Investments in apprenticeships, addressing skills shortages and paths for skilled
migration will benefit the B&C industry by increasing participation in our industry.
The challenge for all of us then is to make sure that those new entrants into the B&C
workforce maintain their level of participation in our industry.
The questions for all of us include; How do we create an industry that skilled workers want to be a part of? That apprentices feel proud to be involved and stay in? That overseas workers are keen to enter?
The ABCC has a central role here. We are charged with monitoring appropriate standards of conduct in the industry. We encourage compliance with workplace
relations laws; we provide assistance and advice to industry participants about their
rights and obligations; we disseminate information about workplace issues that affect construction workers.
This is important to younger workers, skilled workers and overseas workers want to
be involved in a lawful industry that is productive and harmonious.
Maintaining a lawful, high-functioning industry where employees are paid correctly, freedom of association rights are respected and industry participants can easily
access information about their rights and obligations is the best way to fortify ourselves against skill-shortages.
The ABCC’s role in regulating unlawful industrial action is fundamental to fostering harmonious work practices. Every day lost to industrial action is a day of lost productivity. That's why, at the ABCC, we are so concerned about investigating and litigating section 38 of the BCII Act; it is a pro-productivity agenda of our regulatory work. It's why we look to use section 39 of the BCII Act, our injunction power, to try
and get UIA stopped at the earliest opportunity.
However, as a regulator I would prefer to prevent UIA rather than treat it.
If individual industry participants considering whether to engage in unlawful strike action have access to the guidance and information provided by a strong regulator,
as well as a clear understanding of the potential legal consequences of taking illegal strike action, they are more likely to consider alternative dispute resolution options.
As a consequence, we are increasing our educative efforts with workers; explaining
to them how they can solve disputes without resorting to the brutal measure of UIA
and losing a minimum of 4 hours pay, sometimes over the most minor of matters.
Employers can contribute here by modelling best practice workplace relations strategies. Andrew Ermer spoke this morning about the importance of communication and I endorse those comments. Where we see strong management, effective leadership and high levels of employee engagement we see corresponding productivity dividends.
A culture of harmonious workplace relations across the board can only be brought
about by genuine commitment and cooperation between key players, many of whom
are in this room today.
If the budget measures intended to address projected skills shortages, infrastructure bottle-necks and deliver vital projects are to be effective, we must work together to make the industry one that skilled workers want to be a part of.
Additional apprenticeships and skilled migration are good for our industry. In order
to make sure workers see the building and construction industry as somewhere they can carve out a professional career, we need to ensure it is a secure, successful and lawful industry to work in.