The project developed to address the call for EOI recognises that the seafood workforce is diverse and operates within a changing natural, technological, and socioeconomic environment, providing unique challenges and opportunities. The seafood workforce also, however, operates within the wider Australian economy where rural and regional employment, small-medium business operations, and increasing value-adding opportunities are common topics of interest. The project proposes to provide a comprehensive assessment of the current data framework, make recommendations for improving it, and develop a baseline workforce dataset. The focus will be on the potential to use existing sources of data (particularly administrative data collected by government institutions and data that is required to be collected) and how and when those need to be effectively complemented with additional data. Administrative data are confidential and access limited as is the variety of seafood industry data often collected. Accessing administrative data is explicitly part of this proposal and identifying the sources of, and the type of data available, from industry surveys.

In a 2019 review of FRDC’s investment in people development, it was noted that significant variability exists across the industry in terms of leadership capability and capacity with most of FRDC investment focused on mid to higher levels of leadership (Lovett). While this past review is comprehensive, it is now 5 years old and pre-dates the ‘black swan’ event of COVID-19 that saw widespread disruptions to the economy, supply chains, and workforce, and has had consequences for leadership capacity and capability needs.

This project will review the current leadership development ecosystem, mapping relevant leadership programs, and identify potential opportunities for a diverse range of industry participants who will benefit from developing leadership capability and skills. Furthermore, acknowledging that leadership capability is not necessarily tied to formal positions of leadership, this project aims to identify different entry points for individual leadership development to ensure accessibility of opportunities. Any potential gaps in accessibility and potential new pathways will be identified. It is imperative that a lack of knowledge of learning and training opportunities to develop non-technical skills or low confidence levels to engage due to unclear entry pathways is not a barrier to any willing participant seeking to enhance their strengths and pursue an interest in making greater contributions that align with industry leadership capacity needs.

Our project combines a review of modern leadership definitions, theories, frameworks and practices, and through stakeholder engagement seeks to identify how these meet the context specific leadership challenges for the wild catch and aquaculture industries. Qualitative and quantitative research will be used to map and evaluate the current leadership development ecosystem for the wild catch and aquaculture sectors, identifying current pathways, recruitment processes, target outcomes, and the value and variety of alumni. Gaps in leadership capacity and capability will be identified and areas for potential changes investigated. Recommendations for improving return on investment in the existing leadership ecosystem will be made, including continuing development or improved integration of post program leaders into the industry. The current project has been designed to provide the breadth and depth of information that leads to practical implications for further industry engagement in leadership capacity and capability development.