New Zealand is confronting urgent rail workforce challenges by launching a national strategy to develop skills, attract talent, and support sustainable infrastructure growth. This is reported by the railway transport news portal Railway Supply.

New Zealand is confronting urgent rail workforce challenges by launching a national strategy to develop skills, attract talent, and support sustainable infrastructure growth
Image: Australasian Railway Association

The Australasian Railway Association (ARA), in partnership with Hanga-Aro-Rau, unveiled a report outlining actionable solutions for workforce sustainability. This initiative addresses skill shortages, retirement trends, and digital transformation in the rail industry.

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The report, Building New Zealand Rail Skills for the Future, debuted at the RailNZ 25 conference in Auckland. It identifies key threats such as limited career pathways and outdated training systems.

Strategic Infrastructure and Workforce Planning in New Zealand

The report urges authorities to align infrastructure investment with workforce development. Reviewing procurement and regulatory frameworks could ensure long-term rail funding and promote local skills development.

New Zealand rail operators must respond to evolving technology by adopting tools for data analysis, cybersecurity, and digital engineering. A sector-wide plan is essential to close skill gaps and prepare for automation and clean energy systems.

Branding Rail Careers and Training for New Zealand’s Future

The ARA proposes positioning rail as a dynamic and inclusive career choice. Diversity programs, mentoring initiatives, and the Champions of Change Rail Group aim to increase representation across the industry.

Promoting the ARA’s Professional Certificate in Rail will enhance foundational knowledge. This online certification includes webinars and practical insights to prepare the next generation of rail professionals.

International collaboration with Australian universities supports new rail-specific modules for tertiary education. These partnerships streamline onboarding and build consistent skills across borders.

More than 25% of rail workers are expected to retire within 10 years, underscoring the need for succession planning. At the same time, demand for specialized skills—like signalling and traction systems—continues to grow.

To remain competitive, New Zealand must also improve public awareness of rail careers, address outdated perceptions, and offer flexible, inclusive workplace options.

A united effort among government, industry, and education sectors is vital. By implementing this national strategy, the rail sector can ensure a resilient, future-ready workforce that supports the country’s evolving transport needs.

Source: www.railexpress.com.au

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