RETAILRETAIL ENVIRONMENTAL ... Retailing (151,700 or 12.6 per cent) and Clothing, Footwear and Personal Accessory Retailing (143,600 or 11.9 per cent).1 In May 2012, 10.2% of Western

RETAILRETAILRETAILRETAIL

ENVIRONMENTAL SCANENVIRONMENTAL SCANENVIRONMENTAL SCANENVIRONMENTAL SCAN

2012201220122012

RAPS Retail Industry Environmental Scan 2012 2

1a. OVERVIEW OF INDUSTRY

The Retail Industry is closely aligned to the Australian and New Zealand Standard Industrial Classification (ANZSIC) G, sub divisions 41, 42 and 43. The Retail Industry is the second largest employing industry in Australia, with approximately 1.237 million workers as of August 2011 (10.8% of the Australian workforce). The largest contributor to employment in Retail Trade is the Supermarket and Grocery Stores sector, employing 263,500 workers (or 21.9 per cent of industry employment), followed by Pharmaceutical and Other Store-Based Retailing (151,700 or 12.6 per cent) and Clothing, Footwear and Personal Accessory Retailing (143,600 or 11.9 per cent).1 In May 2012, 10.2% of Western Australian workers (131,700) were employed in the Retail Industry making it the second largest employer in the State.2 The Retail Industry contributed approximately $6.8 billion to Gross State Product in 2011 in comparison to $3.1 billion in 2001. The Industry’s contribution declined from 4.1% in 2001 to 3.1% in 2011.3

Proportion of Western Australia's Total Employment by Industry

The table below shows estimates of how many people were employed in the larger industries in Western Australia during the May quarter 2012.

4

Industry by ANZSIC Division Total employed May 2012

('000) Percentage of total workforce

(%)

Health Care & Social Assistance 138.2 10.7

Retail Trade 131.7 10.2

Construction 119.0 9.2

Mining 114.8 8.9

Manufacturing 101.8 7.9

Education & Training 97.8 7.6

Total employed across all industries

1290.7 100.00

The Industry consists of five broad sectors, including: motor vehicle and motor vehicle parts retailing; fuel retailing; food retailing; other store-based retailing and non-store retailing and retail commission based buying and/or selling. Growth in the Retail Trade is relatively closely correlated with the economic cycle given the industry relies heavily on consumer spending.5 The industry is projected to increase slightly, with expected growth of 0.8% over the next five years.6

In the five years to August 2011, employment in specialised food retailing experienced the largest increase (up by 33.1%) followed by hardware, building and garden supplies (31.8%) and clothing, footwear and personal accessory retailing (9.5%). On-line retailing also experienced growth over this period (up by 5,300 or 97.1%) reflecting the changing purchasing habits of consumers and the growth of online shopping.7 The introduction and growing popularity of private label goods has led to supermarket price wars and intense competition across the industry. Along with the economic climate whereby consumers are seeking value in their grocery purchases, aggressive price competition has resulted in a battle of the brands between Coles and Woolworths. Trading conditions have also been influenced by rising food costs, changing consumer preferences and variations in consumer shopping habits. It is


anticipated the challenging retail environment will lead the industry heavyweights to continue implementing price declines across a range of everyday household items. Goods may also be purchased from a range of other vendors including convenience stores, fruit and vegetable stores, takeaway food stores, department stores and specialised food stores. Supermarket sales will continue to dominate the retail sector over the next five years, with revenue forecast to rise to $94 billion by 2016-2017 at a rate of 2.4% per annum. Competition is expected to remain intense, with the potential for further Costco stores set to sway consumer shopping trends.8 Consumer goods’ retailers have faced a mixed market over the five years through 2011-12. Consumer goods cover the sale of personal and household items like clothing, furniture, hardware, computer and software, garden and pharmaceutical goods. Increasing demand for consumer goods in the early part of the period was aided by growth in disposable income, low interest rates and declining unemployment. However, the later part of the period has presented a volatile market for the sector’s operators, characterised by fluctuating income, rising unemployment and unstable consumer sentiment levels, which have affected demand for a range of consumer goods. Growth in interest rates and a downturn in the domestic economy, following the collapse of global financial markets in 2008, have all impacted on the sector. The largest product segment is clothing, footwear and accessories which has contracted by 0.7% per annum in the five years through 2011-12 and is affected by fashion fads and consumer preferences as well as trends in disposable income and the quality of clothing purchased.9 At June 2011, there were 143,679 retail businesses in Australia - the proportion of businesses by State was broadly aligned with the proportion of Australia's population by State. Along with New South Wales and Victoria, Western Australia was one of the States which contained a higher proportion of businesses than people.10 The Retail and Wholesale Industry is mainly comprised of small and medium sized businesses and supports a large number of small and medium enterprises (SMEs), large employers as well as retail chains and franchising companies. As of October 2011, there was a total of 14,106 retail businesses in Western Australia, of which 12,739 (90%) were small businesses (employing less than 20 people).11 Besides economic factors, the value of the Retail Industry for Australia’s economy and population cannot be underestimated. This industry provides the first job for many Australians, be it part-time during studies or as a first full-time job. Retail provides the foundation for the basic work-related skills and knowledge of many individuals for their ongoing careers, whether in the service industries or outside them. Nearly two thirds of workers in retail trade do not hold post-school qualifications suggesting this industry provides good entry level opportunities and, in light of its high proportion of part-time employment, it also provides opportunities for students combining study and work. Collectively, sales assistants, checkout operators, cashiers and shop managers account for more than half of the retail industry workforce.12 Western Australian Industry Associations

• WA Retailers Association

• WA Small Business Association

• Retail Traders Association


• Jewelers Association of Australia

• WA Accredited Newsagents Association

• WA Council of Retailers Association

• Hardware Association of WA

• Combined Small Business Alliance of WA

• WA Independent Grocers Association

• Shop Distributive Allied Employees Association of WA

INDUSTRY SPECIFIC JOB ROLES

Retail Managers

• Employment for Retail Managers to 2016-17 is expected to grow slightly. Employment in

this very large occupation (240 900 in November 2011) rose slightly in the past five years, but remained relatively steady in the long-term (ten years).

• Retail Managers have a high proportion of full-time jobs (86.9 per cent). For Retail Managers working full-time, average weekly hours are 45.7 (compared to 41.3 for all occupations) and earnings are below average - in the fourth decile. Unemployment for Retail Managers is average.

• Retail Managers are employed across several industries including: Retail Trade; Accommodation and Food Services; Wholesale Trade; and Other Services.

• The (internet) vacancy level for Retail Managers is moderate. Annually, 11.4 per cent of Retail Managers leave this group, creating potential job openings (this compares with 13.1% across all occupations).

• The mix of industries employing Retail Managers has subdued employment growth prospects.13

Retail Managers - Sources of Vacancies (per cent share)

The graph shows three types of vacancy indicators for this occupation - gross replacement rates (%), per cent per annum growth to 2016-17 and vacancies to employment ratio compared to all occupations. Sources: ABS Labour Mobility Survey, February 2010, Cat. No. 6209.0, DEEWR projections to 2016-17, DEEWR Internet Vacancy Index (12 months to November 2011) on 2011 average employment levels, ABS Labour Force Survey.14 Annual growth to 2016 -17 has decreased significantly from 2.1% in the 2015-16 forecast to 0.7% in the above graph.


Retail Managers - Weekly Hours Worked

The graph shows the average weekly hours (by gender and full-time and part-time) worked for this occupation, compared with all occupations. Source: ABS Labour Force Survey, annual average 2011.15 The graph indicates that there has been no significant change in the average weekly hours worked in this industry between 2010 and 2011.

Retail Supervisors

• Employment for Retail Supervisors to 2016-17 is expected to grow slightly. Employment in this large occupation (31 100 in November 2011) remained relatively steady in the past five years and rose slightly in the long-term (ten years).

• Retail Supervisors have an average proportion of full-time jobs (74.1 per cent). For Retail Supervisors working full-time, average weekly hours are 39.7 (compared to 41.3 for all occupations) and earnings are below average - in the third decile. Unemployment for Retail Supervisors is average.

• Retail Supervisors are employed across several industries including: Retail Trade; Accommodation and Food Services; Manufacturing; and Wholesale Trade.

• The (internet) vacancy level for Retail Supervisors is moderate. Annually, 21.4 per cent of Retail Supervisors leave this group, creating potential job openings (this compares with 13.1% across all occupations).

• The mix of industries employing Retail Supervisors has subdued employment growth prospects.16


Retail Supervisors - Sources of Vacancies (per cent share)

The graph shows three types of vacancy indicators for this occupation - gross replacement rates (%), per cent per annum growth to 2016-17 and vacancies to employment ratio compared to all occupations. Sources: ABS Labour Mobility Survey, February 2010, Cat. No. 6209.0, DEEWR projections to 2016-17, DEEWR Internet Vacancy Index (12 months to November 2011) on 2011 average employment levels, ABS Labour Force Survey.17

Retail Supervisors - Weekly Hours Worked

The graph shows the average weekly hours (by gender and full-time and part-time) worked for this occupation, compared with all occupations. Source: ABS Labour Force Survey, annual average 2011.18

Sales Assistants

• Employment for Sales Assistants (General) to 2016-17 is expected to remain relatively steady. Employment in this very large occupation (499 000 in November 2011) rose slightly in the past five years, remained relatively steady in the long-term (ten years).

• Sales Assistants (General) have a relatively low proportion of full-time jobs (29.5 per cent). For Sales Assistants (General) working full-time, average weekly hours are 38.4 (compared to 41.3 for all occupations) and earnings are low - in the second decile. Unemployment for Sales Assistants (General) is high.


• Sales Assistants (General) are employed across several industries including: Retail Trade; Accommodation and Food Services; Manufacturing; and Wholesale Trade.

• The (internet) vacancy level for Sales Assistants (General) is low. Annually, 21.4 per cent of Sales Assistants (General) leave this group, creating potential job openings (this compares with 13.1% across all occupations).

• The mix of industries employing Sales Assistants (General) is not favourable for employment growth prospects.19

Sales Assistants - Sources of Vacancies (per cent share)

The graph shows three types of vacancy indicators for this occupation - gross replacement rates (%), per cent per annum growth to 2016-17 and vacancies to employment ratio compared to all occupations. Sources: ABS Labour Mobility Survey, February 2010, Cat. No. 6209.0, DEEWR projections to 2016-17, DEEWR Internet Vacancy Index (12 months to November 2011) on 2011 average employment levels, ABS Labour Force Survey.20 There has been no significant change in the data provided previously.

Sales Assistant - Weekly Hours Worked

The graph shows the average weekly hours (by gender and full-time and part-time) worked for this occupation, compared with all occupations. Source: ABS Labour Force Survey, annual average 2011.21


Regulatory Requirements

The West Australian Government has released a new activity centres planning policy to encourage the evolution of strategic shopping centre sites into community-focused town centres. Planning Minister John Day advised the Activity Centres policy would support the implementation of the objectives outlined in 'Directions 2031 and beyond', the spatial planning framework released in August 2012. The policy aims to result in the creation of diverse centres of mixed land use, with a broader range of services and employment opportunities. Activity centres will be more accessible and vibrant nodes of economic and social activity, reducing the need for the community to travel to access employment, leisure and retail services. The Activity Centres policy represented a more flexible regulatory approach to encourage more investment in the commercial, higher-density housing and retail sectors. Floor space cap guidelines will no longer apply to the development of retail centres. Instead, the policy encourages the development of activity centres with greater diversity to ensure developments do not result in a predominantly single-purpose centre.22 Shopping Centre Council of Australia figures show that during the past decade, $55 million was spent on retail development in WA, in comparison with $1.7 billion in Victoria and $3.5 billion in NSW. New laws came into force from 26 August 2012 which give general retail shops in the Perth metropolitan area the right to open their doors on Sunday between 11am and 5pm. General retail shops in the metropolitan area will be able to trade on public holidays between 11am to 5pm, with the exception of Good Friday, Christmas Day and ANZAC Day, when they will remain closed. The decision to open on Sundays will remain the choice of the individual retailer and the Commercial Tenancy (Retail Shops) Agreements Act 1985 protects retail tenants from being forced to open on Sundays. These same laws ensure commercial tenants can only be charged operating expenses for Sundays if they open on Sundays.

All shops are regarded as general retail shops unless they fall under any one of the other categories including: small retail shops (holds a small shop certificate and can open 24 hours a day, 7 days a week), special retail shops (hold a special shop certificate and can open 6am–11.30pm on any day). Trading hours for general retail shops in the metropolitan area are:- 8am to 9pm, Monday to Friday, 8 am to 5pm Saturday and 11am to5pm, Sunday and most public holidays. The introduction of extended trading in the Perth metropolitan area does not affect trading hours' arrangements in regional areas. Regional traders may choose when they open within the trading hours specified for their locality. By comparison, general retail shops in other states and territories are permitted to trade, without restriction, seven days a week.

Small shops, or exempted general retail shops, are shops owned by up to six people who operate no more than three retail shops, and in which a maximum of eighteen people, excluding apprentices but not trainees, work at any one time. They may sell goods other than motor vehicles. They are permitted to trade up to 24 hours a day and seven days a week.

Special retail shops are considered necessary for emergency, convenience or recreational supplies and include news agencies, bookshops, pharmacies, garden nurseries, hardware, home improvement shops, video shops, art and craft shops, souvenir shops, duty free shops, shops at sporting venues, boating shops, motor vehicle spare parts shops and shops at international standard hotels. 23 Over recent years, much of the key legislation that is relevant to the retail industry has been reformed or amended. Most recently, this includes Workplace Health and Safety and Australian Consumer Law, but also includes reform to legislation around industrial relations, food safety, trading hours and taxation. Knowledge of these areas, and developments in them, are crucial for


businesses in order to remain compliant. Some stakeholders have indicated concern as to how the training system can keep pace with these changes as they occur.24

Licensing/Regulatory Requirements

• Local Government Act 1996

• Commercial Tenancy (Retail Shops) Agreements Regulations 1985 (amended 1998 & 2011)

• Retail Shops and Fair Trading Amendment Bill 2007

• Retail Trading Hours Regulations 1987

• Retail Trading Hours (Filling Station Zones) Regulations 1988

• Petroleum Products Pricing Regulations 2000

• Weights and Measures (Exemptions) Regulations 1997

• Liquor Licensing Regulations 1989

• Retail outlets for pet meat – Health (Pet Meat) Regulations 1990

• Tobacco Control (general) Regulations 1991

• Stock (Control of Hormonal Growth Promotants) Regulations 1994

• Health (Food Hygiene) Regulations 1993

• Poisons Regulations 1965

• Weights and Measurements Regulations 1927

• Environmental Protection (Noise) Regulations 1996

• Fair Trading Regulations 1987 (amended 2010).

Demographics of Workforce Employment in Retail is dominated by female workers – 56% of the retail workforce is female, compared to 46% for all industries. Almost half (48%) of employees work part-time, compared to 30% for all industries. The median age of people employed in the Retail Trade is 32 years. Approximately 72% of the workforce is aged under 45 years, leaving a low 28% aged 45 years and over. This reflects a high proportion of youth employment, with many working part-time while in full-time education.25 In February 2011, 24.7% of retail employees were aged between 15 and 24 and furthermore, 40.3% were classified as casual.26

233.2

165.6

211.2

184.5

162.4

72.2

9.0

227.9

199.1

237.4

216.9

179.8

108.2

14.4

208.9 206.8

244.9

205.9199.9

127.1

29.1

0.0

50.0

100.0

150.0

200.0

250.0

300.0

15-19 20-24 25-34 35-44 45-54 55-64 65 and over

Retail Trade - Employed personsby age ('000), Year to February 2002, 2007 and 2012

2002

2007

2012


Source: http://skillsinfo.gov.au/documents/employment-level-age-over-time-000s-0

As of November 2011 approximately 59% of retail workers did not hold post-school qualifications, compared with 37% for all industries, making Retail an ideal entry point to the labour market.27 Approximately 48% of Retail Managers held qualifications in 2011, of which approximately 15% held qualifications at the degree or higher level.28


Retails Manager - Employment Level (thousands)

The graph shows the historical employment levels ('000) for this occupation. Source: ABS Labour Force Survey, DEEWR trend data to November 2011. There has been no significant change in data over the previous 12 months.

Retail Managers - Recent Job Growth (per cent)


The graph shows employment growth (per cent) over the past five years and two years for this occupation, compared with all occupations. Source: ABS LFS, DEEWR trend data to November 2011.29

• Job Growth for Retail Managers (over a 5 year period) has decreased from 20.6% in 2010 to 9.6% in 2011

• Job growth for Retail Managers (over a 2 year period) has also decreased from 7.9% in 2010 to 5.1% in 2011.

Retail Managers - Employment Growth by Gender (thousands)

The graph shows employment growth ('000) over the past five years for male and female, employed part-time and full-time. Source: ABS Labour Force Survey, annual average 2011, 2006. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals.30 The following changes are evident over the preceding twelve months.

• Full time employment for males has increased from 10.6% to 13% while part time employment for males decreased from 1.4% to 0.4%

• Full time employment for females increased from 7.4% to 17.2%, while part time employment for females decreased from 6.3% to 3.2%.

Retail Managers - Gender (per cent share)


The graph shows the share of employment (per cent) for males and females, employed full and part-time, compared with all occupations. Source: ABS Labour Force Survey, annual average 2011. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals.31. There were no significant changes to this data over the past twelve months.

Retail Managers - Age Profile (per cent share)

The graph shows the share of employment (per cent) by age group for this occupation, compared with all occupations. Source: ABS Labour Force Survey, annual average 2011. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals.32

Retail Supervisors - Employment Level (thousands)

The graph shows the historical employment levels ('000) for this occupation. Source: ABS Labour Force Survey, DEEWR trend data to November 2011. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals.33


The graph indicates that there has been a slight decrease in employment for Retail Supervisors between 2011 and 2012. Retail Supervisors - Recent Job Growth (per cent)

The graph shows employment growth (per cent) over the past five years and two years for this occupation, compared with all occupations. Source: ABS LFS, DEEWR trend data to November 2011. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals.34

Retail Supervisors - Employment Growth by Gender (thousands)

The graph shows employment growth ('000) over the past five years for male and female, employed part-time and full-time. Source: ABS Labour Force Survey, annual average 2011, 2006. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals.35


The graph indicates that there has been a considerable decrease in full time male Retail Supervisors from 2,900 to only about 200 and full time female Retail Supervisors from 2,300 to about 1,300.

Retail Supervisors - Gender (per cent share)

The graph shows the share of employment (per cent) for males and females, employed full and part-time, compared with all occupations. Source: ABS Labour Force Survey, annual average 2011. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals.36

The graph indicates the following changes over the previous 12 months:

• Full time males decreased from 37.6% to 35.8% and part time males decreased from 5.5% to 7.1%

• Full time females increased from 36.9% to 38.4% and part time females decreased from 20% to 18%

Retail Supervisor -Age Profile (per cent share)



The graph indicates the following changes over the preceding 12 months:

• An increase in Retail Supervisors between the ages of 20-24yrs from 20% to 23%

• An increase in Retail Supervisors between the ages of 25-34yrs from 24% to 26.9%

• A decrease in Retail Supervisors between the ages of 35-44yrs from 25% to 19.2%

• An increase in Retail Supervisors between the ages 45-54yrs from 13% to 15.8%

Sales Assistant - Employment Level (thousands)

The graph shows the historical employment levels ('000) for this occupation. Source: ABS Labour Force Survey, DEEWR trend data to November 2011. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals.38

Sales Assistant - Employment Growth by Gender (thousands)


The graph shows employment growth ('000) over the past five years for male and female, employed part-time and full-time. Source: ABS Labour Force Survey, annual average 2011, 2006. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals39.

The graph indicates the following changes in employment growth by gender for Sales Assistants:

• Full time males have increased by 10,700 and part time males have increased by 6,100

• Full time females have increased by 12,600 and part time females have decreased by 12,700

Sales Assistant - Gender (per cent share)

The graph shows the share of employment (per cent) for males and females, employed full and part-time, compared with all occupations. Source: ABS Labour Force Survey, annual average 2011. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals.40

The most significant change by gender for General Sales Assistants between 2010 and 2011 is that part-time females have decreased from 54.5% to 52%.

Sales Assistant - Age Profile (per cent share)



The graph indicates that there has been very little change in the number of General Sales Assistants for all ages between the years 2010 and 2011.

Impact of Globalization

India is currently Australia's largest source of permanent migrants with a total of 29 018 places or 15.7 per cent of the total migration program of 185 000 places under the 2011-12 permanent migration program. China and the United Kingdom are Australia's second and third largest sources of permanent migrants, with 25 509 and 25 274 places respectively. Seven of the top 10 source countries in Australia's 2011-12 migration program are from Asia: India, China, the Philippines, Sri Lanka, Malaysia, the Republic of Korea and Vietnam.42 The increasing cultural diversity of the workforce and of customers means that the ability to work across cultures is becoming an essential skill for many employees, especially in service related industries. Leadership and management skills are particularly important for handling changes in Australian society and growth in cultural diversity of employees and customers. Employers are likely to favor employees who can work and interact with people from different cultural backgrounds. The importance of cultural self-awareness to students is on a similar ranking to the importance of workplace relationships, communication skills, compliance with policies and laws and customer service.

The recent introduction of large foreign retailers to Australia has been an additional factor of destabilisation. This is reflected in eBay’s report, which found that 68% of respondents cited increasing competition from international businesses as a barrier to growth. While foreign owned firms currently account for only 5% of market-share, there is evidence of growing global interest in the Australian market in light of the introduction of some large international retailers (eg, Zara, ALDI, IKEA). The Productivity Commission’s inquiry into the retail industry also noted this trend and quoted CB Richard Ellis’ submission, which explained that the “transparency of the Australian market, population growth prospects and relatively strong economic fundamentals” are attributable to this growing interest. A major reason why consumers are spending a smaller share of their incomes on retail goods is because these goods have become cheaper.43

Impact of Government Policy/Decisions

The WA Retail Trading Hours Amendment Bill received Royal Assent on the 3 July 2012 in the Legislative Assembly. The main effect of the new laws, which came into force on 26 August 2012, give general retail shops in the Perth metropolitan area the right to open their doors on Sunday between 11am and 5pm. Survey results and consultation on a one-on-one basis indicate that recent increases in water and electricity and rents have had an extremely detrimental effect on small business. The cost of increased trading, a decline in consumer confidence and increases in utilities and rents has seen business closures increase dramatically in the last 12 months. In addition to the public perception that retail jobs are unsuitable as a viable, long-term career, there is the related belief that these jobs require little skill. This further impacts upon the ability of the industry to retain workers. Generally, the phrase ‘skilled work’ is often used to describe only those jobs that have traditional apprenticeships attached to them. The dangers of this out-dated way of


perceiving skill have been all too apparent in the recent debates over migration and international students, where it has been easy for influential commentators to affect government policy in ways that are detrimental to the service industries. Assumptions about skills underpin several areas of national policy, for example:

• Funding for apprenticeships and traineeships (both Commonwealth and State) - funding for some traineeships in the service sectors has been withdrawn because, it is argued, the jobs are not skilled and do not need training.

• Migration policy and what jobs are on the ‘skilled list’.

Productivity growth can be facilitated through the provision of advice and assistance to develop the skills and systems in small and medium enterprises. The Government’s Enterprise Connect program is one recent example of this. This program aims to boost the innovative capacity, productivity and performance of smaller and medium Australian firms, by encouraging collaboration with larger firms and public research institutions.

In July 2011, the Australian Commonwealth Government announced the National Workforce Development Fund (NWDF, which is an expansion of the Enterprise Based Productivity Places Program (EBPPP) conducted in 2009. The EBPPP and interim version of the NWDF are based on the Industry Skills Councils (ISCs) playing a broker role between employers and training providers. The overall policy intent of these programs is to increase the skill levels of existing workers from a range of industries, in occupations on the priority occupations list. This will assist enterprises to increase productivity and meet the demand for higher skills. Monash University’s Centre for the Economics of Education and Training (CEET) undertook a research project to forecast the labour and skills needs for the service industries for the next five years. The report forecasts that employment in the service industries will grow relatively more slowly than other industries. In 2015, the service industries are forecast to employ 1.94 million people—an increase of 3.1% from 2009. Factors impacting growth include the effects of government stimulus wearing off; the high value of the Australian dollar and weakness of the global economy; government spending reductions and the draw of labour to the mining sector.44 Government policy which has also had an adverse impact on the services industries is the elimination of employer incentives for Certificate II Traineeships. In sectors such as Retail, Floristry, Community Pharmacy, Hairdressing and Beauty, Certificate II is the entry level into the industry. Community Pharmacy and retail have been the most affected by this policy decision.

Technological The Retail Industry is a commercial environment and is based on quick delivery and immediate results making execution critical to viability and success. This drives a very results-focused environment, where decision making and problem solving happen at a fast pace. Retailers hold the opinion that SMEs face rising competitive pressure from major supermarkets and the growing internet-based retail market.

The existing research is increasingly aware that new technology is driving an unprecedented period of innovation in the retail industry, Australia and worldwide. The recognition of the effects of the explosion of smartphones and third-party mobile applications, improved telecommunications infrastructure and the proliferation of social networks on the retail industry is growing. This is particularly the case in the context of Australia’s high technology adoption rates, as seen by mobile internet access growth of 45% since 2010. There are numerous reports from the industry that the


globalisation of the market through online channels is exposing the industry to unprecedented levels of competition. This is expected to continue, with Australian online sales projected to grow by between 10 to 15% per annum over the next three years.

New technology has introduced a multitude of options, including: platforms for buying and ordering online, researching and comparing products and prices, product customisation, delivery methods, collective buying, marketing, pure play niche sites, buying directly from the manufacturer and for using mobile devices to do all of the above. As the technology becomes more sophisticated the options will multiply.45

There is a significant role for training packages to deliver the necessary skills to businesses so that the potential of the internet can be fully exploited. Indeed, Access Economics cite the lack of skills and knowledge in this area by businesses as the most significant reason for the lack of uptake of e-commerce. Currently, the internet still does not have strong levels of take-up in the industry; 46% of the industry has a web presence, and 33.8% received orders through the internet. Training provision itself can be revolutionised through facilitating online learning. A significant benefit of faster and more reliable internet connections is the improvements to using audio-visual ICT technology through which online content is delivered. Industry feedback suggests that there is a potential for an increase in ‘just-in-time’ training, where training needs can be responded to immediately with online modules.46

Online Retail

More than one in four online consumers in Australia (42%) conduct research online; such as checking prices or reading a consumer view. Looking for deals online is also popular among one in four (40%) while 34% purchased a product online in the past month. Amongst Australian consumers who engaged in e-commerce activities – 36% intended to purchase travel reservations, closely followed by entertainment (30%) and books, newspapers, magazines (25%). Among the other products and services which appear to be increasingly sought online are Apparel /Accessories/ (21%), Food & Beverages (18%) and Skin Care/Cosmetics (16%). These digital shopping trends coincide with the changing shopping habits among Australians, who in the most recent Nielsen Global survey recorded the lowest consumer confidence levels since the GFC. Not surprisingly, in an environment of ongoing economic uncertainty, combined with growing concerns over energy prices, we have seen a more cost conscious, savvy consumer emerging. With easy access to an escalating choice of online shopping options, social media discussions and price comparisons on brands, today’s consumers are far more empowered in their purchase decision making.47 A very recent development in retail, associated with pricing in the online space, has been the introduction of ‘group shopping’. This innovation involves awarding ‘bulk’ discounts to a predefined minimum number of customers collectivising online. Examples of group shopping in Australia include scoopon.com.au and cudo.com.au. Similarly, private shopping clubs involve aggregating offers from brands with surplus stock that are marketed exclusively to members through a regular online newsletter. Industry feedback has indicated that this innovative model is proving to be highly successful.48 Despite record numbers of Australians using the internet to seek product reviews, specials and grocery coupons, the number of consumers purchasing groceries online lags significantly behind the UK signaling even greater growth is to come. When comparing Australian rates of consumer online shopping with other global markets, it was found that 35% of Australians had bought groceries online in the previous month, compared with 52% of consumers in the UK. However, 42% of


Australian consumers had researched groceries online – such as checked the price or sourced product reviews.49 Although the structural shift from traditional retail to online retail may cause some friction, online retail creates other jobs, and the Allen Consulting Group modelling has demonstrated that there is no evidence to suggest that online retailing causes a loss of jobs overall. Furthermore, the internet’s twenty-four hour operation expands the interface in which retailers and customers can interact. Retailers need not shut their doors to potential customers, and customers can shop at their convenience. This is particularly important for Australians, who until the Global Financial Crisis in 2009 had some of the longest average working hours among OECD countries (OECD2010, p. 290). Australia has since maintained a low unemployment rate relative to other OECD economies, and online shopping helps to meet demands of time-poor dual-income households (IBISWorld 2011b; OECD 2011).50

Customer Service

The media continues to report that Australian customer service standards are below par worldwide. This is, in part, related to surveys, such as the 2011 American Express (AM EX) Global Customer Service Barometer, which rates Australia poorly. For example, the AM EX report found that Australia has the second highest proportion of consumers reporting that businesses are currently paying less attention to service at 33%. Industry maintains that a large proportion of this growing body of criticism is more representative of the increasing customer service expectations on the part of consumers. However, due to the unfavourable conditions in retail over the last year, department stores have reported that the ratio of staff to customers has been reduced, further impacting upon levels of customer satisfaction. However, regardless of what is causing the gap in delivery and expectations, there is a strong sense within the industry that this is a critical aspect to the ongoing survival of enterprises. Some retailers have responded by expanding the authority of frontline customer service staff to more effectively manage negative customer experiences. These strategies require additional skills for frontline staff in addition to a thorough understanding of the aspects of customer service. As well as improving the customer service training of staff, organisational culture and employee engagement is increasingly recognised as a key constituent of customer service in an enterprise. An organisation is said to display a ‘service-oriented culture’ when it places emphasis on service through its policies and procedures and when great service is recognised and rewarded. The result is an unambiguous message to staff regarding the organisation’s expectations of them in relation to service. Furthermore, employee engagement is a key element as it is recognised that staff will invest more in their role as a customer service provider if they are more committed to their role.51

Economic Drivers The trend regarding the population level of each State is that population influences the number of potential customers and so more densely populated states have a higher proportion of stores to service consumer demand. Western Australia had the largest population increase (2.4%) across all states and territories in the 12 month period to June 2011.52

The continuous increase in WA’s population, which is projected to more than double between 2007 and 2056, reaching 4.3 million people53, will further boost the demand for the service industries.


RETAIL TRADE BY STATE F e b r u a r y 2 0 1 2 ( Seasonally Adjusted)

$m % Change Over: 1 Year 3 Months 1 Month

New South Wales 6,289 -0.6% -1.4% -0.6%

Victoria 5,325 2.9% 0.6% -0.4%

Queensland 4,366 2.1% 2.0% 1.5%

South Australia 1,455 0.4% -0.4% 0.7%

Western Australia 2,499 8.5% 1.7% 1.0%

Tasmania 433 0.4% -0.1% -0.1%

Northern Territory 235 2.3% 0.2% 0.0%

Australian Capital Territory 385 0.3% 3.5% -0.7%

Australia 20,988 2.0% 0.4% 0.2%

Seasonally adjusted retail trade in Western Australia increased by 1.0% to $2,499 million between January and February. Retail trade rose by 8.5% over the year and grew by 1.7% over the three months to February 2012 Trend retail trade in Western Australia increased by 0.6% between January and February. Retail trade rose by 9.3% over the year and grew by 1.8% over the three months to February 2012.54 Consumer habits have changed. The baby boomer generation has become notable for its uniquely acquisitive spending habits during the boom times of the 1950s to the early 2000s. However, it is reported that the 2008 global financial crisis has dramatically reduced retirement savings and altered the consumer psychology. This is evident in 2009’s significant peak in the household savings ratio after two decades of decline, as well as below-average levels of consumer confidence and the recent expansion in private-label offerings. Purchase preferences have also changed. It is increasingly reported that this decline in consumption has particularly affected the purchasing of traditional retail goods, compared to services. The ABS household expenditure survey shows that there is greater discretionary spending on travel, investment, internet services and communication technology, as compared to fashion and homewares. The volume of sales at department stores and clothing and footwear retailers has declined by about 6% since early 2009. This has led some commentators to speculate that consumers increasingly favour buying for experience and connectivity, rather than for enhancing personal image and status.55 West Australian small business confidence is at its worst level on record since the height of the global financial crisis, latest survey results reveals. The state's Sensis Business Confidence Index has fallen a hefty 12 percentage points to 17 per cent, below even the level recorded immediately following the introduction of the Goods and Services Tax (GST) in 2000 (when it was 24 per cent). It is only slightly above the lowest point, 14 per cent, recorded in November 2008.56



Retail Managers -Weekly Earnings (before tax)

The graph shows weekly earnings both total and full-time before tax and do not include employer superannuation contributions. These figures are indicative and cannot be used to determine a particular wage rate. Source: ABS EEBTUM survey August 2011 cat. no. 6310.0. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals57

The graph indicates that between the year 2010 and 2011, there has been an increase in full time earnings for Retail Managers by about $70.

Retail Supervisors - Weekly Earnings (before tax)

The graph shows weekly earnings both total and full-time before tax and do not include employer superannuation contributions. These figures are indicative and cannot be used to determine a particular wage rate. Source: ABS EEBTUM survey August 2011 cat. no. 6310.0. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals58.


The graph indicates weekly earnings for full time Retail Supervisors have only increased by $4 (before tax), between the years 2010 and 2011.

Sales Assistant - Weekly Earnings (before tax)

The graph shows weekly earnings both total and full-time before tax and do not include employer superannuation contributions. These figures are indicative and cannot be used to determine a particular wage rate. Source: ABS EEBTUM survey August 2011 cat. no. 6310.0. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals. 59

The graph indicates that there has been no change to full time weekly earnings (before tax) for Sales Assistants, between the years 2010 and 2011.

Size and Distribution The Retail Industry is the second largest employing industry in Australia, with approximately 1.237 million workers as of August 2011 (10.8% of the Australian workforce). The largest contributor to employment in Retail Trade is the Supermarket and Grocery Stores sector, employing 263,500 workers (or 21.9 per cent of industry employment), followed by Pharmaceutical and Other Store-Based Retailing (151,700 or 12.6 per cent) and Clothing, Footwear and Personal Accessory Retailing (143,600 or 11.9 per cent).60 Over the five years to November 2011, employment rose by 34,600 (2.9%), the largest number of new jobs being in Food Retailing – up by 22,200 (6.2%). Employment in the Retail Trade is expected to increase by 560,400 (4.1%) over the next five years.61 In May 2012, 10.2% of Western Australian workers (131,700) were employed in the Retail Industry making it the second largest employer in the State.62

Almost two in every five Retail jobs are outside the State capital, making it a significant source of jobs in regional areas, employing around 470,000 workers.63

SPECIFIC INDUSTRY JOB ROLES

Retail Managers - Employment by Region (per cent share)


The graph shows the State share of employment (per cent) for this occupation, compared with all occupations. Source: ABS Labour Force Survey, annual average 2011. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals.64

The graph indicates that employment for Retail Managers in Western Australia has increased by almost 1% between the years 2010 and 2011.

Retail Managers - Main Employing Industries (per cent share)

The graph shows, for this occupation, the industries (up to four) with the largest share of employment, compared with the share for all occupations. The industries are based on the Australian and New Zealand Standard Industrial Classification (ANZSIC 06).Source: ABS Labour Force Survey, annual average 2011. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals.65


The graph indicates the following significant changes for Retail Managers between 2010 and 2011:

• Retail Trade has decreased by 2%

• Accommodation and Food Services have increased by 1.5%

• Wholesale Trade has increased by 1%

Retail Supervisors - Employment by Region (per cent share)


The graph indicates that in Western Australia, employment for Retail Supervisors have increased by 4.5% between 2010 and 2011.


Retail Supervisors - Main Employing Industries (per cent share)

The graph shows, for this occupation, the industries (up to four) with the largest share of employment, compared with the share for all occupations. The industries are based on the Australian and New Zealand Standard Industrial Classification (ANZSIC 06).Source: ABS Labour Force Survey, annual average 2011. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals.67

The graph indicates the following significant changes for Retail Supervisors between 2010 and 2011:

• Retail Trade has increased by 2.1%

• Accommodation and Food Services have increased by 0.5%

Sales Assistant - Employment by Region (per cent share)



The graph indicates that in Western Australia there is no significant change in employment of Sales Assistants from 2010 to 2011.

Sales Assistant - Main Employing Industries (per cent share)

The graph shows, for this occupation, the industries (up to four) with the largest share of employment, compared with the share for all occupations. The industries are based on the Australian and New Zealand Standard Industrial Classification (ANZSIC 06).Source: ABS Labour Force Survey, annual average 2011.69

The graph indicates that there has been very little change of the main employing industries for Sales Assistants between 2010 and 2011.

Sustainability Retail employers are finding that customers and potential employees are increasingly aware of environmental issues. Those customers aware of environmental issues will often choose products with low energy consumption as a first preference. The retail industry has significant potential to provide a range of sustainable products and services, as well as advice on water and energy-efficient products to consumers. However, the trend towards purchasing sustainable and organic products, whether food, clothes or toys, depends on the customer’s level of disposable income and living costs, as well as consumer confidence. Environmental sustainability issues addressed in SIR07 Retail Services Training Package may be found in the following units of competency. SIRXCLM001A: Organise and maintain work areas (offered at Certificates I, II, and III qualification levels) SIRXGLC003A: Comply with legislative requirements affecting business activities (offered at Certificate II qualification level)


These units cover areas relating to the legislative requirements of environmental protection, waste removal, hazardous substances and dangerous goods (such as flammable goods, explosive goods and waste), avoiding spills, and using personal protective clothing.70

Qualification Profile of Workforce Nearly two thirds of workers in retail trade do not hold post-school qualifications suggesting this industry provides good entry level opportunities and, in light of its high proportion of part-time employment, it also provides opportunities for students combining study and work. In May 2008, nearly (60%) of workers were employed in the industry without a qualification, compared with (39.8%) for all industries. Formal training for the retail industry comes from the Retail Services Training Package. Entry point to these sectors is at Certificate II, with the ‘trade level’ qualifications (which include skills in supervising and coaching staff) sitting at Certificate III. Australian Qualifications Framework (AQF) level 2 and 3 qualifications represent the bulk of the retail workforce, with the remainder made up to a significantly lesser extent of the higher AQF levels. The industry qualification structure and framework reflect this fact, and so the opportunity to develop a more highly skilled workforce lies in skilling the workforce to AQF level 3. With the cessation of Federal Employer Incentives for Certificate II level qualifications it is anticipated that many small employers (less than 5 employees) are already battling economically with the impact of increased rent, utilities and a downturn in consumer confidence. Without some financial support training will not be an option for most. Moreover, recognition of skills is critical when one considers that public funding data describes that the majority of the retail workforce do not hold qualifications. With this in mind, notions of developing a highly skilled workforce must also be tied to building first on recognised skills. An increasing number of employers are reporting that graduates from institute or wholly classroom-based programs do not have the equivalent skill depth and breadth as graduates from workplace-based programs. Evidence is mounting that the typical institutional delivery approach used by many RTOs colleges is of an inferior quality because:

• many students do not get access to workplace training or work experience

• without a workplace component, the training is shorter and inadequate for the development of employability skills relevant to real work.

It would appear that a number of providers are not meeting the delivery requirements specified in the training package. It has been reported that training facilities often do not meet the recommended standard and that students graduate without ever getting access to industry application at work or in training. As a result, employers are reluctant to employ graduates from ‘institutional course pathways’ as they are not considered to be work ready. This significantly disadvantages students, who in effect receive a less valuable qualification than others simply because of their choice of provider and despite a regulatory system which assures standardised quality for all recognised providers.

It is also problematic for employers and employees who work with these graduates if they find employment. There are certain expectations in relation to a qualification which, through no fault of their own, they cannot fulfil and which have implications for workplace safety and productivity and wages. Students who experience this are often left with a poor sense of mastery, achievement and possibly self-worth.71



Retail Manager - Educational Attainment (per cent of employment)

The graph shows the highest educational attainment (per cent share of employment) for this occupation compared with all occupations. Source: ABS Survey of Education and Work, May 2011 cat. no. 6227.0. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals.72

Significant changes noted in the Educational Attainment for Retail Management between 2010 and 2011 are that Post Graduate/Graduate Diploma or Graduate Certificate has increased by 1.5% and Bachelor Degrees have decreased by 2.2%.

Sales Assistant - Educational Attainment (per cent of employment)


The graph shows the highest educational attainment (per cent share of employment) for this occupation compared with all occupations. Source: ABS Survey of Education and Work, May 2011 cat. no. 6227.0. Estimates have been rounded and consequently some discrepancies may occur between sums of the component items and totals.73

The only significant change in the Educational Attainment for Sales Assistants between the years 2010 and 2011 is that Bachelor Degrees have increased by 1.3% and that Certificate III/IV has decreased by almost 1%.

Social Impact Western Australia’s population is projected to more than double between 2007 and 2056, reaching 4.3 million people and creating increasing demand for retail services. Indeed, at 31 March 2011, the estimated resident population (ERP) of Western Australia was 2.33 million, an increase of 51,000 (2.2%) over the previous year. The largest component of population growth in the March quarter 2011 was net overseas migration, which added 10,300 to the population. This is the first time a net overseas migration figure of over 10,000 persons has been recorded in two years and represents a near-doubling of net overseas migration from the previous quarter. Natural increase added 5,200 persons to the population, the highest in recent decades while net interstate migration added 1,800 persons, the highest since the mid1980s74

The increasing cultural diversity of the workforce and of customers means that the ability to work across cultures is becoming an essential skill for many employees, especially in service related industries. Leadership and management skills are particularly important for handling changes in Australian society and growth in cultural diversity of employees and customers. Employers are likely to favor employees who can work and interact with people from different cultural backgrounds. The importance of cultural self- awareness to students is on a similar ranking to the importance of workplace relationships, communication skills, compliance with policies and laws and customer service.75

INDUSTRY OCCUPATIONAL OVERVIEW

Supply and Demand of Training

The retail industry has identified that retention of quality employees is a key sustainability issue. In addition, promoting retail as a worthwhile career and profession is a strategy that many employers believe is crucial to retaining quality skilled labour. Industry stakeholders have reported that VET qualifications and higher education degrees are useful for a variety of reasons, including providing skills for the workplace, developing frameworks for thinking for the future, expanding employee horizons, demonstrating the professionalism of the industry, affirming self-worth, and as an opportunity for employers to value add to employees’ workplace experience. As previously discussed, employees in the retail sector have low levels of tertiary qualifications. As there is a high correlation between tertiary education and effective performance, there is a clear need to professionalise the retail industry through higher levels of qualifications. Furthermore, industry is keen to see relevant outcomes in terms of employability and qualifications that improve productivity. Strengthening the relationship between the VET and higher education sectors is critical to each sector. Equally critical is addressing issues around workforce development in retail, as well as quality issues that are relevant to both sectors; issues such as questions of trainer capability, relevance of pedagogy and appropriateness of programs. The partnership between education sectors is proving that positive, productive and effective relationships, built on the needs of industry as well


as mutual trust and understanding of the role that each can bring to industry, will provide a powerful foundation for a strong retail workforce.76

Current and Emerging Skill/Labour Gaps There is a clear demand from the Retail Industry to train and skill people in Senior Sales, Assistant Manager and Managers positions in order to not only address the skill gaps but additionally as a retention strategy. Information collected by RAPS between May and July 2012 (these figures will be updated with the November to February 2012/13 results) in regard to advertised job vacancies shows that of 419 retail job vacancies advertised:

• 158 or 37.7% were for Sales Assistants

• 231 or 55.1% were for Retail Managers Source; Western Australian Newspaper, CareerOne, MyCareer, SEEK

Emerging Occupations

There is insufficient evidence to provide information at this stage.

Declining Occupations While there is insufficient information to provide concrete evidence anecdotally it is believed that the trend for the installation of “do-it-yourself” check-out registers at Coles, Woolworths and Big W stores may lead to a decline in Cash Register staff. Shelf Fillers are also believed to be a declining occupation with a vacancy rate of nil. Anecdotally increased trading hours in Western Australia have meant a greater utilisation of existing checkout staff to fill shelves in quieter times.


ENDNOTES:

1 AUSTRALIAN GOVERNMENT. Employment Outlook for Retail Trade.

2 AUSTRALIAN BUREAU OF STATISTICS . ABS Cat.6291.0.55.003 (Table 5). May 2012.

3 GOVERNMENT OF WESTERN AUSTRALIA. Department of Training and Workforce Development. Western Australian Industry Profile. Retail Trade. Version: May 2012.

4 AUSTRALIAN BUREAU OF STATISTICS. ABS Cat. 6291.0.55.003 (Table5), May 2012.

5 GOVERNMENT OF WESTERN AUSTRALIA. Department of Training and Workforce Development. Western Australian Employment Trends and Prospects. September 2011.

6 AUSTRALIAN GOVERNMENT. Department of Education, Employment and Workplace Relations. Industry Employment Projections. 2012 Report

7 AUSTRALIAN GOVERNMENT. Employment Outlook for Retail Trade.

8 IBISWorld Supermarkets and Other Grocery Stores in Australia June 2012.

9 IBISWorld. Consumer Goods Retail Market Research Report. ANSIC G500. Feb 2012.

10 Australian Bureau of Statistics. June 2011. 8165.0. Counts of Australian Businesses including entries and exits.

11 WA GOVERNMENT (Oct 2011). Small Business Development Corporation http://www.smallbusiness.wa.gov.au/what-is-a-small-business/

12 SERVICE SKILLS AUSTRALIA. (2010). Wholesale, Retail and Floristry Environmental Scan 2010.

13 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 14 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 15 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 16 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 17 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 18 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 19 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 20 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 21 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142

22 WA GOVERNMENT. Planning Western Australia. State Planning Policy 4.2 Activity Centres for Perth and Peel.

23 WA GOVERNMENT (2012). Department of Commerce. Consumer Protection. Retail Trading Hours in Western Australia

24 SERVICE SKILLS AUSTRALIA (2012) Retail, Wholesale and Floristry Environmental Scan 2012

25 AUSTRALIAN GOVERNMENT. 2012. Department of Education, Employment and Workplace Relations. Australian Jobs

26 SERVICE SKILLS AUSTRALIA (2012) Retail, Wholesale and Floristry Environmental Scan 2012.


27 AUSTRALIAN GOVERNMENT. 2012. Department of Education, Employment and Workplace Relations.

Australian Jobs

28 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=&tab=stats&cluster=&code=1421

29 AUSTRALIAN GOVERNMENT

http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 30 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 31 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 32 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 33 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 34 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 35 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 36 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 37 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 38 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 39 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 40 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 41 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142

42 Minister for Immigration and Citizenship. 19 July 2012

http://www.minister.immi.gov.au/media/cb/2012/cb188313.htm

43 SERVICE SKILLS AUSTRALIA. Retail Futures. Drivers of Rapid Change – Stock-take of Literature and Research on Australian Retail.


45 SERVICE SKILLS AUSTRALIA. Retail Futures. Drivers of Rapid Change – Stock-take of Literature and Research on Australian Retail


47 Nielesen. Four in ten Australian Consumers Conduct Shopping Research Online. August 2012.


49 Nielesen. Online Grocery Shopping Poised For Even Greater Growth. August 2012.

50 The Allen Consulting Group. Submission to the Productivity Commission Retail Inquiry. September 2011.


51 SERVICE SKILLS AUSTRALIA. (2012). Wholesale, Retail and Floristry Environmental Scan 2012

52 AUSTRALIAN GOVERNMENT. Department of Education, Employment and Workplace Relations. Australian Jobs. 2012.

53 AUSTRALIAN BUREAU OF STATISTICS. 3222.0 - Population Projections, Australia, 2006 to 2101.

54 AUSTRALIAN BUREAU OF STATISTICS Cat. 8501.0 Retail Trade Trends, Australia

55 SERVICE SKILLS AUSTRALIA. Retail Futures. Drivers of Rapid Change – Stock-take of Literature and Research on Australian Retail.

56 WA Today (September 2011)

57 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142

58 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 59 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 60 AUSTRALIAN BUREAU OF STATISTICS. ABS Cat.6291.0.55.003 (Table 5). May 2012.

61 AUSTRALIAN GOVERNMENT. DEEWR. 2012. Australian Jobs

62 GOVERNMENT OF WESTERN AUSTRALIA. Department of Training and Workforce Development. Western Australian Industry Profile. Retail Trade. Version: May 2012

63 AUSTRALIAN GOVERNMENT. DEEWR. 2012. Australian Jobs

64 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 65 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 66 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 67 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 68 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 69 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 70SERVICE SKILLS AUSTRALIA. (2012). Wholesale, Retail and Floristry Environmental Scan 2012.

71SERVICE SKILLS AUSTRALIA. (2010). Wholesale, Retail and Floristry Environmental Scan 2010.

72 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142

73 AUSTRALIAN GOVERNMENT http://joboutlook.gov.au/pages/occupation.aspx?search=industry&tab=prospects&cluster=&code=142 74 SERVICE SKILL AUSTRALIA (2012). Wholesale, Retail and Floristry Environmental Scan 2012.



Documents

RETAILRETAIL ENVIRONMENTAL ... Retailing (151,700 or 12.6 per cent) and Clothing, Footwear and Personal Accessory Retailing (143,600 or 11.9 per cent).1 In May 2012, 10.2% of Western