Travel consultants, travel agency managers and tour guides are now eligible occupations for skilled migration on the federal government’s Core Skills Occupation List (CSOL).
Until recently, travel consultants and tour guides were excluded from the list, while travel agency managers were restricted to regional roles.
“This is a landmark achievement for Australia’s travel industry. It recognises the critical skills shortage we face and offers a practical solution to help meet demand, alongside the important work we’re doing to train Australians locally,” said Ingrid Fraser, ATIA Director of Public Policy and Advocacy.
“ATIA’s consistent advocacy has delivered this outcome, and we will continue working to ensure members have the information and support they need to navigate these changes.”
ATIA has long worked with the government to address critical labour shortages in the market, such as engaging with Jobs and Skills Australia to ensure the occupations were acknowledged as being in urgent demand.
The association also developed a comprehensive submission to the government on the CSOL, highlighting the role of skilled migration in sustaining the industry’s workforce.
“We are committed to fostering a skilled and sustainable workforce that supports the growth of the Australian travel sector,” added Fraser.
Earlier this year, ATIA launched its inaugural Skills and Workforce Survey, which revealed enrolments in travel-related traineeships dropped by more than 80%. Meanwhile, air travel is expected to double by 2040, growing at an annual rate of 3.4%, demonstrating a critical need for the professional industry to grow.
“Addressing the acute shortage of skilled professionals in the travel industry through robust and responsive training initiatives is imperative. Our proposal to maintain and enhance traineeship incentives is a critical step towards ensuring that travel businesses can access and nurture the talent they need to thrive in a competitive global market,” said Fraser earlier this year.
“ATIA’s recommendations include postponing planned reductions in traineeship incentives and ensuring a long-term commitment to funding to allow sufficient time for the benefits for flow through. These measures aim to make traineeships more attractive and feasible for businesses, particularly small and medium-sized enterprises that form the backbone of the industry.”
