While women continue to break barriers, redefine leadership, and drive innovation in tech, the journey to achieving gender equity remains a work in progress. In our latest instalment of Leading the Way, we chat to one of our Brisbane-based contractors, Gaby Doebeli, as part of the ongoing conversation and advocacy around increasing and supporting women in tech. Let’s jump in.

Tell us about your current role and career background.

I am currently working as a senior business analyst for Queensland Government Customer and Digital Group. I was engaged a year ago to work on the Digital Economy Strategy Program of work and have since been part of four projects:

• Rollout and ongoing enhancement of QChat and AI Platform across Queensland Government Agencies
• Initiation of Digital Investment Governance Framework
• Initiation of QLD Government Shared Service Strategy and
• Initiation of Rostering, Time and Attendance

These three projects required me to engage many stakeholders from different agencies across the Queensland Government in the pursuit to gather and elaborate requirements for the purpose of option papers, business requirements specifications, and proof of concept scenario.

Here are some of my career highlights:

• Proficient in enterprise architecture, business process management, and digital transformation.
• Experienced in leading and coordinating multidisciplinary teams to deliver complex projects.
• Skilled in agile methodologies such as Scrum, Kanban, and XP, with certifications as a Scrum Master and Agile Delivery at Scale.
• Strong leadership, communication, and stakeholder management abilities.
• Expertise in business analysis, including requirements elicitation, process modelling, and solution design.
• Demonstrated success in business process optimisation and governance, with a focus on continuous improvement.
• Extensive educational background, including a Master of Information Systems and certifications in project management and agile methodologies.

What is the most challenging aspect of your role?

The most challenging aspect of my role as a business analyst is to navigate through complex digital programs and projects; driving the change, overcoming resistance, and managing stakeholders expectations.

What is your favourite thing about your role?

The continuous learning aspect of my job as no project is the same. The rapid technology advancements and industry evolution, staying abreast of emerging trends, best practices, and industry standards is essential in my role and I am loving it.

What is your experience as a woman in a male-dominated industry?

I am cognisant of the pervasive stereotypes and biases that women often encounter in the workforce. However, I approach these challenges with a balanced blend of assertiveness and empathy. I firmly advocate for gender equality and inclusivity in all aspects of my work, while also fostering open dialogue and understanding to address any instances of bias or discrimination. By leading with a firm yet gentle approach, I am to create a supportive and empowering environment where all individuals, regardless of gender, can thrive and contribute to our collective success.

Who are your role models and inspirations?

My role models are my parents, who have worked together in several successful businesses over 30 years.

Do you have any advice to anyone entering the industry?

• Embrace continuous learning and foster a growth mindset
• Develop strong communication skills
• Foster collaboration and teamwork
• Be agile and adaptive
• Prioritise stakeholder relationships
• Lead by example
• Take ownership and accountability

At Talent, we’re proud to represent and support a global network of over 5,000 active contractors. Helping professionals unleash their potential has been the foundation of our business since 1995, and we’re not stopping yet. Learn more about the contractor community at Talent and how we can help you build your dream career here.

Talent is celebrating two award wins following the APSCo Awards for Excellence and the Australian Marketing Institute Marketing Excellence awards that happened in Melbourne mid-October.

Taking home the win for Specialist Firm of the Year at the APSCo Awards for Excellence, Talent demonstrated to the judges why the business stands out for its specialisation against competitors. This year’s winners were selected by an independent and expert panel of judges.

Talent also won the Excellence in Customer Experience at the Marketing Excellence awards by Australian Marketing Institute awards. Talent was the only recruitment company who took home a win. This category recognises the role marketing plays in supporting and delivering exceptional customer experiences with the judges looking for submissions that demonstrate a superior understanding of the elements that contribute to delivering outstanding customer experiences and how marketing contributed to the overall organisational approach to managing customer experiences.

“These awards symbolise our grit and determination to strive for excellence, regardless of market conditions. The AMI judges sought businesses that demonstrate a deep understanding of what creates outstanding customer experiences. For us, this recognition stems from our contractor experience program, a significant investment in both technology and people to provide our contractors with a high-touch, red-carpet experience. I’m incredibly proud of our team and all that they’ve accomplished.” – Mark Nielsen, Global CEO, Talent

The Federal Government hiring market is going through significant change as the Albanese government shift from contractors to permanent workforce. A recent whitepaper Talent has released, details the latest updates on the state of the hiring market for Federal Government and the need for talent management strategies becoming more critical. Please find the whitepaper HERE.

The whitepaper features insights on talent shortages the government is facing, driving efficiencies through AI adoption, challenges currently being faced, strategies for talent management, and the need for increasing indigenous employment outcomes. It also features insights from Talent’s recruitment experts’ team.

Key findings include:

• The government has already reduced the use of large consulting firms, lowering spending by $624 million compared to the 2021-22 financial year.
• Non-ongoing engagements, especially in government, are becoming increasingly popular due to budget and salary considerations.
• There is still a lack of awareness of temporary public sector roles available. Despite the launch of the APSjobs website, agencies are still struggling to communicate the open temporary roles that are available.
• The Australian government is shifting to agile, project-based delivery for IT projects to optimise technology investments and accelerate the adoption of data and digital capabilities.

Insights from the Talent team include:

Robert Ning, Talent Canberra Managing Director noted, “As someone who has spent nearly 25 years supporting the federal government in navigating various eras of change, I have witnessed the remarkable resilience and adaptability of the public service. As the landscape evolves, talent management and strategies associated with these are no longer just a nice to have but are imperative to success for the future of the Australian public service. Unless we invest time into these strategies, it would be hard to deliver to the community on targets that have been set.”

Talent’s Global CEO, Mark Nielsen, was invited to speak at the 2024 LGBTIQ+ Leadership Summit in Sydney on September 19^th. Hosted by The Leadership Institute, the two-day event aimed to foster leadership that embraces authenticity, inclusivity, and resilience.

A proud LGBTIQ+ leader himself, Nielsen’s keynote discussed how addressing the unpleasant truths about privilege drives personal and organisational growth.

A snippet from the event included:

“Our community (and allies), experience a world where privilege and systemic bias still shape our opportunities. The silver lining is we have the lived learnings and understandings to address these privileges in our organisations and shape a better world of work for all. Allowing people to bring their whole selves to work creates confidence and diverse perspectives that will ensure better decision making.” – Mark Nielsen, Global CEO, Talent

Throughout the event, attendees had access to thought leaders, advocates, and trailblazers sharing their experiences and strategies for creating inclusive and equitable workplaces. Notable speakers included 5x Olympic Gold medalist and world record holder, Ian Thorpe; musician and performer, Hugh Sheridan; and Whadjuk Noongar Australian journalist, newsreader, Narelda Jacobs OAM.

Connect with Mark Nielsen on LinkedIn here.

The strength of Australia’s public service lies in its people, but navigating talent management in a budget-constrained environment is no easy feat.

With the shift from a contractor-heavy workforce to a robust internal team, the challenges are real—but so are the solutions.

Our latest report outlines strategic approaches for federal leaders navigating these evolving changes. Inside you’ll find:

• Rebalancing the public service: The shift from contractors to a permanent workforce
• Creating a more responsive government: Strategic advice for the move to non-ongoing engagements
• Implementing a more agile approach: How agile project-based delivery is optimising technology investments
• Driving efficiencies through AI adoption: The need for a robust governance framework
• Building simple, secure and connected public services: The need for more technology workers across cyber, data and cloud
• Addressing talent shortages: Government strategies to attract and retain workers
• Increasing Indigenous employment outcomes: The goal to attract and retain Indigenous talent, particularly at the senior level
• Enhancing talent recruitment, retention and development in a budget-constrained era

These insights have been curated by federal government hiring experts with over 100 years combined experience supporting government agencies in Canberra and beyond.

Download report

Talent has today announced the launch of Solve which specialises in outsourced and embedded recruitment and workforce management solutions.

Originally a division of Talent that has operated since 2018 and now launching as its own individual brand, Solve partners with startups, scale-ups, and enterprise brands across the APAC region to transform their talent functions, solve workforce challenges and drive business outcomes through progressive people solutions.

Tom Mackintosh, Managing Director, Solve, said on the launch, “It’s an exciting time as we relaunch our brand into market as Solve. Our division has grown over the years, and we are incredibly proud that we are the go-to partner within the media and tech industries. With the backing of Talent, we are able to stand on our own and bring a whole new level of customer experience to our clients. This marks an important milestone, and I am incredibly proud of the whole Solve team. We are looking forward to sharing our new look and feel with our customers and the market.” 

Solve’s four key service lines include:

• Embedded recruitment
• MSP
• RPO
• Advisory

Talent Global CEO, Mark Nielsen, commented, “Here at Talent, we embrace change as the new norm and continually raise the bar for growth within our industry. Today is an exciting new chapter as we introduce Solve to the market. Our relationships with clients that Tom and the wider Solve team have built and nurtured is a testament to their hard work and commitment to deliver quality people solutions.”  

To celebrate the launch, Solve invited key clients to an intimate lunch at Shell House restaurant in Sydney with special guest speaker, Alexandra Williamson, Managing Director of ESE The Agency. Williamson played a pivotal role in propelling the Matildas to their historic 2023 FIFA Women’s World Cup performance and helped reshape the landscape of women’s sports.

Find out more about Solve here.

In this instalment of our Leading the Way series, we continue shining a light on women in the tech industry. Meet Tahnee Arndt, an IT project manager based in Brisbane. Tahnee has navigated an unconventional career path, which has eventually led her to finding success in IT. Join us today as she shares valuable insights on overcoming challenges in a still male-dominated industry and how she’s built a thriving career in IT.

Tell us about your current role and career background?

My current role is in IT project management. This includes supporting all aspects of project management for successful delivery – every day is different. It can include works around stakeholder engagement; planning; document preparation; board meetings; working through issues; managing risk; and (hopefully) celebrating wins, however small they might be!

In terms of career background, although my recent history would suggest otherwise, I haven’t always worked in the government sector. I started in the private sector and small business. Also – I didn’t start in IT. I often say I “fell” into IT – I wasn’t technically or formally trained in IT when I started in the industry. However, I used other transferrable skills to my advantage, and worked my way from the ground up. This type of start in IT has been very beneficial as a project manager – as I am able to quickly absorb, process, and communicate complex information to both IT and non IT audiences; and I am able to put the people element/ end user element behind the technology.

What’s the most challenging aspect of your role?

As someone who likes to hit goals, the most challenging aspect can be times when after comprehensively researching, preparing, developing, and planning for a solution according to a problem, things may not turn out how you thought. However, in saying that, it’s also blessing in disguise – with these types of scenarios, you build resilience over time, gain more tools for your toolkit, and then each time they present, you have the experience and skills to work through them better. There is also always an opportunity for learning and development.

What’s the favourite thing about your job?

My genuine most favourite thing is working as a team to deliver a quality product that makes a difference to our staff and community.

What has your experience been like as a woman in a male dominated industry?

I have generally had a positive experience – but it has not been all roses, as they say. I have had to prove myself beyond appearances, particularly given that I am female, blonde and young. In those exceptional circumstances, I have used my strength, intelligence, and work ethic to demonstrate my capability and skills past appearances and introductions.

Do you have a role model who has inspired you?

I’ve been lucky to have several role models that have inspired me to date. I have so much gratitude in that regard, as they all served a wonderful purpose at the time. They have been both male and female role models, and mostly my managers. These are people who believed in me, when, to be honest, I wasn’t fully believing in myself. Having role models and mentors in my career has been very beneficial personally and professionally – from having just a general chit chat, to working through complex issues and potential next career steps. Role models are so important.

What advice would you give your younger self / someone that wants to enter the industry?

Advice to give my younger self would be – believe in yourself more; take confidence in your abilities; and know that you don’t have to have all the answers straight away (no-one does). It is all learning and progress, no matter how it shows up.

My personal advice to someone wants to enter the industry would be – have a go! IT is such a large eco-system; you can try your hand at so many different things. And it’s so interesting! There is always something happening and so much opportunity for growth. Also – connect with your colleagues! Talking to others and networking is so helpful. Their story and experience can help you, and them yours.

Here at Talent, we’re proud to represent and support a global network of over 5,000 contractors like Tahnee. Whether you’re starting out as a contractor or looking for new opportunities, Talent can support you in every step of the journey. Ready to learn more about contracting through Talent? Click here.

For the financial year to 30 June 2024, Talent has continued its track record of profit growth. Following the exit of the UK market for management to focus on its growth regions (ANZ/US), revenue increased 4.4% to $992m (FY23 $950m)* and EBITDA increased 1.2% to $26.1m (FY23 $25.7m)*.

This growth is despite permanent income coming off 27%, in a year which saw the recruitment sector heavily impacted by a global downturn in requirements. Talent’s reduction in permanent income was offset by continued contractor growth, primarily in QLD and WA, and exceptional growth in Talent’s technology project delivery and consulting business, Avec.

For the 2024FY, Avec achieved significant success growing by 48.5% to generate $48.6m in revenue. This success is underpinned by the growth of its team which increased from 47 to 83. Avec will continue to scale organically and through niche acquisitions which complement its service offering.

In FY24, Talent continued to build out its contractor engagement solution, ENGAGE. New functionality includes the ability for 20,000+ ENGAGE members (Talent’s prior contractors) to apply for available positions in seconds and receive priority processing as proven candidates. Additionally, for the first time, ENGAGE is now available on an invitation-only basis to top tier candidates who have not yet been placed. These developments position ENGAGE as an elite talent pool of vetted specialists, offering clients access to high-quality, proven professionals.

Talent’s charitable foundation, Talent RISE, continued to support young people facing barriers to employment in FY24. During the year, Talent RISE expanded its operations to Auckland and successfully placed 61 young people from challenging backgrounds into meaningful employment and put over 500 through training and coaching. This milestone has the potential to be truly life-changing for these candidates, offering them the opportunity to overcome adversity and thrive in the workforce.

Mark Nielsen, Talent’s Global CEO, praised the Talent team on delivering these results, “These results show the grit and resilience of our team and our business. We have now fully embedded a growth mantra into the business. We have done this by embracing change as the new norm, continually raising the bar and uniting the team for growth. We have a strong culture with a world class engagement rate of 90% which goes to show our focus and passion of building a better world of work for all.”    

Talent Global COO, Megan Woodbury, said, “I am so proud of the team for achieving such an incredible result especially after a challenging year for the industry. We continue to invest, innovate, propel efficiency with our stakeholders, and expand our service offering to drive our business operations forward.”  

*Prior year numbers excluding discontinued operations.

What’s the latest in Australia’s project services hiring market? From investment in digital transformation projects through to the demand for top talent, we look into the latest trends when it comes to project hiring across the country – particularly, the top project areas companies are investing in.

The project services hiring landscape in Australia

The project services hiring market is complex and varied across Australia. In some regions,
the market has remained steady, while in others, demand has slowed as confidence in the economy declines. However, with project manager positions expected to grow by 6.1% within the next 5 years, the demand for skilled candidates is expected to return in these regions.

While some regions across Australia, such as WA, SA & QLD, have seen steady project activity, others, like NSW, VIC & ACT have seen a slowdown. Despite this, there are several project areas where companies are investing, particularly when it comes to tech.

Top project investments

1. Cybersecurity

When it comes to the projects companies across Australia are investing in, cybersecurity tops the list. Talent Melbourne Managing Director, Simon Yeung notes that, “Industry adoption of AI, machine learning and automation will continue to expand, but will only represent a small proportion of most companies’ IT budgets as they prioritise more urgent infrastructure, transformation and cybersecurity projects.”

Talent Canberra Account Manager, Connie Tong, also observes that this is the focus for Government employers, “Cybersecurity and AI are major tech projects for Government, and all these projects will have recruitment activities for both IT skills and non-IT skills”.

2. Data

Across Australia, companies are increasingly seeking to leverage data to drive efficiencies and make data-informed decisions. So much so that when it comes to the importance of emerging tech, 91% of respondents in a survey of Australian and New Zealand consultancies, have cited data analytics as important for their companies. Additionally, in another survey of over 600 data leaders, 100% cited that they have planned to invest in their data management capabilities over 2024.

So, what does this look like in practice? Companies in different industries across the country are focusing their efforts on data migration and uplift projects. Talent Sydney Principal Account Manager, Majella Sanders, notes that, “Many universities are assessing their enterprise systems including their ERP and cloud platforms, student systems, data analysis and management. As such, there is significant demand for business analysts and data specialists.” Talent Melbourne Practice Lead, Kylie McManus, also notes that, “In financial services, NAB has completed a Teradata migration for data analytics, and is now optimising with Databricks, HVR/Fivetran, PowerBI, AWS, and Azure.”

3. Defence

Digital projects are also being locked down in the Defence sector in South Australia, where there has been significant investment in naval shipbuilding projects alongside cyber solutions to bolster the country’s defences. Projects such as the construction of nuclear-powered submarines for the Royal Australian Navy, as well as major tier 1 surface combatant ships, will generate strong demand for talent over the coming years. Talent Adelaide Managing Director, Anthony Whyte, comments, “In Adelaide, defence-cleared personnel continue to be in high demand and will do so for the next decade.”

In Melbourne, defence projects are also taking off, alongside other digital transformation programs of work. Talent Melbourne Practice Lead, Kylie McManus notes, “Large government modernisation programs across Defence, the NDIS crackdown on fraud, and Salesforce programs are absorbing resources. At a local government level, implementation of TechnologyOne and Smart Cities continue to hire.

4. Renewables & green energy

Digital transformation is also taking hold across the energy, mining and resources sector throughout Australia.

In Western Australia, Talent Perth Senior Consultant, Kristen Stewart observes that investment in projects in this sector is on the rise, “Companies are investing in their capabilities and project execution. They’re modernising their IT capability, and redesigning and refreshing legacy systems to make them more fit for purpose.” Alongside the growing integration of technology in this industry is the increased risk of cyber threats. Talent Brisbane Account Director, Jane Knapp comments, “As more clean energy enters the market, there are more entry points from distributed energy resources to the grid, which is creating greater security considerations. Operation Technology (OT) Cybersecurity is therefore a key project being invested in.”

Talent Melbourne Practice Lead, Kylie McManus, notes that, “The utilities, energy, resources sector’s focus is on renewables and green energy, as well as upgrading ageing data and comms networks and datacentres. CEOs and Boards are prioritising organisational cyber-resilience, elevating CIO and CISO roles.”

Uncover more about the project hiring market in our Project Services Hiring Market Snapshot here.

5. Healthtech

Across Australia, the digital health market is booming, with revenue expected to reach USD$2.86 billion by 2028. Looking at healthcare in NSW specifically, digital transformation projects are taking centre stage. The NSW Government is working on a single digital patient record (SDPR) system, to streamline the recording of patient records. Talent Head of Government, Steve Tompkins notes that this project is seeing strong demand for project professionals, generating “300 permanent and fixed term vacancies, including project practitioner job openings”.

As tech continues to evolve, and companies increasingly prioritise digital transformation projects, the demand for top talent will only increase. It’s predicted that by 2025, the global digital transformation market will grow to USD$1009.8 billion, up from USD$469.8 billion in 2020 – seeing a CAGR of 16.5% over this time period. The growth in this market will call for skilled tech and project professionals who can lead the way to success.

So, are you ready to answer the call? Check out our job search for your next project opportunity.

Need top project professionals who can take your project to the finish line? We can help.

At Talent, we’ve been working with top talent since the birth of JavaScript, and place over 1000 project managers into new roles every year. We’re also a Platinum partner to the Project Management Institute and know what it takes to successfully deliver a project. Get in touch to uncover how we can help you find top-tier talent.

Ready to build a successful project team? Before embarking on your search for top talent, here’s what you should know about the hiring market. Hint: the project recruitment landscape is complex and constantly shifting. We dive into the latest trends in the project hiring market across Australia and New Zealand, sharing exclusive insights from our recruitment experts.

1. A global shortage of project talent

Research reveals that there will be an anticipated shortage of 25 million project candidates globally by 2030, and the shortfall of skilled project professionals is anticipated to have a significant impact, with the global GDP predicted to take a hit of approximately $345.5bn by the end of this decade. When looking at specific regions, however, the market varies greatly. Some are feeling the effects of this shortage while others are experiencing the opposite.

2. Market conditions vary based on region

In certain markets, particularly across New Zealand and some of Australia’s East Coast, an economic downturn, slowed project investment, and layoffs have seen more talent in the market than previous years. However, in other regions, especially across Australia’s West Coast, project activity remains strong. So, what does this mean for jobseekers and hiring managers trying to navigate this complex market? Companies and professionals need to remain agile and continue to adapt to changing market conditions.

3. A hiring slowdown for some

Several companies across New Zealand and some of Australia’s East Coast are placing projects on pause as confidence in the economy wanes. While this won’t last forever, it is affecting the current hiring landscape. According to Talent Head of Government, Steve Tompkins, “The largest employers of project managers and practitioners are putting projects on hold, cancelling some projects in flight and reconsidering what they are working on. This means a reduction of project practitioners, especially in local Government, as part of an overarching strategy of reducing contract labour spend.”

In New Zealand, Talent Auckland Senior Recruitment Consultant, Adeline Le Bris also notes that, “Most businesses are in a holding pattern, with hiring freezes common. Confidence is down, yet there is still a need and want to hire as there are vacancies in teams. However, approval is only being given to very select positions so there are only a few roles here and there. We see a high volume of candidates looking.”

4. A hiring boom for others

While some markets are seeing a slowdown in projects and hiring demand, others are booming. Talent Brisbane Managing Director, Keith Dixon, notes, “In comparison to other states, the Queensland market has held up well and proven to be quite resilient. Whilst numerous commercial technology projects have come to an end and other commercial employers choose to defer new projects, other companies have kicked off new transformation and technology programs of work, maintaining a strong demand for project management, architecture, business analysis and change management skills.”

Talent Perth Principal Account Manager, Edwin Foo, also observes “For both candidates and companies in Western Australia, the economic outlook remains highly optimistic, fuelled by substantial investments from WA-based organisations. While there might be a slight deceleration in employment growth, Western Australia is expected to outpace national growth. The resources (mining & energy) sector will continue to contribute significantly, thanks to ongoing investments in new projects and expansions. The construction industry also remains robust, with several large-scale projects in progress.”

5. A shifting contract & permanent landscape

Talent Auckland Practice Lead, JP Browne, notes that in the project space in NZ, “Contract business analysts are in most demand, although the levels are lower than normal. There simply isn’t the movement of permanent staff like we had during COVID. People are concerned about stability, so are willing to stick things out until the market picks up. This means there are fewer permanent candidates available, and the only other place to look is the contract sector.”

Demand for permanent professionals, however, is strong in other regions. In ACT’s public sector, for example, Talent Canberra Managing Director, Robert Ning, notes, “There will continue to be a push to increase Australian Public Service capability with permanent employees over contractors or consultants”. Talent Canberra Account Manager, Connie Tong, also comments “Government employers have been focusing on converting labour hire contractors to permanent roles as much as possible. This focus is mainly on supporting core functions such as project support, administration, finance, communications, and marketing. While demand for permanent professionals is strong, where there aren’t enough suitable permanent options and budget is available, employers will consider hiring contractors”.

6. A hiring market on the up

For the regions experiencing a hiring slowdown, it won’t stay that way forever. Projects are an essential component of business growth, and the right people are needed to bring these to life. Matthew Munson, Talent Sydney Managing Director notes, “We anticipate that the market will start to pick up again. The financial services sector, for example, had 12 months of consolidation, cost cutting and projects being put on hold. The initial signs are that hiring growth will return later in 2024 and 2025, with a number of large projects kicking off in Q4 this year.” Talent Adelaide Managing Director, Anthony Whyte, also observes an uplift in South Australia’s market, “While the latter half of 2023 saw the market drop due to increasing inflation, cost of living, rate increases and other world events, in 2024, the tech sector in Adelaide remains steady. We’re also seeing strong demand for Business Analysts, which is a promising sign of new projects on the horizon, plus continued interest and demand for skilled people in cloud technologies, AI and cyber.”

Uncover more insights on the project market in our Project Services Hiring Market Snapshot.

Ready to hire top tier project professionals?

We can help. At Talent, we’re experts in project management recruitment. As a Platinum partner to the Project Management Institute (and the only recruitment partner), we understand what – and who – it takes to successfully deliver a project.

Working with more than 11,000 project professionals around the world, and a global network of clients spanning across all industries, as well as placing over 1,000 PMs in new roles per year, we’re fluent in project management. Let us help you sprint to the finish line when it comes to hiring, by finding and placing top tier talent at speed. Ready to get started? Get in touch.

Welcome to a special instalment of our Leading The Way series, where we speak with Torres Strait Islander businesswoman, Jasmin Herro. As the founder and CEO of several organisations such as Tjindgarmi, Outback Global and Teter Mek Foundation, we wanted to hear about Jasmin’s inspiring career and entrepreneur journey inspired by the ancient Aboriginal and Torres Strait Islander traditions of trade around Australia and her take on National Reconciliation Week.

What does National Reconciliation Week mean to you?

National Reconciliation Week holds a profound significance for me, not just as an Indigenous Australian, but also as someone who has navigated numerous challenges and witnessed the remarkable resilience of our communities.

Reconciliation Week commences on 27 May and ends on 3 June. It marks two significant moments in reconciliation in Australia: the anniversary of the successful 1967 referendum and the High Court Mabo decision.

1967, the year of the referendum on Indigenous Australians’ inclusion as citizens, is a milestone that reminds me of the long road we’ve walked. It’s a testament to the progress we’ve made. While we acknowledge the hardships faced by our ancestors and the ongoing effects of colonisation, it also inspires hope for a better future.

The High Court Mabo Decision (Mabo v Queensland No 2), decided on 3 June 1992, was a landmark case in Australia that recognised the existence of native title for Aboriginal and Torres Strait Islander peoples. Prior to this, the prevailing legal doctrine in Australia was “terra nullius,” meaning “land belonging to no one.” This meant Indigenous Australians weren’t recognised as having legal ownership of their traditional lands.

Eddie Mabo and other Meriam people from the Murray Islands (Torres Strait) challenged this doctrine. They argued they had traditional rights and interests in their land that had been continuously practised for generations. The High Court, in a historic decision, overturned the terra nullius doctrine. They recognised that Aboriginal and Torres Strait Islander peoples had a unique system of land ownership that existed before British colonisation. This system, called “native title,” could coexist with the Crown’s ownership.

The Mabo decision was a game-changer, establishing a legal framework for recognising native title rights across Australia. This allowed Aboriginal and Torres Strait Islander people to claim ownership or rights to their traditional lands, a significant stride towards social justice and recognition of their connection to the land.

National Reconciliation Week is an opportunity for me to help educate people about these significant events that demystify who Aboriginal and Torres Strait Islander people are and highlight how they lived and thrived for tens of thousands of years in what we know all too well as some of the harshest lands on the planet. It’s a chance to humanise the many cultures and showcase the fantastic things Torres Strait Islander and Aboriginal people are achieving in business, the arts, and all walks of life.

Regrettably, there still exist stereotypes about Indigenous people. We are not merely a one-dimensional narrative of social issues. We are a diverse community, encompassing business owners, doctors, lawyers, scientists, entrepreneurs, artists, and much more, contributing significantly to the fabric of our society.

National Reconciliation Week is not just a time for reflection, but it is an opportunity for us all to learn more about Indigenous cultures, challenge unconscious bias, and actively celebrate the diversity that makes Australia unique.

After the failed referendum on the Voice to Parliament in 2023, the Reconciliation Week theme ‘Now more than ever!’ rings true and gives me hope for the future. A future where Indigenous and non-Indigenous Australians walk and work together, recognising the past, celebrating the present, and embracing a positive future.

What are some practical ways Australian workplaces can promote authentic discussions around reconciliation?

Many organisations use the safe playbook when it comes to events like Reconciliation Week:

• Acknowledge Country
• Get Cultural Awareness Training
• Put on a morning tea in all the offices
• Invite a speaker to talk about their experiences.

All these things are important parts of the journey to raise awareness, but in many cases, everyone finishes their scone and cake and goes back to their desk, and it doesn’t come up on their radar until the next event.

To promote authentic discussions, I believe you need to look at the why. Australian school education has ignored a whole part of Australian history regarding Aboriginal and Torres Strait Islander people. There were amazing systems and processes that allowed the different tribes to last tens of thousands of years. Once people learn about the history and why, that opens the door to understanding and developing empathy.

Who would you say is one of your role models and why?

Marcia Langton is one of my role models. While she was at the cold face of some of the ugliest personal and racial attacks on Aboriginal and Torres Strait Islander people during the run-up to last year’s referendum, this type of behaviour is not unfamiliar to almost all Aboriginal and Torres Strait Islander people at one time in their lives.

I admire her for her knowledge and commitment to advancing Indigenous issues, her bravery, and her resilience to stand up for what she believes in against constant verbal abuse and the threat of physical attacks from those who want to silence the voices and hide the truth. I was fortunate to spend several days with her in Toronto, and during that trip, she told me how, in the early days of the protests and activism, she got heavily involved because many of the old people back then didn’t know how to read or write and because she did, she could help them fight the cause.

I have seen photos of her back then and I wonder how she felt in the face of such challenging and changing times. She has witnessed so much, but like all women who find themselves in positions of influence, there is a constant push to put them back in their place. She is tough on the outside because she’s had to be, and she cares. I value any time I get to spend with her, to talk about the children, gardening, art, and French pastries and to allow her to be what we all are – human.

As a female First Nations CEO of several companies such as Tjindgarmi, Outback Global and Teter Mek, what are some of the overarching challenges you have had to conquer, and how have you learned to navigate these obstacles?

I’ve had to face an endless list of business challenges, and fortunately, I’ve managed to survive all the major ones.  The most surprising challenge was just after we had identified the business as an Indigenous business to one of our existing clients whom we had been contracting to for over 10 years as a ‘mainstream’ business. We were suddenly called in for a contract review because, as an Indigenous business, we had somehow overnight developed a diminished capacity to do the work we had been delivering successfully for over a decade and the organisation needed to reduce its risk.  Of course, I smoothed it all out, and once the CPO realised that for all these years we had been delivering as a mainstream contractor, I was suddenly his best friend, and they remain customers of mine to this day.

The other challenge is that all small businesses have capital and infrastructure. We have developed strong relationships with my suppliers that help me compete with significant companies and deliver on time. These relationships take time and patience to build and maintain. I am fortunate to have Slay (yes, that’s his name) – my husband also works in the businesses, and we work through our business challenges together.  We live by some simple rules: one – we will do what we say we will do, and two – we pay our bills on time.

What piece of advice would you like to pass on to female First Nations CEOs who may be trying to make their way into the entrepreneurial workspace right now?

I learned about business from an early age. My father owned several businesses during his life, and when I came along, my 5 brothers and sisters and I worked in the service station business. Those days, someone would come out and put the petrol in your car while you sat in it, collect your payment, and then come back with your change.

Sometime during your visit, your engine oil was checked, and the front windscreen was cleaned – just in case you could be sold engine oil or fresh windscreen wiper blades.  The business was open 7am – 7pm, 7 days per week, except it was closed for half a day on Christmas day.  \We would get ready for school, eat breakfast in the back room of the shop, and take turns getting up to serve the customers.

Growing up in this environment taught me many things: customer service, sales, product knowledge, and handling money. It also taught me about always being open for business, and I’m always ready for a conversation about business.

My advice to female Indigenous CEOs and founders:

• Know your customers and their needs.
• Know your product or service better than they do.
• Know your value proposition (and it’s not because you are Indigenous).
• Own the problems because the buck stops with you.
• Celebrate the wins but don’t let them get to your head.
• Always smile if people in the meeting think you’re the intern. It shouldn’t take them long to realise you own the company.

On Tuesday evening, Treasurer Jim Chalmers handed down the 24/25 Federal budget as the Labor Government are well into their term of leadership. Chalmers warned weeks earlier that the national economy is slowing, which also points to a weaker jobs market. Last week, the Reserve Bank forecast the national unemployment rate, now 3.8%, would climb to 4.3% by the middle of next year. Rising cost of living, interest rates, and inflation are at the top of mind for Aussies and businesses both big and small.

In good news, the government outlined $2.8 billion in planned investments in tech and policy development over the next four years.

Let’s get into exactly what the budget means for the tech and digital hiring market as well as what our experts, here at Talent, had to say about it.

Green Business

There’s no denying the pressure businesses are facing on the climate crisis. One of the major winners from the budget reveal are businesses involved in the green transition, with major loans, investments and incentives going to the sector. With the government’s ‘Future Made in Australia’ policy, there’s $19.7 billion in funding available, to chase the goal of turning Australia into a renewable energy superpower. With that comes job opportunities.

Robert Ning, Managing Director, Talent Canberra noted, “Organisations will need to strategically allocate resources to maximise the impact of these investments. IT professionals should stay informed about project priorities and hiring trends.”

There’s $7 billion in forecast new tax incentives for critical minerals, $8 billion for green hydrogen (mostly via production tax incentives) and $1.5 billion for the Australian Renewable Energy Agency. That money aims help develop new green industries alongside a $1.7 billion innovation fund that will support other renewables projects.

Defence and foreign affairs

More than $100 million will go to creating a skilled workforce for Australia’s AUKUS submarine plans. A six-year, $34.7 million pilot apprenticeship program is one of the biggest items. Businesses in the submarine supply chain will benefit from $17.2 million in spending, with the cash coming from existing departmental resources.

Anthony Whyte, Managing Director, Talent Adelaide said, “Protecting Australia is very high on the government’s agenda as seen by the billions pumped into the Defence Sector.”

The Department of Defence will also pilot its own in-house consulting network, called Australian Defence Consulting.

Simon Yeung, Managing Director, Talent Melbourne said, “The Australian defence sector continues to expand, with $330billion in the budget representing the largest spend on defence as a percentage of GDP since WW2. The national defence strategy has pivoted towards a regional force projection posture, which means a larger share of funding now goes to the Navy and Airforce. The high demand for tech workers with NV1 clearance continues, with higher salaries and rates for these roles.”

Contingent workforce  

Federal spending on consultancies, labour hire and contractors will decrease by $1 billion over the next four years, which takes total reductions to $4 billion since 2022-23. With this news, upskilling will be key for contingent workers to stay ahead.

Steve Jobson, Account Director, Talent Canberra, reflected on the announcement, “Technology projects don’t get delivered by themselves. Key ingredients are time, money and people. The APS will continue their push to increase staffing levels where they can, however they will continue to struggle to compete in a highly competitive market for tech/cyber/data specialists, especially in the numbers they require based on these projects. Not only are each department competing against themselves for talent, but there are also state and territory governments requiring the same expertise, the banking/financial sector experiencing an increase in demand, Utilities having targets to meet due to SOCI, and just about every other industry in Australia is needing the same type of people. With security clearance/citizenship requirements as well in government, you can’t simply just go overseas and bring all the talent into country.”

Artificial intelligence

As businesses continue to navigate the AI landscape, the government has announced $40 million in new funding for the development of policies and capabilities to support the economy-wide adoption of AI. More than half of this funding will go towards a “reshaped National AI Centre”, which will be moved from within national science agency CSIRO to the Department of Industry. They also announced $2.6 million “to respond to and mitigate against national security risks related to AI.”

On top of this, there will be $2.2 million from the APS Capability Reinvestment Fund, which will also be used for capability uplift projects, including AI integration and enhancing the equality of data to inform policy analysis.

Cybersecurity

Cybersecurity is still top of mind for every Australian business. The government has announced $206.4 million over four years, and $7.2 million a year after, to “improve the data capability and cyber security” of the Australian Prudential Regulation Authority (APRA) and the Australian Securities and Investments Commission (ASIC), and “to continue the stabilisation of business registers and modernisation of legacy systems”.

“Fiscal policy relevant to the Tech Sector includes the Digital ID scheme, which will get a $288mil boost to cyberattacks targeting identity theft, and the Future Made in Australia agenda with $1billion in grants and loans to a quantum computing company PsiQuantumn and another $1billion to subsidise solar panel manufacturing. Critical Minerals and Rare Earths, which are used in advanced technology manufacturing and batteries, will also receive over $1.5billion.” Simon Yeung, Managing Director, Talent Melbourne observed.

$109.9 million has been announced additionally for the Australian Criminal Intelligence Commission for the continued integration of state and territory law enforcement agencies into the National Criminal Intelligence System.

Robert Ning, Managing Director, Talent Canberra, said, “IT projects related to data science, cybersecurity, and renewable energy technologies will receive funding. This presents exciting opportunities for skilled professionals in these fields.”

On top of this, $187.8 million has been allocated for the Australian Bureau of Statistics to be used for the safe collection and storage of Census data and other activities to increase participation and access to the Census through myGov.

The economy & cost of living

On everyone’s minds was ‘how is the government going to help ease the cost of living and battle inflation?’ Well, Chalmers announced a few different things to help with this. Every Australian household will receive $300 in rebates to help with energy bill relief. This will be paid in quarterly instalments from July.

Chalmers is forecasting that inflation could fall to the target band by the end of this year and be down to 2.75% by the middle of 2025. However, the Reserve Bank forecasts inflation to still be at 3.2% in June next year. A slowdown in economic growth would push up the jobless rate.

Simon Yeung, Managing Director, Talent Melbourne observed, “Overall the budget contains short term measures to ease the cost-of-living burden, including tax cuts and $300 electricity rebates, but the jury is out about whether it will curb inflation and thus bring down interest rates before the federal election due before May 2025.”

Final thoughts

Simon Yeung, Managing Director, Talent Melbourne said, “Immigration will be cut to below 300,000 people per year, from an annual peak of 548,000 last year. This will impact the supply of experience Tech workers in capital cities and may cause upwards pressure on IT salaries and contractor rates.”

There were some great wins for the tech industry in the budget and a few announcements that put upskilling top of mind for some.

Robert Ning, Managing Director, Talent Canberra, said, “The recent Australian federal budget announcement has significant implications for the IT industry. As the government aims to reduce its reliance on contractors and boost permanent public servant positions, there are key takeaways that professionals in the technology sector should consider: Cost Savings and Workforce Transition:

The government’s push to replace contractors with permanent public servants is driven by a desire to save $1 billion in external labor costs. An additional 2,500 public servants are expected to step into these roles. For IT professionals, this transition could mean more job stability in the public sector. Permanent positions offer benefits like job security, leave entitlements, and career progression.”

Anthony Whyte, Managing Director, Talent Adelaide, shared his thoughts on what this budget means for South Australia, “The budget papers predict SA will lose a net 2000 people to the rest of Australia this financial year, followed by 2900 in 2024-25, 3500 in 2025-26, 3400 in 2026-27 and 3300 in 2027-28. Premier Peter Malinauskas has consistently talked up the reasons for interstate residents to move to SA, pointing to job opportunities in areas such as defence and energy, plus trying to generate a feel-good PR factor through events such as the AFL Gather Round and LIV golf, yet the drain continues”