The upcoming jobs summit will address a range of challenges and issues in the local labour market, writes Geoffrey Smith, including the ongoing skills shortage in the tech industry.

One of Australia’s biggest workforce challenges the ongoing skills shortage in the technology industry, pressured by the need to have 1.2 million tech workers in Australia by 2030. The tech skills shortage is far from being a new issue. Yet, the government and corporate sector have barely shifted the needle over the last decade in closing the market gap.

One major reason for this lag in progress is, ironically, businesses and government agencies regularly look to technology as a way of reducing headcount or streamlining resource efficiency. But this is looking at the issue the wrong way around. Technology is merely a tool, and we need enough skilled people using and building technology to ensure we get the most out of it and can create better outcomes for our society.

Humans behind technology matter

Unfortunately, the humans behind the technology are still an afterthought for many organisations, and this mindset is contributing to our ongoing challenges with the tech skills shortage in Australia. Looking ahead, it’s important to recognise that the greatest economic opportunities will come from unlocking the capabilities, passions, and drive of our marginalised communities. The market gap for the taking is in creating innovative programs that empower these communities with skills they are eager to learn and that carry significant market demand.

As the new government has recognised, a significant portion of technology jobs no longer need a university degree. However, there are few programs in place that deliver the skills that technology jobs do require and provide on-the-job training that reflects the demands of a modern workplace.

A one-size-fits-all approach to tech training and employment has been used by recruiters and employers for too long. For example, the rigid recruitment practices of many government agencies, which may include multiple panel interviews and slow application turnarounds can be significant barriers for neurodiverse candidates. Despite the talent shortage being an ongoing and constant challenge for the industry, there has been little change to how talent is attracted and retained in the workplace. This is where the solution to the talent shortage lies, but too many businesses and government agencies are afraid of change.

Neurodiversity in the workforce

As an employer of a fast-growing team of over 100 data and technology professionals, with a majority of the workforce being neurodiverse, we have seen first-hand the benefits of a 7-day introductory course, followed immediately by putting trainees on the tools and doing real work for real clients. In place of a three or four-year tertiary degree, this hands-on approach to training is dovetailed with a human-centred approach to recruitment and retention.

Too often, and particularly with people with disability, employees are asked about their weaknesses, past experiences, and tertiary credentials in interviews. However, the reality is that a can-do attitude and strengths-based approach to employment and upskilling are far more important for a successful technology career.

Leading up to the jobs summit, as the government simultaneously looks at ways to address the dire disability unemployment rates and tech skills shortages, there needs to be a recognition of how the current systems are hindering people with disability from succeeding in everything from the rigid education system, to the inflexible recruitment processes, which are also unfortunately still riddled with unconscious bias.

Leaning in to inclusive training and employment

As well as more modern training and employment approaches, the government should also be setting the standard for inclusive workplaces and taking proactive measures to empower local businesses to keep a diverse pool of tech talent onshore. Tax incentives for diversity-focused tech employers, subsidies for effective and inclusive training programs, and resources and support for businesses looking to hire diverse talent – including people with disability – need to be thoroughly explored to ensure both short-term and long-term solutions are set up to deliver tangible change.

There has never been a more exciting time to be in the Australian tech and startup industry. Despite the instability of the international tech market, there are countless opportunities now for technology, particularly data-driven solutions, to help government and communities find ways to build economic resilience and address long standing social challenges. The faster and more inclusively we can prioritise addressing the tech talent shortage, the stronger our industry and economy will become.

*Geoffrey Smith is CEO of Australian Spatial Analytics

The Jobs and Skills Summit will be held at Parliament House in Canberra on 1‑2 September.