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Vision Australia offers a range of employment services to people who are blind or have low vision, such as preparing them for work and connecting them with job opportunities. However, research shows that many employers hold negative attitudes towards employing someone who is blind or has low vision. It appears that this issue may be getting worse over time, with significantly more people with a vision condition reporting discrimination or barriers to employment in 2018 compared to 2012 research. Cutting through to employers and challenging their perspectives requires a creative approach. To address this issue and change employer attitudes, Vision Australia will soon be launching a targeted public affairs campaign. The campaign will have two aims: Reduce negative perceptions of candidates who are blind or have low vision; and Raise awareness of the supports and services available to candidates who are blind or have low vision, thereby showing employers that it is easy to employ these candidates.

To support the campaign, Vision Australia required data to establish benchmarks of employer attitudes, and to be used as input into the campaign itself. Data from this study will be used for public relations activities prior to campaign launch. It was important that the sample size was sufficiently large and nationally representative in order to attract media coverage. This document outlines the findings of this study.

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This report is built upon [Ernst and Young] EY's digital mining report on the minerals industry [available in VOCEDplus at TD/TNC 135.875], generating insight on the influence and impact of technology across the mining value chain. By better understanding the future skills required of the mining industry workforce, industry stakeholders will be able to strategically plan their workforce and sustain their competitive advantage in global markets.

Further analysis of the findings from the digital mining report have revealed the following impacts on the workforce across the value chain: robotics and automation through drones, autonomous vehicles and remote-controlled operational systems will be rolled out more widely to enhance exploration efforts and mining operations; there will be increasing demand for data and digital literacy skills across all phases of the mining value chain that will redesign most occupations; and cloud computing, information sharing and big data continue to change the nature of work and enable integrated operating centres so more work can be performed remotely and more flexibly.

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The mining industry is increasing its adoption of digital and technology solutions. This is having a variety of impacts on conventional operating models. There is a need to understand the impacts of these changes on mining operations. This report forms part of a wider integrated study to review the 'Future of Work' trends in the mining industry over the horizon to 2030 and to assist in the development of the industry response to the changing landscape. This report presents the findings of the initial phase of the study which was focussed on the identification of potential digital and technological innovation and the impact of these innovations on the mining workforce. Case studies have been developed to explore the opportunities digital innovation could provide across the mining value chain and the potential associated productivity improvements and impact on the workforce. High level industry investment requirements have also been considered, both in terms of investment in technology and people. Subsequent phases will examine the economic and workforce impactions of the adoption of digital technologies across the mining value chain in further detail.

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While positive trends in the Indian higher education system have been exhibited over the last decade, the Gross Enrollment Ratio (GER) in India continues to significantly trail its global peers in the world average. The government has set a target of 30 per cent GER by 2020, which seems difficult to achieve at the current pace of development. Moreover, the Indian higher education system faces the challenges of ensuring equity and quality. The private higher education sector could play a key role in dealing with these issues through innovative models supported by an enabling regulatory framework and environment. In this report Ernst and Young have identified various options for private education providers to enter and grow in the higher education space. Key drivers, trends, regulatory considerations and stakeholders have been outlined in the report.

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This report argues that the higher education sector in Australia is undergoing a fundamental transformation in terms of its role in society, mode of operation, and economic structure and value. To explore these themes and future directions, the authors conducted an industry-wide study of the main forces impacting the higher education industry globally and locally, and the opportunities, challenges and implications for Australian universities. The primary hypothesis is that the dominant university model in Australia, that is, a broad-based teaching and research institution, supported by a large asset base and a large, predominantly in-house back office, will prove unviable in all but a few cases over the next 10-15 years. The report describes the study, key findings and recommended responses. It covers: drivers of change summarised into five key trends (democratisation of knowledge and access; contestability of markets and funding; digital technologies; global mobility; and integration with industry); evolution of the university model along three broad lines (streamlined status quo; niche dominators; and transformers); implications for public universities, policy makers and the private sector; 'how to play' in the future - a proposed framework for assessing and designing a model for the future; and study team and methodology.

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Over the next five years, the Australian higher education sector is expected to undergo major change as the 'Bradley review' recommendations are progressively implemented. One of the key elements of the reform agenda is the move to a demand-driven funding model, imposing greater dependence of universities on the power of student choice. This report discusses an Ernst and Young industry-wide study of the key drivers of student choice, the competitive performance of different universities and institutional responses to the introduction of demand-driven funding. Key findings and recommendations for key players in the Australian higher education sector are included.

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The National Skill Development Corporation (NSDC) was formed to achieve the target of skilling/upskilling 150 million people by 2022 through private sector initiatives in skill development. To support its various initiatives, NSDC is looking at creating an enabling environment by developing a robust research base for skilling. A series of studies was conducted to understand the geographical and sector wise skill requirements and on various subjects that can influence and enable the skilling environment in India. This report covers the sports sector. It contains the following chapters: 'Introduction' which provides an overview of the report; 'Inventory of sports' which identifies those sports that are expected to have a high impact on creating a skills demand; 'Information base and analysis' which details the methodology used for this research; 'Skill classification' which articulates the different types of competencies required in the sector and classifies them as skilling or upskilling requirements; 'Manpower requirement' which provides a quantitative estimation of the manpower requirements for the sports sector in India for 2012, 2017 and 2022; 'Supply constraints' which highlights factors that impact the supply of sports skills in terms of both quality and quantity; 'Demand-supply gap and resource requirement for bridging' which provides an assessment of the resources (financial, infrastructure and manpower) needed to meet demand; and 'Key recommendations' which outlines the key actions needed to address existing skill gaps in the sector. Show less

This report examines the risks facing the mining and metals sectors in 2012-13. Changes in investment and the operational environment have become more complex in the last 12 months. Resource nationalism is the primary risk, but the skills shortage takes second place, highlighting some of the capacity constraints that have hampered the sector. More countries than ever are facing an acute skills shortage in this sector. A lack of skilled workers can put projects, production and development at risk. This report examines some of the strategies that can mitigate these risks. Show less

The objectives of this study were to: review the socio-economic profile of Odisha in India; identify developmental opportunities keeping in mind factor endowments and stakeholder perspectives; identify specific developmental initiatives/projects which have an impact on employment generation; identify the current and future (next five years) skills requirements and estimate the gap that exists; study the existing vocational training infrastructure both in the private sector and the government domain; suggest suitable interventions/recommendations to address the skills gap; and create an action plan with indicative timelines. This report is presented in five sections: the first section outlines the background of the study; section two provides a socioeconomic profile of Odisha; section three contains the key findings; section four contains the recommendations; and section five provides a skill gap assessment of each of the 30 districts in Odisha. Show less

Hort Innovation exists to drive a prosperous and healthy Australia by providing the best knowledge and solutions to create a world-class horticulture sector. To serve this purpose and help respond to the early challenges driven by [Coronavirus Disease 2019] COVID-19, Hort Innovation has launched a study to understand the impacts of COVID-19 on the horticulture sector in accessing and securing their casual workforce. Indeed, the historical reliance of the sector on casual labour, among which international labour represents a significant share, is being challenged by COVID-19 restrictions, such as international border closures, restricted mobility and workplace safety requirements.

As a result, Hort Innovation has engaged Ernst and Young (EY) to conduct extensive stakeholder consultation across the sector and help build a foundational understanding of the horticulture labour market to inform discussions and potential actions to proactively support growers in a changing landscape. The study provides an 18-month outlook on the casual labour demand across different regions, to support industry discussion on longer term COVID-19 response.

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