrounds who need the right support to up-skill or re-enter the workforce. Many older women have been informal family carers for years. When aged care training programs are diversity-targeted programs, women from diverse backgrounds gain greater confidence to have

a go. they welcome courses delivered through ethnic and multicultural agencies that are certified registered training organisations (rtos).

More support and recognition is needed for the valuable work of community-based organisations as they provide effective pathways for older people with limited English. Effective pathways have proved successful in various ethnic and multicultural organisations such as progressing from volunteer work to ESL classes, to attending culturally responsive information sessions on studying and working in aged care. People with limited English then feel more confident to complete, or at least attempt, vocational training courses such as Certificates in Aged Care Work when they are targeted specifically at immigrant groups and are provided within trusted ethnic and multicultural community organisations. An important component of the workforce pathway is follow-up job placement assistance. one aged care employer commented that the recruitment of more mature people with culturally diverse backgrounds was welcomed as they proved to be highly dedicated, long-term workers and showed a lot of initiative on the job.

Another resource project to assist older people from culturally diverse backgrounds gain new skills and training was the ECCV jointly-produced booklet Caring for Your Community: A Career in Aged Care for Bilingual Staff in 2007. For several years to follow we received requests from people in the community who heard how useful it was. Personal stories were

showcased in the booklet. A typical comment by a person from a culturally diverse background working in the Victorian aged care sector was “as a bilingual worker, I am regularly asked for information by residents, family and staff from various culturally diverse backgrounds,” and “it was obvious to me how important it was for residents to have bilingual staff working at the facility.” An updated version, A Career in Aged Care - Using Your Language Skills at Work was produced in 2010 by the Centre for Ethnicity, Culture and Health (CEH).

the purpose of such booklets and culturally responsive support is to help people from diverse backgrounds decide whether a career in aged care is right for them and how to better navigate the vocational training sector. the booklets contain basic information about courses that qualify a person to work in aged and disability care. Included are inspiring case stories of culturally diverse people who succeeded in training as bilingual workers, their successful pathways to further study, and the diverse range of employment opportunities they found. the profiles and stories of Vito, Veska, Marica, Jacqueline and Stella reinforce the need in the multicultural community sector for government funding to further support such valuable programs and resources. If Australia’s workforce is seeking innovative solutions for economic growth and nation-building, it would do well to capitalise on our existing diversity of human resources that lie within our borders, all around us in our multicultural society. n


Employment: Issues for immigrant women and their families

today’s immigration policy demands high level skills, English language fluency, youth and financial assets. It is designed to maximise benefits to the Australian economy while enhancing immigrants’ potential to settle successfully. Whatever push and pull factors may have clinched the decision to emigrate, obtaining work is pivotal for realising the imagined better life. Immigration research demonstrated that in the post-war era, hard work, tenacity and resilience were the ingredients needed for people to propel themselves to eventual material and social comfort.

the current targeted policy is backed by statistical collections from industry about skills shortages, economic indicators and Australian Bureau of Statistics’ unemployment figures. the Australian government department of Immigration and Citizenship (dIAC) surveys of employment seem to confirm that indeed, unemployment rates amongst highly skilled immigrants are often lower than for an Australian born person

with equivalent qualifications, with an acknowledgement that this instrument does not measure whether the job is commensurate with one’s skill or any other qualities.

I propose that immigrant women’s experiences of the labour market might not be as unproblematic as the above immigration policy framework presupposes. there are three contemporary dimensions that require careful investigation if we are to have a more accurate understanding of the relationships between employment issues and immigrant women and their families.

1. Characteristics of today’s labour market

the first dimension relates to the state of the national labour market that immigrant women and their significant others will be negotiating. Australia’s institutional, regulatory and public policy frameworks have changed radically in recent decades as we adapted to the inevitable processes of

globalisation. this is not the place to debate constructions of ‘globalisation’ or the economic and public policy responses available to governments. What matters for all Australians, which includes immigrant women and their families, is that the nature and availability of jobs has changed. this means that the predictability and security employment once offered for immigrant families to re-build life, is not there in the same form, if at all.

From the perspectives of immigrants, as well as the bulk of Australian employees, a flexible workforce largely means an increase in insecurity and reduced capacity to negotiate within workplaces on a level playing field. the issue has been the subject of research, particularly about the heightened vulnerability of women, immigrants and visible minorities. Australia has the highest level of insecure work in the oECd countries, with 40 per cent of all jobs being outside of the institutional regulations and entitlements defining a

dr olga Bursian

Olga Bursian (PhD) worked for three decades with youth, families and immigrants

in service provision, community development, social research and policy

advocacy. She currently teaches social policy and community development in

the Bachelor of Community Welfare and Counselling, Masters of Human Services

Management and Masters of Regional Education and Community Development at

Monash University, Gippsland.


permanent job. Such positions take various forms of casual, fixed term contracts, independent contracting and labour hire.

the weight of evidence prompted the Australian Council of trade Union’s Independent Inquiry into Insecure Work in Australia. Insecure work is defined in the Inquiry’s report Lives on Hold as jobs that provide unpredictable and fluctuating pay, inferior rights and entitlements, limited or no access to paid leave, irregularity of hours and tenure, and inability to have a say about any aspect of the labour process. Australian academic researchers have theorised precarious work as being multi-dimensional. For example, skilled tradespersons obliged to work as independent contractors may mean greater choices but it may also cause the need to negotiate uncertainty and working relationships across multiple jobs. While the concept of precariousness eludes internationally agreed definition, it is a useful construct to begin unpacking the nature of employment structures and their possible ramifications on people, and more specifically on immigrant women’s lives.

research has documented the corrosive impact of protracted

economic insecurity on the material, emotional and social wellbeing and health of women. Insecure work is increasingly not a pathway to more ongoing employment for women, but rather the reverse, with even skilled women becoming stuck in a demoralising downward spiral of stress, poverty and ill health. Immigrant women and their partners are likely to be over-represented in this precarious workforce. today’s job opportunities are more segmented along gender lines than has been the case in the past, as the intersection of women’s caring responsibilities drives demand for an increase in unregulated work, exposing women and especially immigrant women to insecurity and precariousness.

In their pivotal roles in the webs of emotional and social support, immigrant women’s wellbeing is linked significantly to the fortunes of those close to them. Where other family members are unemployed or employed only in low wage insecure jobs, there is a high risk of financial hardship, particularly in the context of the high cost of housing in Australia. the repercussions of a lack of financial means reduced

opportunities to access the social and cultural opportunities immigrant families need to successfully negotiate the rigours of resettlement. Prolonged stressful experiences in the labour market may shape immigrant people’s perceptions of the possibility to attain a fulfilling life. the heroic narratives of successful settlement through tenacity and acceptance of hard unskilled jobs, with training and re-training to open up careers, may now be passé for all but the most affluent immigrants.

2. Characteristics of today’s public services

the second contemporary reality that requires fresh immigration research is the changed nature of the education, training and employment service systems needed by immigrant women and their families.

the accessible tertiary education and training systems that have been documented as pivotal to immigrant women’s achievement of their life goals are now less affordable for all citizens. For example, in Victoria, the costs of a vocational course through tAFE are now almost comparable to those of universities. only refugee and humanitarian entrants are entitled to the discounted fees despite the vast majority of immigrants entering Australia through the skilled immigration program. tAFE courses have frequently enabled immigrants to make career changes in response to their new environments, leading to positive outcomes for them and the public with whom they work. Such professionals have been important in the success of multiculturalism.


Income and employment support services have become more targeted and, in the process, less accessible. For example, while Centrelink has a vitally important and sophisticated repertoire of multicultural communication tools, these do not address issues with the system itself. despite the undoubted professionalism, sophistication and dedication of the organisation and its staff, research consistently reports many experiences of the system as being dauntingly complex with continually changing eligibility criteria and rules, obligations and reporting requirements. then there are the ubiquitous prospects of being breached for minor often unwitting infringements of Centrelink requirements as well as inadequate levels of benefits and the poverty traps of losing the discounts available to health care card holders on entering paid work.

A recent report from the oECd about Australia’s employment services system notes that all other oECd countries have a single public service model. In 1997, the CES, a federal universal employment service with locally based specialist opportunities and open ended assistance to respond to varying levels of need for support, was replaced with an array of choice of over 100 commercial and non-commercial organisations. the Jobs Services Australia model provides a tightly targeted number of hours of support and opportunities. the complexity of this system and its eligibility specifications are likely to present barriers of access for sizeable numbers of the immigrant women and families entering through visas under the skilled immigration program.

3. Visa conditions

the third reality that significantly impacts on immigrant women’s capacities to attain satisfactory employment is that the vast majority of permanent settlers come under the skilled program and as such, are no longer linked with, nor eligible for, immediate specialist settlement supports. Hence skilled entrants are left to fend for themselves, reflecting the assumption that people who score highly on the immigration Entry Points tests need no help.

Significant numbers of women come under 457 temporary business visas and have no citizenship entitlements or protections. the vulnerability of such conditions of entry is increasingly the subject of concern and research.

the problematics of immigrant women’s dependence on sponsors for information and support has been well documented. Hundreds of thousands of immigrant women and their families have entered Australia over recent decades and we do not know how well they are faring. Even if one adult in a family is employed, there is no data available about how others are able to engage with the public sphere. English classes are likely to be unaffordable for many at commercial rates. How many women are unable to become proficient in English or to get into social contact with a foreign broader community? What opportunities exist for developmental experiences with formal service providers so essential to enculturation and social inclusion? Without such regular social interaction, women may be less able to

support their partners and children. they will be less able to be active participants in their children’s education.

We need new research about the long term processes of adult social inclusion and exclusion in relation to the wellbeing of immigrant women and their families. How do the majority of permanent settlers acquire a working understanding of Australian culture and society? What kinds of connections with community beyond the home are there for the many immigrant women today? What could be the ramifications for child development if parents continue to apply wisdom proven to be effective in another society altogether? Parental social exclusion could indirectly compromise trust in the family space as the safe and reliable haven for processing the challenges of life in a new country.

Conclusion

Australian multiculturalism’s success in the past consisted of the pillars of entitlements to universal government public services and multicultural policies. there was also a foundation of institutional supports for facilitating the participation of immigrant women and their families in employment. We need to add to the existing body of knowledge by investigating contemporary realities as immigrant women seek to negotiate the labour market. Indications are that there could be a significant hidden dynamic of social exclusion, contradicting the tenets of multiculturalism. n

For a full list of references, please contact Olga Bursian at [email protected].


refugee-Humanitarian Settlers in Australia:Employment dimension

Each year the number of new refugees identified by the United nations High Commission for refugees is more than ten times the number accepted for permanent settlement in countries like Australia. Much of the reluctance to accept refugees for settlement is that they are widely perceived as incoming substantial ‘costs’ to the settlement country. the justification for countries like Australia having a substantial program for settling refugees must always be humanitarian and part of its international responsibility. Yet the economic costs and benefits of refugee immigration are rarely investigated in a comprehensive way. this is partly due to the fact that key data sets like the population census do not differentiate immigrants by the visa on which they entered Australia. this article draws on a wider

study I undertook in 2011 with the assistance of a number of colleagues on the economic, social and civic refugees to examine the labour market engagement of refugees in Australia.

one of the most consistent findings of surveys of recently arrived immigrants in Australia is that refugee-humanitarian settlers have lower levels of labour market performance than other categories of immigrants. A matched data set of immigrants who arrived in the five years before the 2006 population census and the Australian government department of Immigration and Citizenship (dIAC) data allows us to distinguish between different visa categories of immigrants. It showed that the workforce participation and unemployment rates for

refugees were 42.3 per cent and 22.5 per cent respectively while for skilled immigrants they were 76.8 and 7.5 per cent and for family immigrants 63.8 and 10.4 per cent. given the particular situation of refugee-humanitarian settlers, these findings are not surprising. refugee-humanitarian settlers, by virtue of the sudden, unplanned and often traumatic circumstances surrounding their immigration, face greater barriers than other immigrants in entering and succeeding in the labour market. Language barriers are especially important with 36.5 per cent of first generation refugee-humanitarian settlers rating themselves as not speaking English well or at all at the 2006 census. table 1 shows that the unemployment rate decreases and labour force

Professor graeme Hugo Ao

Graeme Hugo is ARC Australian Professorial Fellow, Professor of the Discipline of

Geography, Environment and Population and Director of the Australian Population

and Migration Research Centre at the University of Adelaide. His research interests

are in population issues in Australia and South East Asia, especially immigration.

Graeme is the author of over three hundred books, articles in scholarly journals and

chapters in books, as well as a large number of conference papers and reports. In

2009, he was awarded an ARC Australian Professorial Fellowship over five years for

his research project “Circular migration in Asia, the Pacific and Australia: Empirical,

theoretical and policy dimensions”. In 2012, Graeme was named an Officer of the Order of Australia (AO) for

distinguished service to population research, particularly the study of international immigration, population

geography and mobility, and through leadership roles with national and international organisations.


participation increases as proficiency in English increases. However, much of the prevalent stereotyping of refugee-humanitarian settlers as being disengaged from the workforce and heavily dependent upon social security is a function of most studies only examining their initial years in Australia. Accordingly, the approach here is to examine engagement with the labour force across a longer period of residence in Australia and across generations. this is necessary if a comprehensive picture of economic contribution is to be gained.

Figure 1 shows a pattern of first generation refugee-humanitarian settlers who arrived at age 12 or older having lower levels of workforce participation and higher levels of unemployment than their counterparts who arrived as dependent children, the second generation and the Australia-born. Indeed, participation rates are higher for the second generation than for the

Table 1: Humanitarian Entrants: Proficiency in Spoken English by Labour Force Status, 2006Source: dIAC, 2011

Australia-born. While there are some variations between birthplace groups, the pattern of intergenerational upward mobility and convergence toward and, in some cases, beyond the Australian average was consistent. Moreover, there is a strong pattern of increasing workforce participation and

decreased unemployment with length of residence in Australia. In 2006, the unemployment rate for humanitarian arrivals that had arrived after 1996 was 11 per cent compared with 8.3 per cent for those who arrived earlier, while the equivalent participation rates were 52 and 57 per cent.

Figure 1: Australia: Refugee-Humanitarian Birthplace Groups, First and Second Generation and Australia-Born Labour Force Status, 2006

Source: ABS 2006 Census


Figure 2: Australia: Participation Rate by First, Second Generation and Australia-Born and Qualifications, 2006


Figure 3: Occupation of Employed Migrants, 15 Years and Over, 2006Source: ABS, 2010

the importance of education in labour force outcomes is evident in Figure 2 which shows that for first and second generation and the Australia-born, participation rates increased with education. Moreover, while for each education category rates for the first generation were less than the Australia-born, the second generation had slightly higher rates than the Australia-born. Again, there is evidence of significant intergenerational improvements.

With respect to occupations, the literature indicates that there are two strong characteristics of refugee-humanitarian settlers—occupational segmentation and ‘occupational skidding’ whereby settlers do not have a job commensurate with their education or skill levels. Figure 3 shows the stark contrast between refugees and skilled immigrants who arrived in Australia between 2001 and 2006 in their occupations at the time of the 2006 census. the concentration of refugee-

humanitarian settlers in low skilled, low status occupations as labourers, machinery operators and drivers and service workers is apparent. these three categories account for 46 per cent compared with 11 per cent of skilled immigrants and 17 per cent of the Australia-born population.

Again there is some evidence of improvement over time. Although each wave of refugees differs in composition according to ethnicity, religion, skill profile etc., the proportion of refugees with degrees in professional occupations increases with the length of time they have been in Australia. For each


Table 2: Intergenerational Perspectives: Percentage in Professional Occupations, 2006Source: ABS 2006 Census

Birthplace 1st generation 2nd generation

Australia-born 18.7 18.1

Vietnamese 16.9 20.3

Bosnia-Herzegovina 12.2 18.8

Iraq 13.9 23.0

Lebanon 11.0 17.7

Cambodia 9.4 12.0

Afghanistan 10.1 10.6

vintage of refugees, the second generation has a higher proportion of those with degrees working in professional occupations. nevertheless, in the case of both groups there is still evidence of a ‘refugee gap’ with proportions in professional occupations still being lower than for the

Australia-born in all cases. the intergenerational differences are striking for some refugee birthplace groups. table 2 contrasts the percentage of first and second generation workers in different refugee-humanitarian birthplace groups who were employed in professional occupations at the 2006 census.

one area of participation where refugee-humanitarian birthplace group levels are higher than for the Australia-born is in the area of education. the proportion of both refugee birthplace groups (first and second generation) and recent refugee arrivals who are aged between 15 and 24 and are attending an educational


institution is higher than for the Australia-born and other recently arrived immigrants. the dIAC Settlement outcomes of new Arrivals Study of 2009 found that 40.4 per cent of recently arrived refugees were in some form of study at the time of interview compared with 10.7 per cent of family immigrants and 13.9 per cent of skilled immigrants.

However, the potential contribution of refugee-humanitarian settlers toward this productivity improvement is being diluted by a significant ‘brain waste’ effect whereby their occupations often do not reflect their levels of skill, education, training and experience. refugee-humanitarian settlers are often stereotyped in Australia as having low levels of education and training but Figure 4 shows that a significant proportion has post-school education and training although the proportion is lower than for other immigrants.

the ‘refugee gap’ is evident in table 3 which compares the unemployment and labour force participation rates of first and second generation refugee-humanitarian settlers and the Australia-born

Table 3: Australia: First and Second Generation Refugee-Humanitarian Birthplace Groups and Australia-Born Unemployment Rate and Labour Force Participation Rate by Level of Education, 2006


controlled for level of post-school education. A consistent pattern is in evidence with participation rates significantly lower and unemployment rates higher for first generation settlers compared with the Australia-born. It is also evident, however, that the second generation refugee-humanitarian group have higher workforce participation than the Australia-born for each post-school education level. they do, however, have higher levels of unemployment than

the Australia-born. Hence the significant intergenerational improvement pattern is again in evidence.

Further, indication of ‘brain waste’ among the refugee-humanitarian settler workforce is presented in table 4. this compares the proportion in lower skill, low status, low pay occupations in different post-school education categories. A striking pattern is in evidence with, for example, the proportion of the first generation with a bachelor

Figure 4: Australia: Education by Birthplace (Aged 15+ Years), 2006



Table 4: Australia: First and Second Generation Refugee-Humanitarian Birthplace Groups, Australia-Born and Overseas-Born Per cent in Labourer and Machinery Operator Occupations by Post-School Education, 2006


Postgraduate degree Level

graduate diploma and graduate Certificate Level

Bachelor degree Level

Advanced diploma and diploma Level

Certificate Level

First generation, refugee-Humanitarian Birthplace groups

3.4 4.9 7.4 16.5 23.4

Second generation, refugee-Humanitarian Birthplace groups

0.4 0.9 1.8 5.0 12.2

Australia Born 0.5 1.0 1.7 4.8 14.7

overseas Born 3.7 2.9 6.1 9.5 16.9

total Population 2.1 1.5 3.2 6.2 15.2

degree in unskilled work being quadruple that for the Australia-born. Similar differences are evident in other education categories. the difference is not as great when compared with the total overseas-born population but is still significant. Again, intergenerational mobility is apparent with second generation refugee-humanitarian birthplace workers with post-school education having lower proportions in low skill occupations than not only their first generation but also the Australia-born population.

the obverse pattern is evident in table 5 which indicates the proportion of refugee-humanitarian birthplace groups with post-school education who were in high status, high skill, highly paid occupations at the 2006 population

census. In all cases the first generation have substantially lower representation than the Australia-born and, in most cases, the total overseas-born population. It is interesting, however, that in contrast to the pattern in table 4, second generation refugee-humanitarian groups have a lower (albeit slightly) proportion in high status occupations than the Australia-born. this may indicate that the ‘refugee gap’ in the higher levels of the labour market is transmitted from the first to the second generation, although it is much less marked.

It is clear then that there is strong evidence that the potential for refugee-humanitarian settlers to contribute to improving productivity in the Australian economy is not being fully realised. the reasons for this

‘refugee gap’ include significant structural disadvantages in the workplace and discrimination on the basis of race, religion and ethnic origin as well as problems with recognition of qualifications.

the main justification for countries accepting refugee settlers should always be based on humanitarian concern and nations playing their role as caring and responsible global citizens. However, it should also not be ignored that forced immigrants can and do make significant economic contributions to their destination economies. Certainly, there are significant costs incurred in the early years of settlement. the circumstances of their move mean that refugees will not be able to adjust economically and socially as readily as other immigrants who have planned their move, been able to bring


Table 5: Australia: First and Second Generation Refugee-Humanitarian Birthplace Groups, Australia-Born and Overseas-Born per cent in Managerial and Professional Occupations by Post-School Education, 2006


Postgraduate degree Level

graduate diploma and graduate Certificate Level

Bachelor degree Level

Advanced diploma and diploma Level

Certificate Level

First generation, refugee Humanitarian Birthplace groups

79.9 71.4 62.6 29.6 12.7

Second generation, refugee Humanitarian Birthplace groups

89.6 81.8 74.0 40.4 17.1

Australia Born 89.7 82.0 77.3 46.3 18.5

overseas Born 77.4 76.1 65.7 41.7 18.1

total Population 83.7 80.6 73.4 44.9 18.4

mix of immigrant skills, attributes, abilities and aptitudes. of course, there are important social and cultural capital contributions as well but it is too often overlooked that there is also a significant economic contribution. However, the existence of ‘brain waste’ and the refugee gap have diluted this economic contribution. From the perspectives of both the immigrants themselves and the Australian economy it is crucial to break down the influence of discrimination, structural disadvantage, lack of recognition of qualifications, language barriers and other impediments to refugee settlers being able to fulfil their potential. n

For a full list of references, please contact Professor Graeme Hugo at [email protected].

resources with them and have not been exposed to violence and trauma. Yet this study has shown that over time refugee economic participation in the Australian economy converges toward that of the non-immigrant population

and, by the second generation, exceeds it. Moreover, the contribution is in many ways a distinct one which means that the refugee-humanitarian inflow into Australia brings a different and important economic element into the


A Brilliant Idea: Women’s business

Around the world, women have demonstrated that they are responsible borrowers; they save diligently and use their income to benefit their families. not only do microcredit loans help women financially, but they also build communities, discipline, responsibility and self-confidence as they create their own businesses. Brilliant Idea is an innovative initiative based on these principles. With investment funds from the Brilliant Idea program, 21 new businesses have started, support has been given to 12 businesses for growth and over 19 new job opportunities have been created by women entrepreneurs since the launch of the program in 2010.

the ACt Women’s Microcredit Program through Brilliant Idea has been designed to support the objectives of the ACt Women’s Plan and the ACt government’s commitment to advance the economic status of women in the territory.

the Brilliant Idea program was created by Lighthouse Business Innovation Centre (Lighthouse) together with the ACt government through the ACt office for Women. no interest loans from the ACt government are provided to women on low incomes for business ideas and development. the program includes peer support and mentorship to complement financial assistance. Up to 10 loans are available per year to women currently operating a small business or planning to start one. In 2011, a growth support loan was added to the program through sponsorship from Soroptimist International of Canberra.

to assist entrepreneurs with small amounts of funding up to $3,000, applicants need to meet eligibility criteria including the Centrelink definition of low income and demonstrate a realistic market potential for their products or services. Lighthouse works closely with applicants to ensure that they have the ability to repay the loan amount and meet the day-to-day operating needs of their business.

Women entrepreneurs participating in the program have put their talents and skills to a range of new businesses and expansion of existing ones. Loans have been awarded to

Ms Su Hodge

Su Hodge is Program Manager of Lighthouse Business Innovation Centre (Lighthouse),

a Canberra-based organisation supporting entrepreneurs, researchers and inventors

on the path from concept to commercialisation. Lighthouse delivers business advice,

education, mentorship and networking opportunities to help businesses commercialise

their ideas and grow their companies.

With more than 25 years professional experience in arts marketing, cultural planning,

enterprise development and senior arts administration, Su has worked with small

businesses, arts organisations, local, state and federal government agencies, and peak industry organisations to

set directions, achieve results and encourage growth.

At Lighthouse, Su is responsible for the management of Brilliant Idea.

Women entrepreneurs participating in the program have put their talents and skills to a range of new businesses and expansion of existing ones.


women with small businesses spanning a range of industries, including allied healthcare, arts and culture, commercial and residential cleaning, clothing and fashion accessories, education and training, environmental, food, health and beauty, import, Indigenous design, media production, retail, sports and recreation, and waste management.

Ms Anna Pino, Lighthouse CEo says, “after two and half years, several of the businesses participating in the program are able to employ staff. This, along with other economic and social outcomes, is a great result for the program.”

“We have had hundreds of enquiries since the program’s inception,” Ms Pino says. “Women come from diverse backgrounds bringing unique cultural traditions and skills to new business ideas.”

When asked about her participation in the Brilliant Idea program, Indigenous Australian deborah Evans, a

recent loan recipient, shared her reasons for starting a new business.

“My family traditionally has been involved in lore and law for thousands of years. Starting a business to provide training and education in justice and law to community organisations and government agencies is an opportunity for me to continue the family legacy,” says Ms Evans.

Ms Evans has a degree in Education and qualifications and experience in Workplace Assessment and training, Instructional design and Correctional Education. She has designed and delivered training at the Queensland Police Services Academy, Australian Federal Police College, Corrective Services Queensland and for several state correctional centres. With Ministerial appointments to two education consultative groups in the ACt, Ms Evans has spent two terms on the Chief Minister’s domestic Violence Prevention Council and was

also recently invited to join the Board of Marymead.

“Employment opportunities for older people are limited,” says Ms Evans. “In Aboriginal culture, age equates to knowledge and wisdom and is valued. I did not want the skills I have gained to go to waste and now seemed the right time to utilise them in my own business.”

“I started Tjillari Justice because of a concern for the growing numbers of Aboriginal and Torres Strait Islander people coming into contact with the criminal justice system. We (Aboriginal people) have been losing generations of young people to the criminal justice and correctional systems. As an older person in the Aboriginal community, it is traditional to take on an educational role. I want to use the knowledge, experience and skills I have to teach and educate with an impact on reducing reoffending behaviour.”


Ms Evans left the workplace a year ago and has been on a disability pension since that time. She approached Lighthouse in late 2012 to investigate support for her business idea and participation in the Brilliant Idea program. She was a successful applicant in the program’s seventh funding round.

Ms Evans says that “the loan is helping me to establish a business I am passionate about which will allow me to become self-supporting and no longer in need of Centrelink support.” Ms Evans is using her microcredit loan to pay for insurance and for the design of a business logo and marketing materials. “This loan and mentoring support is helping me form a solid foundation for

my business and it is my belief that it can only grow from this.”

“The loan process was challenging in that it made me really focus on what I wanted to do. I was supported all the way through the process and encouraged by the Lighthouse team. Their encouragement confirmed for me that I was on the right track and getting the microcredit loan further confirmed that.”

“I have met some inspiring women and I am looking forward to creating working relationships with them. Their experiences and their generosity in sharing skills and knowledge have been inspiring. They have had an effect on how I plan to do business and have helped in creating a road map for myself as a new business woman.”

Even before signing her loan agreement, Ms Evans started to take advantage of educational events at Lighthouse and through Canberra BusinessPoint. “The workshops I attended opened my eyes to the reality of doing business and have provided heaps of knowledge and ideas on business administration, financial management and marketing.”

Ms Evans is planning to grow the business to a stage where tjilari Justice provides client support alongside designing and delivering correctional education and rehabilitation programs. Ms Evans also plans to develop further programs for women and children and complete a Masters in Criminology.

As Lighthouse prepares to celebrate the program’s third anniversary with the office for Women and the ACt community, it is planning to introduce innovations in the loan structure to support further business development and sustainability. the program will also benefit from a Lighthouse pilot senior mentors program supported by the ACt government—Leading Lights. this program aims to partner men and women over 50 with a passion for helping new startups to act as mentors for local entrepreneurs, including participants in the Brilliant Idea program. Ms Evans is one of the mentees selected to participate in the program.

More information about Brilliant Idea and participating entrepreneurs can be found at: www.brilliantidea.com.au. n

I have met some inspiring women and I am looking forward to creating working relationships with them. Their experiences and their generosity in sharing skills and knowledge have been inspiring.

Deb Evans, Brilliant Idea Entrepreneur. Photo: Luke Evans


MUrrA: Supporting Indigenous businesses to reach their potential

“I have yet to meet an Indigenous person who wants to be uneducated or unemployed or live a life dramatically shorter than anyone else’s.”

these words uttered by Adrian Appo, CEo of ganbina, an Indigenous youth employment, education and advocacy agency, and 2012 participant of the “MUrrA” Indigenous Business Master Class Series echo the ethos of our program.

designed for Australian Indigenous business leaders, owners and entrepreneurs, MUrrA aims to support Indigenous economic development by equipping senior executives with the skills needed to take their businesses to the next level. By doing so, we provide Indigenous business people

with the tools to expand their business and enhance employment opportunities, leading to a continuous cycle of growth and empowerment for themselves and their communities.

Background

there is growing agreement among scholars and practitioners that businesses can be effective agents of social impact in society. In their recent 2011 Harvard Business review article, Michael Porter and Mark kramer make the case that for-profit enterprises have the potential to create ‘shared value’—both advancing the economic and social conditions of communities as well as enhancing companies’ competitive advantage. they argue that companies create economic value by generating

social value that in turn produces a virtuous circle.

Building upon this logic, the Asia Pacific Social Impact Leadership Centre (APSILC) at Melbourne Business School (MBS) seeks to address one of the most pressing social challenges in Australia—the economic disadvantage faced by Indigenous Australians. on average, it is estimated that Indigenous Australians have:

• a life expectancy that is 17 years lower than non-Indigenous Australians;

• an unemployment rate that is three times higher; and

• an average household net income that is 62 per cent lower.

Furthermore, recent research suggests that raising the life

dr Michelle Evans

Dr Michelle Evans works as a Research Fellow at the Asia Pacific Social Impact

Leadership Centre (APSILC), leading the research agenda in Indigenous Business and

Leadership. Michelle completed her PhD on Indigenous leadership in the arts.

From 2003-2010, Michelle was the founding Head of the Victorian College of the Arts

Wilin Centre for Indigenous Arts and Cultural Development. During her time there,

Michelle’s key achievements included supporting the graduation of fifty Indigenous

artists and arts managers; developing and teaching Australia’s only Indigenous Arts

Management postgraduate program; supporting the creative development of Australia’s first Indigenous opera,

Pecan Summer; and piloting the Accelerate program—a creative Indigenous Leadership Program in partnership

with the British Council/Australia Council/Virgin Atlantic.

Published in the peer reviewed Australian Literary Studies Journal, Michelle is a Board Member of Berry Street

Victoria and Trustee of the Yvonne Cohen Award for Indigenous Creative Young People.


expectancy, employment and income of Indigenous Australians to levels commensurate with those of all Australians would increase the country’s real gross domestic Product by 1 per cent, the equivalent of $10 billion. Indigenous economic development is not just a concern for Indigenous communities; it is an Australia-wide social issue because as the expected increase in gdP is larger than the forecasted increase in the country’s total population, this would raise the national living standards for all Australians.

to address this challenge, APSILC has developed an innovative business education program named

MUrrA (meaning ‘fish net’ in the Woi Wurrung language of the Wurundjeri people of Melbourne). the goal of the MUrrA program is to enhance Indigenous economic outcomes by supporting the development of successful Indigenous businesses and entrepreneurs.

Across all communities and ethnic groups, entrepreneurship has been found to be an effective means to enhance community wealth generation, employment and self-determination. However, prior research has found that Australian Indigenous entrepreneurs face several unique challenges, including a lack of business role-models, limited business networks and low levels of formal

business education. these three challenges form the foundation for APSILC’s theory of social impact for this program. the program aims to enhance the business acumen and social networks of Indigenous entrepreneurs, which in turn allows them to better recognise and exploit opportunities for their enterprises, thus generating positive economic outcomes for Indigenous communities and reducing the economic divide.

About MURRA

the MUrrA Indigenous Business Master Class program is the first of its kind to be run by an Australian business school. Launched in June 2012, the program was created by APSILC in partnership with kinaway (the Victorian Aboriginal Chamber of Commerce) and the MBS Executive Master of Business Administration Alumni Class of 2003, following a series of consultations with Indigenous businesses from across Victoria in 2011.

the program consists of six two-day sessions run over the course of six months. the sessions are taught by the world-leading MBS faculty and have been tailored to strengthen the capacity of Indigenous entrepreneurs in the areas of strategy, finance, marketing, human resources, negotiations and procurement. the program combines academic theories with real-life application and enables participants to make immediate changes in their business.

Australian Indigenous entrepreneurs face several unique challenges, including a lack of business role-models, limited business networks and low levels of formal business education.

MURRA Class of 2012. Photo by Jorge de Araujo.


The journey so far…

Piloted in 2012, the most significant deliverable was ‘proof of concept’. We looked for three levels of impact:

• does it serve the participants we are delivering to?

• does it harmonise with our teaching faculty and core teaching purposes?

• do external partners and the general public see this offering as a positive contribution?

Based on these three measurements of success, the partners were delighted with the outcomes of the 2012 Pilot program. First, the reported impact that the business education had on participants has been significant. Many of the participants reported that they enjoyed the program because of the quality of the educational experience, because it was relatable to their business and because they saw that the impact the education was having on them would have ripple effects for the broader Aboriginal and torres Strait Islander community.

“I thoroughly enjoyed the experience. The classes reaffirmed our organisation’s strategy and that we were going in the right direction,” Mr Appo says. “As a regional body, it is sometimes difficult to gauge how we compare with others so it was reaffirming to know we meet best practice. But on another level, the networking opportunities were amazing. Meeting the other participants from different sectors gave me new insights and fresh ideas and I’m thinking about how to take those into our organisation.”

during the MUrrA Master Class series in 2012, out of the twelve participants, three of the senior executive business leaders have been or are currently going through a career transition; one business has received its first million dollar supply contract; and two businesses have changed their business strategy. It has had a powerful impact on participants with all expressing a desire to be ambassadors for the program.

Second, there has been a great level of investment and positive feedback received from the teaching faculty

engaged in the program. dr Anne Lytle, Faculty in negotiations, expressed her amazement. “We do a simulation in class where all the participants are given a set of conditions and required to negotiate an outcome. And in the past when I’ve delivered this exercise, the outcome has always been the same. But this time, to watch the dynamics was fascinating. To see in action the different decision-making styles of the Indigenous participants and realise that it is based on values and trust gave me a fresh insight. As a faculty member, I want to take this into the MBA classroom and show that the Western concept of rationalist behaviour is not always applicable and that there is more than one way to negotiate an outcome.”

In 2013, we welcome a new partner: Supply nation, Australia’s Indigenous minority supplier council. Based on the success of the pilot, MUrrA is now an open program offered through APSILC in 2013 with the support of partners to underwrite the program, making it affordable to Indigenous business owners and entrepreneurs. We look forward to contributing to the growth of the sector. As one of our participants noted, “It was inspiring and thought provoking. And such a privilege to be in the same room with all these people. I can’t wait to get back to work to apply these concepts to my business.” n

During the MURRA Master Class series in 2012, out of the twelve participants, three of the senior executive business leaders have been or are currently going through a career transition; one business has received its first million dollar supply contract; and two businesses have changed their business strategy.


Australian Capital Territory

ACt Multicultural Council IncorporatedPo Box 394 Civic Square ACt 2608P: 02 6291 9383F: 02 6291 9885E: [email protected]

New South Wales

Ethnic Communities’ Council of nSW221 Cope St Waterloo nSW 2017P: 02 9384 3100F: 02 9319 4229E: [email protected]: www.eccnsw.org.au

Ethnic Communities’ Council of newcastle & Hunter regionWaratah Community reserve 2A Platt Street Waratah 2298Po Box 152 Mayfield nSW 2304P: 02 4960 8248F: 02 4960 8249E: [email protected]: http://eccnewcastle.org.au/

Multicultural Communities’ Council of Illawarra Inc117 Corrimal Street Wollongong nSW 2500 Po Box 238 Wollongong nSW 2520P: 02 4229 7566F: 02 4226 3146E: [email protected]: www.mcci.org.au

Multicultural Council of griffithkoyoo Street griffith nSW 2680Po Box 2327 griffith nSW 2680P: 02 6964 4366F: 02 6964 6364E: multiculturalcouncilofgriffith @gmail.com

Multicultural Council Wagga Wagga Inc53 trail Street Wagga Wagga nSW 2650Po Box 222 Wagga Wagga nSW 2650P: 02 69216666F: 02 6921 6669E: [email protected]

transcultural Community Council IncShop 1, 28 Moriella StLightning ridge nSW 2834Po Box 1724, Lightning ridge nSW 2834P: 02 6829 2014F: 02 6829 0902E: [email protected]: www.wj.com.au

Young & district Multicultural Association Inc62 redhill road Young nSW 2594Po Box 92 Young, nSW 2594P: 02 6382 5469F: 02 6382 3575

Northern Territory

Multicultural Council of the northern territoryMalak Shopping CentreShop 15, Malak Place Malak nt 0812Po Box 299 karama nt 0813P: 08 8945 9122F: 08 8945 9155E: [email protected]: www.mcnt.org.au

Queensland

Ethnic Communities’ Council of Qld253 Boundary Street West End QLd 4101Po Box 5916 West End QLd 4101P: 07 3844 9166F: 07 3846 4453E: [email protected]: www.eccq.com.au

Multicultural Communities’ Council gold Coast Inc1 dominions road Ashmore QLd 4214 Po Box 345 Ashmore City QLd 4214P: 07 5527 8011F: 07 5527 8531E: [email protected]: www.mccgc.com.au

townsville Intercultural Centre360 Citylink Bldg townsville QLd 4810Po Box 1858 townsville QLd 4810P: 07 4772 4800F: 07 4772 1840E: [email protected]: www.townsville-mrc.org

South Australia

Multicultural Communities’ Council of South Australia Inc113 gilbert St Adelaide SA 5000P: 08 8345 5266F: 08 8345 5277E: [email protected]: www.mccsa.org.au

Tasmania

Multicultural Council of tasmania49 Molle Street Hobart tAS 7000Po Box 798 Hobart tAS 7001P: 03 6231 5067F: 03 6231 5069E: [email protected]: www.mcot.org.au

Victoria

Ethnic Communities’ Council of VictoriaStatewide resources Centre150 Palmerston St Carlton VIC 3053P: 03 9349 4122F: 03 9349 4967E: [email protected]: www.eccv.org.au

diversitat (geelong Ethnic Communities’ Council)153 Pakington Street geelong West VIC 3218P: 03 5221 6044F: 03 5223 2848E: [email protected]: www.diversitat.org.au

Fecca Members and Affiliated regional Councils


Mr Pino Migliorino ChairMs Eugenia grammatikakis Senior deputy Chairdr Sundram Sivamalai Senior deputy ChairMs Voula Messimeri AM Honorary PresidentMr Sam Afra JP Honorary SecretaryMs Helen Sara Honorary treasurerMs Maria Saraceni Women’s ChairMs tina Hosseini Youth ChairMr Christian Astourian disability ChairMr Parsu Sharma-Luital JP new & Emerging Communities’ ChairMr ken Habak oAM regional ChairMr david ng President, ACtMCMr Emanuel Valageorgiou Chairperson, ECCnSWMs Jaya Srinivas JP President, MCntMs Agnes Whiten oAM Chairperson, ECCQMr ron tan oAM President, MCCSAMr Mahendra Pathik Chairperson, MCotMs kim Luby President, ECCWAMr Joseph Caputo JP Chairperson, ECCV

CEo dr Loucas nicolaou [email protected]

Executive Assistant/ Ms Maxine Leader [email protected] office Administrator

Senior Policy officer, Mr Bruce Shaw [email protected] Aged Care

Policy officer, dr gillian McFeat [email protected] Aged Care

Policy officer, Ms Melanie tulloch [email protected] Aged Care

Senior Policy officer Ms Janice Webster [email protected]

Senior Policy officer Ms Victoria Erlichster [email protected]

Policy officer Ms katrina Hayes [email protected]

Policy officer Ms tanya von Ahlefeldt [email protected]

FECCA is the national peak body representing Australians from culturally and linguistically diverse (CALd) backgrounds. We provide advocacy, develop policy and promote issues on behalf of our constituency to government and the broader community. FECCA supports multiculturalism, community harmony, social justice and the rejection of all forms of discrimination and racism.

FECCA’s membership comprises state, territory and regional multicultural and ethnic councils. FECCA has an elected executive committee and a professional national secretariat implementing policies and work programs on behalf of its membership and stakeholders.

For more information you can read about FECCA’s policies and programs at our website www.fecca.org.au

Ballarat regional Multicultural Councilgolden Point Cultural & Learning Centre, Cnr grant & English Sts golden Point VIC 3350Po Box 1418 Bakery Hill VIC 3354P: 03 5332 5941F: 03 5332 5944E: [email protected]: www.brmc.org.au

Sunraysia Mallee Ethnic Communities’ Council Incnorthern Mallee Migrant Services group225 Eleventh Street Mildura VIC 3500Po Box 1213 Mildura VIC 3502P: 03 5022 1006F: 03 5021 2450E: [email protected]: www.migrantservices.com.au

Ethnic Council of Shepparton & district158 Welsford St Shepparton VIC 3632Po Box 585 Shepparton VIC 3632P: 03 58312395F: 03 5831 3764E: [email protected]

gippsland Ethnic Communities’ Council IncPo Box 3492 gippsland Mail Centre VIC 3841P: 03 5126 2091F: 03 5126 4027E: [email protected]

north East Multicultural Association47B reid Street Wangaratta VIC 3677Po Box 417 Wangaratta VIC 3676P: 03 5721 2090E: [email protected]: www.nema.org.au

Western Australia

Ethnic Communities’ Council of Western Australia20 View Street north Perth WA 6006P: 08 9227 5322F: 08 9227 5460E: [email protected]: www.multicultural.online.wa.gov.au/ eccwa

FECCA national Executive Members

FECCA office Contacts

About FECCA

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