Initiative launches to make drinks industry careers more accessible to indigenous students
Image: WSET Asia Pacific
The Wine & Spirit Education Trust (WSET) has launched a ground-breaking initiative, as part of its diversity and inclusion programme, to help support Indigenous students develop careers in the Australian drinks industry.
Working closely with the National Indigenous Culinary Institute (NICI), WSET has developed and is funding a programme to offer more than 150 indigenous students the opportunity to take a WSET qualification over a three-year period (2022-2024).
In the first year 30 students, who are already enrolled on hospitality courses with NICI, will be given the opportunity to take a WSET Level 1 Award in Wines course.
These students will also receive additional support through extra teaching time, a mentorship programme and work experience days.
Successful students will then be able to take the WSET Level 2 Award in Wines in year two with another cohort of 30 students taking their WSET Level 1 Award in Wines.
In year three an additional 30 students will be given the same opportunity, with the most promising students taking the WSET Level 3 Award in Wines and completing WSET’s Educator Training programme.
“We are delighted that we are able to launch this initiative today. The Australian drinks and hospitality industry currently offers extremely limited opportunities for those from disadvantaged, Aboriginal or Torres Strait Islander background,” Australian WSET business development manager Sarah Andrew said.
“Currently there are no Australian WSET educators or sommeliers identifying as Aboriginal or Torres Strait Islander working in the industry and there isn’t a clear pathway to drive positive change and diversity.
“We hope that our initiative will empower individuals to use their WSET qualifications as a springboard to achieve rewarding careers within the drinks industry.”
“The NICI is very excited to be opening new employment opportunities for Aboriginal and Torres Strait Islander people through the Wine & Spirit Education Trust education programs,” NICI CEO Nathan Lovett added.
“Our program started with the goal of developing Australia’s next top chefs and these qualifications will help us to create Australia’s next top Sommeliers.”
WSET and NICI will start recruiting students next month for the first Level 1 Award in Wines course which takes place in February in Sydney. In the first year, courses will be taught by Sarah Andrew, a DipWSET and WSET certified educator.
For further information about the initiative, contact Sarah Andrew sandrew@wsetglobal.com
Leading-edge app aims to assist in improving health and safety in viticulture
Domestic trading conditions for Australian wine producers are forecast to significantly improve over the next five years, as restrictions related to controlling the COVID-19 pandemic continue to ease. China tariffs, should they remain in place, could initially increase competition in the domestic market and other more mature export markets until new markets are developed.
The newly released Augmented Reality (AR) app, ‘Wine Producers Guide to Workplace Safety 2021/22’, aims to assist in recognising and controlling the key hazards and risks associated in the value chain of wine production.
The latest Work Health and Safety (WHS) regulatory guidelines and framework are focused on proactive prevention of injury, ill-health and essential information in order to help create a workplace safety culture of zero harm.
Designed to be displayed in the workplace, the app has been developed with interactive AR capabilities for use with a smart device, by simply downloading the free Pro-Vis AR app.
This leading-edge digitally interactive guide is a targeted response to a changed landscape.
Workers often respond well to information relayed via visual means such as videos and 3D animations rather than written documents, making it a highly effective communication tool.
This industry is working collectively to ensure there is greater awareness of specific work-related injuries and work-related health risks amongst viticulture workers.
This is in light of the Agriculture Visa legislation, which represents a new chapter in Australia’s approach to addressing workforce shortages.
Safe Work Australia research based on the Australian Bureau of Statistics (ABS) data suggests young workers have a greater risk of work-related injury in Australian workplaces than their older counterparts.
By definition; working holiday makers are aged 31 or younger. The Agriculture Visa will be available to skilled, semi-skilled and low-skilled workers, who also fall into this additional risk category.
The Agriculture Visa program will be demand driven and supported by strong governance of WHS compliance.
A digital version of the Agrochemicals registered for use in Australian viticulture (‘Dog Book’) is also incorporated on the AR Interactive Guide, which underpins best practice in agrochemicals usage and to facilitate the export of Australian wine.
“We are continuing to make leaps and bounds by improving WHS education and training supported by advances in digital technology and AR,” Pro-Visual Publishing CEO John Hutchings said.
“The biggest impact of digitisation can be seen in how it can revolutionise engagement, which underpins success and effectiveness, by reducing risk to improve health and safety performance overall.
“The provision of WHS information in visual form is an effective way to ensure that important knowledge is understood by all viticulture… through various forms of multi-media and digital technology.
“I would like to thank our Corporate Sponsors and Industry Associations in promoting industry-specific WHS education and training in support of the viticulture industry.”
A new dawn for agriculture’s workforce
After five years of advocacy by the NFF, an Agriculture Visa is one step closer to becoming a reality with the Governor General signing the legislation into law.
NFF chief executive Tony Mahar said the milestone represented a new chapter in Australia’s approach to addressing agriculture’s workforce shortages.
“We look forward to continuing to work with Minister Littleproud and the Government on the details of the Visa and how it can best cater for farmers and workers.”
The Ag Visa will widen the recruitment opportunities for low to highly skilled workers from ASEAN countries. The NFF believes negotiations are well under way to extend the visa to other countries.
The NFF has led the calls for the development of an Ag Visa to complement the successful Pacific Labour Scheme and Seasonal Worker Program.
Mahar said the primary intent of the Visa was to provide an option to a different cohort of farmers and workers, than that provided by current pathways.
“The Ag Visa is a bespoke instrument designed to specifically address agriculture’s many and varied skill deficits. To be most effective the Visa must be portable and allow workers to move between farms based on work demand.”
Mahar said claims by the ACTU that Ag Visa holders would be at risk of mistreatment were nothing more than an attempt at cheap and uninformed point scoring.
“If the ACTU would bother to educate themselves, they would know the NFF had always recommended the Visa be open only to farmers who can demonstrate that they take care of their workforce and who haven’t been able to hire locally.
“Providing a positive and safe experience for farm workers is a core tenet of the Visa and of paramount importance to the NFF.”
Mahar said the onus was now on state and territory governments and their chief health officers to approve quarantine arrangements to safely house incoming foreign workers, including consideration of on-farm quarantine.
“During the ongoing COVID-19 pandemic, agriculture continues to be the engine room of the economy,” Mahar said.
“Farmers have not missed a beat in keeping supermarket shelves stocked in support of all Australians.
“Solving agriculture’s worker deficit is of paramount importance to agriculture achieving a farm gate output value of $100 billion by 2030 and a key component of NFF’s 2030 Roadmap,” Mahar said.
Award wage increases for the wine industry
By Stephen O’Loughlin
With the passing of the 2020-21 financial year, several award wages, including those within the wine industry, received a marginal increase following an Annual Wage Review undertaken by the Fair Work Commission (FWC).
The Modern Award minimum wages have been increased by 2.5%, but industries hard-hit by the COVID-19 pandemic have been afforded some relief under the Annual Wage Review, with the increase in particular award rates operating from a date later than 1 July 2021.
The South Australian Wine Industry Association (SAWIA) made submissions to the FWC arguing that any increase should be no more than inflation and that the operative date for the Wine Industry Award 2020 should be later in the year given the impact if COVID-19 on the industry.
As a result of SAWIA’s successful advocacy, the Wine Industry Award 2020 increase has been delayed until the first full pay period on or after 1 November this year.
In terms of Modern Award coverage, the Wine Industry Award 2020 has the greatest application in the wine industry, covering cellar workers, vineyard workers, cellar door sales employees, bottling, warehousing and laboratory employees.
Other common Modern Awards in the wine industry include Clerks – Private Sector 2020 (clerical and administrative employees) and Restaurant Industry Awards 2020 (restaurant, café and functions staff).
Pay guides for the Wine Industry Award 2020, Clerks – Private Sector 2020 and Restaurant Industry Awards 2020, along with other relevant information can be found on the FWC website at www.fairwork.gov.au.
However, it is important to be conscious that award-coverage can be complex to determine and that there are employees who are not covered by the Modern Award and referred to as award-free.
Meanwhile, the superannuation guarantee has also increased from 9.5% to 10% from 1 July, while further increases of 0.5% per year are intended from 1 July 2022 until it reaches 12% from 1 July 2025 onwards.
Salary and benefits survey
Data analysis from the 22nd National Wine Industry Salary & Benefits Survey Report, conducted yearly by SAWIA, looked into the salary and benefits practices and trends across 60 wine industry positions, with over 40 companies participating from South Australia, Victoria, New South Wales, Western Australia and Tasmania.
It revealed that the highest average base salaries were for chief winemaker, general manager and operations manager roles.
Cars, fuel, professional subscriptions, wine allowances and mobile phones for no-work use were the most common benefits provided to employees, while two out of three companies offered incentives and performance-based schemes such as bonuses or commissions, with one-off cash payments being the most widely used format to meet these programs.
Age breakdown statistics confirmed that more than 30% of employees were aged 50 or above, with only 19% of the wine industry workforce under the age of 29.
The national industry continues to be male-dominated, but the gap is shortening, with a gender split of 59% male and 41% female.
As anticipated, compared to pre-COVID levels in 2019, less vintage workers were engaged during the 2021 vintage.
“Wineries were still able to successfully complete this vintage, which, according to Wine Australia’s latest National Vintage Report, was the largest on record,” said SAWIA chief executive Brian Smedley.
“However, given that border closures are likely to remain in place in 2021 and 2022, it will be important to plan ahead of the 2022 vintage and consider a range of recruitment options.”
Results from the 2021 National Wine Industry Salary and Benefits Survey are available to purchase from SAWIA via its website at: www.winesa.asn.au/our-services/workplace-relations-human-resources/wine-industry-salary-benefits-survey.
The survey report, the only wine industry specific salary resource, helps business owners know where they sit in relation to salaries and benefits and assists with recruiting and retaining key talent.
Seeking aspiring and ambitious wine communicators
With the South Australian wine industry displaying remarkable resilience and diversity, the time to be a wine writer may have never been better.
Against that backdrop of interesting stories waiting to be told, the call has gone out for applicants for the 2021 Wine Communicators of Australia (WCA) wine media cadetship, aimed at aspiring and ambitious communicators specialising in the wine sector.
Minister for Primary Industries and Regional Development, David Basham said the cadetship, now in its fifth year, offers a six-month opportunity for the cadet to participate in a range of practical experiences including the one-day intensive Advanced Wine Assessment program, domestic wine events, media placement and mentorship within the wine industry.
“The Wine Media Cadet program provides a remarkable opportunity for a wine industry professional to take the next step in their desired communication career and tell some of South Australia’s interesting stories,” Minister Basham said.
“The cadetship is run by Wine Communicators of Australia and it offers a unique opportunity to the successful applicant to reflect important stories in South Australia’s $2.3 billion wine industry
“South Australia is indisputably Australia’s wine state and we’ve named 2021 the Year of South Australian Wine. This is a reflection of the importance of the wine industry to all South Australians, and an important measure of support as the industry manages changing business conditions due to COVID-19 and the China trade impacts.
“This cadetship not only helps promote our wines to domestic and international markets but to also tell the important stories of the regional communities that support the industry.
“This cadetship program is another good example of the benefits that being part of the Great Wine Capitals Global Network provides to the next generation of wine leaders.”
Wine Communicators Australia Executive Officer, Andrew Stark, said this is a very important program, which aligns with the organisation’s desire to support excellence in wine communications.
“Like everything during the pandemic, this year’s program will be slightly different to previous years with the wine media cadet unable to travel internationally, however they will continue to undertake exceptional wine experiences,” Mr Stark said.
The cadetship is sponsored through the Great Wine Capitals initiative funded by the State Government, the South Australian Wine Industry Association and the South Australian Tourism Commission, the University of Adelaide and the University of South Australia.
Applications are open to those with an interest in wine media aged between 25-40. Registrations are open until Monday 16 August 2021.
For more information: https://winecommunicators.com.au/wine-media-cadetship
New round of Regional Growth funding
South Australia’s regional communities will get a $5 million boost with the next round of the Marshall Liberal Government’s Regional Growth Fund to unlock economic activity and create jobs now open for applications.
The Regional Growth Fund is for $160 million over 10 years to support South Australian projects that help drive economic growth and strengthen regional communities.
Minister for Primary Industries and Regional Development David Basham said applicants are able to seek grants from $50,000 up to $2 million in the fourth round of funding.
“South Australia’s regions are a key economic driver for our state contributing around $29 billion per year and we want to continue to grow this figure,” Minister Basham said.
“It’s important we do everything we can to drive economic growth in our regions, creating local jobs and our Regional Growth Fund plays a key part in this.
“The Marshall Liberal Government has provided more than $60 million to businesses through the Regional Growth Fund so far – unlocking economic activity worth more than $315 million.
“Once completed these projects will deliver nearly 700 jobs, a tangible benefit to regional South Australia in addition to providing new or improved capital works, infrastructure and facilities.
“The opening of this round of funding follows on from the launch of the first South Australian Government Regional Development Strategy which lays out a clear pathway to work positively and strategically with communities to grow our regions.
“This initiative is part of our Food, Wine and Agribusiness Sector Plan which maps out the ambitious target to grow industry revenue to $23 billion by 2030.
“While drought, bushfires and COVID-19 have presented challenges for our regional communities and businesses, the projects funded to date are bringing new jobs and opportunities to the regions.
“This is a key plank of our Growth State initiative which aims to achieve an increase in Gross State Product to an average annual rate of three per cent per annum.”
Those invited to apply for funding in the competitive pool are local government bodies, Incorporated associations, Registered Charities/Company Limited by Guarantee, cooperatives and business clusters of two or more non-associated organisations who are sharing financial commitment to the project.
Applications will close on Monday 12 July, 2021 with applicants able to seek grants from $50,000 up to $2 million. More details about the Regional Growth Fund can be found online: www.pir.sa.gov.au/regionalgrowthfund
The Regional Development Strategy and details of key regional projects are available on the Our Regions Matter website at regionsmatter.sa.gov.au
TWE recognised as one of the Best Places to Work
Image: TWE
Treasury Wine Estates (TWE) has been named as one of the top companies to work in Australia and New Zealand in the 2021 Best Places to Work List.
The list, published by The Australian Financial Review and Boss Magazine, is based on a rigorous assessment process managed by Australia’s leading behavioural science consultancy, Inventium.
TWE chief people officer Katie Hodgson said the company was honoured to be recognised for its practices in building an inclusive and progressive place for its people to shine.
“TWE is thrilled to rank second on the Manufacturing & Consumer Goods Best Places to Work list, from over 1000 nominated organisations across Australia and New Zealand,” said Hodgson.
“This achievement is a testament to our 3,000 team members around the world and their focus on building our culture right across the business.
“We pride ourselves on turning our ideas into action. Everyone rolls up their sleeves to make great things happen, which creates an infectious energy and momentum that people love to be around.
“The wine sector is a typically traditional and well-established industry, with centuries of rich heritage at its heart. At TWE we boldly lead change in the world of wine, in everything from world-class winemaking to technology, innovation and marketing,” said Hodgson.
Last year TWE launched its TWE DNA which celebrates a culture that values diversity, courage and collaboration in a way that fosters a sense of belonging.
“We’re proud of the progressive and supportive culture we’re cultivating at TWE and we continue to work together to empower team members to bring their whole selves and be courageous at work,” said Hodgson.
“As part of investing in our team members, we also recently introduced ‘Find Your Flex’ so team members can choose where and when they work, in addition to our personal and professional development programs and inclusion and diversity events.
“And of course, our people tell us that one of their favourite perks of working at TWE is the opportunity to learn about, experience, and share our premium wines!”
Work Health & Safety Seminar returns in 2021
The premier wine industry safety event – the Work Health and Safety Seminar by the South Australian Wine Industry Association (SAWIA) – will return in 2021, with seminars in McLaren Vale on 18 May and the Barossa Valley on 20 May.
“The return of the WHS seminar is good news for wine business owners and managers,” said Brian Smedley, Chief Executive of SAWIA. “We know from our annual Member Appraisal that work health and safety is one of the top three issues that our members need support with.
“These seminars are a great opportunity for winery owners, grape growers, managers, supervisors, team leaders and work health and safety representatives to share ideas, experiences and to get up to speed with the latest in work health and safety and receive practical advice to keep workers safe, healthy and productive”.
The keynote speaker is Australia’s pre-eminent occupational heat stress consultant, Dr Matt Brearley, who will talk about the risks associated with heat stress and best practice measures to manage this risk.
Other specialist speakers including Finlaysons Lawyers, the Heart Foundation, Pinnacle Workplace Consultants and Altus Traffic Engineering will present on the following topics:
• Risks and strategies in managing sexual harassment and bullying
• Heart health in the workplace
• Fit4Work – managing hazardous manual tasks in the winery
• Traffic management – keeping people safe around workplace mobile plant
• Bushfire and emergency management
Venues and dates:
• McLaren Vale: 18 May 2021, McLaren Vale & Fleurieu Visitor Information Centre
• Barossa Valley: 20 May 2021, The Vine Inn, Nuriootpa
For further information about work health and safety in the wine industry contact SAWIA on (08) 8222 9277 or email admin@winesa.asn.au.
Slim pickings for wine workers as sector refuses to be crushed
Labour shortages during wine vintage in South Australia are stretching beyond the vineyard as COVID restrictions prevent contributions from northern hemisphere winemakers who usually bolster the industry at this time of year. Source: InDaily
2021 wine industry salary and benefits survey now open
The 2021 National Wine Industry Salary & Benefits Survey is now open. Run by the South Australian Wine Industry Association (SAWIA), it is the only wine industry specific salary survey in Australia.
This year, 60 wine industry positions will be surveyed, covering thousands of wine industry employees across Australia working in winemaking, viticulture, warehouse, sales, finance, marketing, human resources and administration – typically not covered by any Modern Awards.
Following a strong industry response, the 2021 survey will also provide market data for positions in hospitality, events/functions and wine club management.
Once completed, the survey data will be compiled into the 2021 Wine Industry Salary & Benefits Survey Report, released in June.
A separate report for small businesses will also be available.
“The Salary Survey – now in its 22nd year – is an essential business tool for wine business owners and managers, helping them to benchmark company salaries with the marketplace and assisting them with recruiting and retaining key talent,” said SAWIA chief executive Brian Smedley.
“This year more than ever, business owners need to ensure their pay rates are competitive, as we navigate the challenges of COVID-19 and international trade disputes.”
In the 2020 survey, some participants reported a cautious approach to wage increases as they were still assessing the full impact of COVID-19 on staffing levels and wage increases.
This year’s survey has the potential to demonstrate any further impact of COVID-19 on employee turnover and wage increases. In addition to salary and benefits data, the Survey Report provides important workforce data for benchmarking and workforce planning purposes, including age and gender distribution and employee turnover.
To participate in the survey, download the survey here.
