The industry attracts a wide range of people from diverse backgrounds, including school leavers and people who may not have any previous training or work experience.
The Tāmaki Makaurau Regional Skills Leadership Group (RSLG) has identified in its Regional Workforce Plan that the horticulture and fruit growing industries will need to fill 276 more jobs in the next five years. There is a high demand for entry-level roles, and limited career progression due to the flat organisational structure of the industries. Likewise, the Taitokerau RSLG has identified in its Regional Workforce Plan that 120 fruit or nut orchard managers (including kiwifruit, avocadoes and blueberries) will be required over the next five years, largely as a replacement to people retiring or leaving the sector.
There is a perception that entry level roles are ‘low skilled’, but a high level of skill is required in these roles to be productive and sustainable. However, entry level positions into the industry do not require skills or qualifications. Because there is no skills or experience required for entry level positions, employees come from all backgrounds, some with limited previous work experience and differing levels of academic qualifications and training. Pastoral care is important across the industry, particularly for new entrants and the success of Māori and Pacific peoples in the industry.
Because entry-level roles tend to be categorised as low skilled, with no previous experience or qualifications required, the current delivery and assessment model does not always meet the needs of all learners, who have varying levels of literacy, numeracy and other competencies. For example, a text-based delivery and assessment model does not always suit learners who are time poor at work and after work, and the seasonal requirements of the work do not always align with programme delivery. More flexibility is needed to meet the diverse needs of learners and employers.