Progress report: December 2022

This report contains key progress highlights of the 2022 Canterbury Regional Workforce Plan, which was launched 14 July 2022.

Canterbury Regional Workforce Plan

The update is not a full account of activities on each action.

Cross cutting

Action 1 – Migration settings

Anticipated/aspired outcome 

• Influence migration decisions made at central government level.
• Have a well-balanced and better performing labour market.

Progress over the past 6 months 

• Working with local partners to determine a regional position to inform migration decisions made at central government level.
• RSLG working with key partners, like MBIE’s Immigration Policy team to create a suitable framework.

Looking forward to the next 6 months 

• RSLG to confirm a Canterbury migration position for inclusion in the 2023 RWP and identify key areas of need.
• Future RSLG meeting will aim to cover migration as a key topic.

Action 2 – Promote Canterbury

Anticipated/aspired outcome 

• To attract more workers to Canterbury both nationally and internationally.

Progress over the past 6 months 

• Engaging with industry and industry bodies on initiatives that the RSLG can support.

Looking forward to the next 6 months 

• Regional stakeholders meeting to map and understand respective mandates in this space.

Action 3 – Workplace diversity

Anticipated/aspired outcome 

• To understand what is underway, how it is being delivered and who we need to promote the opportunities to.

Progress over the past 6 months 

• Undertaking research on the different diversity programmes and opportunities available in Canterbury. So far have engaged with Diversity Works and have had them present to RSLG to understand how we can best work with them.

Looking forward to the next 6 months 

• Explore opportunities for how we can share best practice workplace diversity stories.

Action 4 – Training pathways

Anticipated/aspired outcome 

• Facilitate the development and uptake of new training pathways that provide ways of recognising prior learning, upskill new or returning staff and support meeting immediate training needs in a cost-effective way. These include apprenticeship schemes, module learning, micro credentials, Marae-based training.

Progress over the past 6 months 

• Engaged with Hanga Aro Rau to explore ideas to progress this action.
• Development work on a micro credentials pilot programme with local businesses.
• Working regionally to understand training needs and how they are different by sub region etc.

Looking forward to the next 6 months 

• Collate case studies from different sectors (and possibly internationally) about different pathway/training and succession models.
• Work with selected sub regions to research, and possibly implement an internship program within their local council.

Action 5 – Up to date training

Anticipated/aspired outcome 

• Facilitate closer connections between training providers and industry to ensure training courses are up-to-date, use relevant tools and methods, build current worker capability, and develop work-ready graduates.

Progress over the past 6 months 

• Engaging with Toi Mai to understand how we can work together in this space.
• Exploring creation of an industry specific advisory group to be a conduit for education providers to get sector input for future training provision.

Looking forward to the next 6 months 

• Potential engagement with industry on specific advisory group to be a conduit for education providers to get sector input for future training provision.

Action 6 – Best practice workplaces

Anticipated/aspired outcome 

• Research and map best practice workplaces that foster supportive environments and a positive culture among staff, where diversity and safety in the workforce is valued.

Progress over the past 6 months 

• Researching what is available locally and nationally with particular interest in evidence-based models.
• Engaged with living wage accreditation group on what makes a good employer.
• Engaged with Diversity Works.

Looking forward to the next 6 months 

• Meet with local businesses that have been identified as employers with good practices to understand their approach and potentially use them as local case studies.

Action 7 – Sector perceptions

Anticipated/aspired outcome 

• Work with focus sectors and industries to educate and change outdated perceptions, promote why they could be a good employment choice, and the diversity and range of opportunities available in them.

Progress over the past 6 months 

• Engaging with industry on programmes currently underway seeking to change perceptions.
• RSLG member spoke on perceptions at CATE conference.

Looking forward to the next 6 months 

• Research piece on how people engage with job adverts and how this can influence their views of sectors.
• Look at the role of careers advisors and industry in shaping views of young people looking at sectors as potential careers.

Rangatahi

Action 8 – Career development support

Anticipated/aspired outcome 

• Increased visibility, access and consistency to a range of career and education pathways. 
• Better connecting community and whānau to career support schemes.
• Support and promote the mahi of CATE and CDANZ.
• Support ongoing career development support for rangatahi after leaving high school.

Progress over the past 6 months 

• Mapping regional activity currently underway in this space in schools and RSLG representatives meeting with local school principals to discuss objectives.
• Discussions with schools on National Education and Learning Priorities (NELP) objective 4 (future of learning and work) and its implementation.

Looking forward to the next 6 months 

• Organising a series of regional insights breakfast (alongside local partners) with schools to help improve their labour market and workforce knowledge.
• Share NELP objective 4 knowledge and learnings regionally to help improve its uptake.

Action 9 – NCEA achievement variance

Anticipated/aspired outcome 

• Procure data to understand differences in NCEA achievement (by subregion, gender and ethnicity) within Canterbury, and what barriers might be influencing this. 

Progress over the past 6 months 

• NCEA data covering the last 10 years was procured.
• Data has been reviewed to identify and understand issues on achievement by sub region, gender, ethnicity and other relevant factors.

Looking forward to the next 6 months 

• A report on more detailed findings of the data set to be prepared to see how it may inform future action in the NCEA and school achievement space in future Regional Workforce Plans (RWP).

Action 10 – Support Māori rangatahi

Anticipated/aspired outcome 

• Support and explore ways to identify and engage with rangatahi Māori who are not in employment, education or training (NEET) and connect them with support services (Te Whai Mahi Māori). 

Progress over the past 6 months 

• Researching national and regional Māori NEET programmes and initiatives that are having success.
• Engagement with key stakeholders and partners such as Whitiora to understand their work in this space.

Looking forward to the next 6 months 

• Connect with key players in this space such as TEC to better understand their iwi engagement model and see how Canterbury can be connected in.

Action 11– Rangatahi voice

Anticipated/aspired outcome 

• Provide a forum for the voice of rangatahi to contribute to career, workplace and workforce redesign conversations to help build workplace environments where they feel included, supported and safe.

Progress over the past 6 months 

• Conducted an environmental scan to identify what resources, programs and services already exist in this space.
• Organised and facilitated a rangatahi focus group to better understand what issues are a priority for them.

Looking forward to the next 6 months 

• Engage with identified organisations that are working in this space and see how the RSLG can work with them on shared goals.
• Engage with Rangatahi users to further understand their needs and issues.

Health Care and Social assistance

Action 12 – Map mental health system

Anticipated/aspired outcome 

• Co-ordinate the mapping of the mental health workforce eco-system to understand labour market barriers and enablers in the sector.

Progress over the past 6 months 

• Connected in with Toitū Te Waiora on work they have underway in this space.
• Discussions to understand Te Whatu Ora’s position.
• Engaged with Rata Foundation to understand work they may have completed.

Looking forward to the next 6 months 

• Connect with Health NZ to understand what work is underway/complete.
• Explore establishing a cross agency group to undertake this work if there is nothing suitable already in this space.

Action 13 – Rangatahi mental health

Anticipated/aspired outcome 

• Support the development of a holistic mental health plan for rangatahi, encompassing principles like Te Whare Tapa Wha.

Progress over the past 6 months 

• Researching government initiatives underway currently with a rangatahi mental health focus.

Looking forward to the next 6 months 

• Examine environmental differences rangatahi face when accessing services – eg visibility of services, less likely to be able to queue-jump with health insurance or private practice.
• Review list of initiatives to understand availability of culturally safe, inclusive and recognised programmes.

Action 14 – Health and disability system review

Anticipated/aspired outcome 

• Promote benefits of the Health and Disability System Review – Final Report – Pūrongo Whakamutunga, March 2020 ­– particularly with regard to initiatives that will improve services within the mental health sector.

Progress over the past 6 months 

• Analysed mental health aspects of the report to understand relevant actions and insights.
• Reviewed actions for gaps and opportunities for a Canterbury voice/perspective.

Looking forward to the next 6 months 

• Monitor and receive updates on implementation of the health and disability system review. Input RSLG views and support where appropriate.

Digital Technology

Action 15 – Digital Technology workforce diversity

Anticipated/aspired outcome 

• Support and align programmes that look to specifically increase diversity in the advanced digital workforce. Specifically, with Kanorau ioio/neuro diverse community.

Progress over the past 6 months 

• Working with Canterbury Tech on the Canterbury Tech Skills Pilot Programme.
• Researching examples of successful campaigns in this space for lessons learned.

Looking forward to the next 6 months 

• Stay connected with Canterbury Tech and look for ways the Canterbury RSLG can help boost the visibility of any initiatives that are released to help address diversity issues in this space.

Action 16 – Digital Technology perceptions

Anticipated/aspired outcome 

• Support a sector-wide approach to specifically changing the perception of working in advanced digital, promoting the sector’s diversity.

Progress over the past 6 months 

• Researching tech programmes looking to change sector perceptions.
• Engaging with Toi Mai on work underway in this space.

Looking forward to the next 6 months 

• Look for opportunities to enable engagement with young people to correct any outdated or inaccurate perceptions.

Manufacturing

Action 17 – Manufacturing workforce diversity

Anticipated/aspired outcome 

• Support programmes that look to specifically increase diversity in the manufacturing workforce. In particular, in groups such as women, Māori and Pacific peoples.

Progress over the past 6 months 

• Reached out to the sector for some programs currently underway – in particular for woman, Māori and pacific peoples.
• Engaged with Hanga-Aro-Rau to see what work is underway.

Looking forward to the next 6 months 

• Refresh demographics data.
• Research and find sector partners to support the development of good practice case studies for Canterbury.

Action 18 – Manufacturing productivity and innovation

Anticipated/aspired outcome 

• Facilitate the mapping of existing vocational and tertiary learning modules for the sector and their uptake.
• Assist in the exploration of new learning and upskilling opportunities for the sector.
• Business development and capability building is enhanced and leaders are encouraged to explore more innovation and investment.

Progress over the past 6 months 

• Facilitated mapping of existing vocational and tertiary learning modules (Hanga-Aro-Rau have begun).
• Have kept manufacturing focus group informed on progress and sought feedback.
• Work with business on new opportunities.
• Discuss links with South Canterbury Food Manufacturing group.

Looking forward to the next 6 months

• Engage with industry to enhance business development and capability building and encourage more innovation and investment.
• Explore new learning and upskilling opportunities.
• Connect with the work of the Industry Transformation Plans (ITPs).