Attracting and retaining the future workforce

Attracting the next generation of workers means connecting with a diverse range of people and showcasing the opportunities, pathways, and careers available to them.

This resource hub is designed to help employers support and develop their current kaimahi while also attracting a skilled, motivated, and diverse workforce for the future.

Building an Inclusive and Thriving Workforce for All

Things to consider about implementing workforce development, inclusivity, and business culture:

How can my business incorporate values into what we offer and how we operate?
How do I attract a younger demographic into my business?
What are the employment considerations I may need to ensure are met?
What steps might support me to develop a supportive working environment?
How do I support and attract traditionally underserved kaimahi / employees?
What are the kinds of challenges facing rangatahi to move into employment?

Explore links below to tools, insights, and strategies to unlock potential, build capability, and create meaningful career pathways.

Government agencies

MBIE – Older Workers Toolkit

Specific advice and resources to attract, support and value older kaimahi as part of the workforce.

Vocational Pathways – Employer Information (MoE)

MoE directory of pathways into NZ industries targeting students, and informed by Industry.

Mana in Mahi – info. on this programme.
Employer page with information on this MSD programme to support kaimahi in the workforce.

EmploymentNZ – Resource on employer obligations and guidance.

Free training resources to ensure your business is meeting employer obligations.

Social enterprises

Employ Young People NZ Sustainable Business Council

Business Council article on employment young people.

National Equal Opportunities Network (NEON) – being a good employer.

A brief outline of a methodology that highlights characteristics of a ‘good’ employer.

Sustainability in the workplace

Workshops and resources available to develop a range of sustainability initiatives for business.

Home – Jobs for mums

Resources to assist with recruiting mothers and promoting gender diversity in the workforce.

Charitable Trust

Toitū Takatāpui – steps to gain the Rainbow Tick in support of rainbow community kaimahi.

Resources to assist employers to gain the Rainbow Tick accreditation.

Multimedia

Forbes – 15 Employee Retention Strategies.

Detailed international perspective on effective employee retention.

Recruitment

Workforce – attracting younger talent into the workplace

Online resource of high level tips and ideas to attract younger people, especially Gen Z, into the workforce.

30 ways to boost workplace culture – employment hero

Free resource on the benefits of improving workplace culture.

International Resource

Simple steps to value and invest in your employees

An international perspective on methodologies that supports kaimahi retention and reducing turnover.

When Yvonne Percival started her first cleaning job as a teenager on the West Coast, she never imagined she would still be in the industry 48 years later. When employing new team members, she says it’s important to discover why they are entering the industry and whether they have enough motivation to commit. “In the cleaning industry, the career path is not well known or advertised, but promotions are based on merit,” she says. “To become a supervisor, you must earn your position by proving your ability to care for both clients and staff. You need to have empathy for your team and listen to their woes, but not take them onboard.”

A person standing in front of a black and white plane. They are wearing a blue shirt and a bright orange Hi-Vas.

Risks and rewards: Una’s secret to success

Unaloto (Una) Mataele entered the aviation industry by chance at 18 years old and diligently worked his way into management by embracing every opportunity presented to him. From the beginning, Una says the secret to his success is saying yes. “I always turned up to work and I was always happy to cover anyone’s shift. I got here by saying yes, taking risks and not overthinking it, but that doesn’t work for everyone – we are all different.” As a manager, Una is focused on ensuring his staff are happy, safe, and always receive consistent messaging. “It’s essential that everyone is singing the same song, so they’re not hearing one thing from me and another from someone else.

2024 Workforce Development Plan and Industry Action Plans

Workforce development plays a pivotal role in bolstering industry and creating a skilled and adaptable workforce that can effectively navigate disruptions and contribute to the overall sustainability of industries. Explore key factors currently shaping the Service sector and how these will impact the workforce, skills and training.

Our Industry Action Plans present an industry-specific picture of what’s top of mind for the industry, industry data, and actions that industry, Government and providers at large can take to develop the future workforce together.

Read our Workforce Development Plan now