Martin Place Station caverns completed ahead of schedule

The station caverns for the future Martin Place Metro Station have been completed, six months ahead of schedule.

NSW Premier Gladys Berejiklian and Minister for Transport Andrew Constance visited the site of the future station, 28 metres below ground and said that the completion of the caverns was a milestone in the delivery of the new Metro line.

“In a few short years, Sydney’s new driverless trains will be running through the heart of the city every few minutes – a fast, new, reliable and safe railway extending from the Metro North West Line,” said Berejiklian.

Constance said that with the shape of the future station coming together, critical infrastructure will be delivered soon.

“This is an extraordinary milestone: excavation, tunnelling and caverns completed – next stop is laying tracks and building the new station which will service the heart of the Sydney CBD,” said Constance.

Nine tunnels to allow commuters to access the station have been built as part of the station’s design. These connect from the station entrances as well as to the existing Martin Place station where passengers can connect to Sydney Trains services.

Under construction for the last two years, the station is located underneath Castlereagh and Elizabeth streets and are 220 metres long and 14 metres wide. Tunnel boring machines Nancy and Shirl arrived at the stations in October 2019 before continuing on the future line.

A total of 126,000 tonnes of rock were excavated to create the two caverns and 5,500 tonnes of steel and 21,5000 tonnes of concrete have been used to create the stations.

Tracklaying is expected to commence in early 2021.

Sydney Metro part of mental health awareness campaign

Sydney Metro workers have been part of the launch of a new initiative to reduce suicide in the construction sector.

MATES Stronger Together aims to drive cultural change in the construction industry, highlighting the shared responsibility that colleagues have for each other’s mental health.

“We know that construction workers are at significantly greater risk of suicide than workers in other industries, sadly a worker takes their life every two days,” said Constance.

“2020 has been one hell of a year, so it’s particularly important at the moment to do everything we can to safeguard the health, safety and wellbeing of our workers.”

The launch of MATES Stronger Together. Image credit: Sydney Metro

Six times the number of construction workers killed in workplace accidents take their own life, with 190 workers dying from suicide each year. Young workers are particularly at risk, with young workers in construction twice as likely to die from suicide as other young men.

MATES Stronger Together is run by MATES in Construction, a partnership between building companies, unions, employer grounds and mental health organisations.

Sydney Metro chief executive Jon Lamonte said that this year was a reminder of the importance of connection.

“If COVID-19 has taught us anything, it’s just how much we can take ‘connectedness’ for granted and how important our social connections really are,” Mr Lamonte said.

“Our ‘mates’ really do play an important role in preventing suicide in this industry.”

The program will provide practical tools for workers in the construction industry to identify warning signs and act, said MATES in Construction CEO Brad Parker.

“The goal is to create strong networks of support on construction projects across the country, with workers looking out for those suffering from suicidal thoughts and having the confidence to talk to them and connect them with the help they need.”

If you, or someone you know, is thinking about suicide or experiencing a personal crisis or distress, please seek help immediately in a life-threatening situation by calling 000 or seek support though one of these services:

Lifeline 13 11 14
Suicide Call Back Service 1300 659 467
NSW Mental Health Line 1800 011 511

Goldfields Railway infrastructure project creating regional rail skills pathway

A joint program is developing practical skills in rail for indigenous and vulnerable people in partnership with the Victorian Goldfields Railway.

The project brings together the heritage Victorian Goldfields Railway, with the Mount Alexander Shire Council, Bendigo and District Aboriginal Co-operative and the Centre for Excellence in Rail Training(CERT).

Participants will assist with upgrading rail infrastructure between Castlemaine and Maldon, managed by the Victorian Goldfields Railway, while progressing to a Certificate II in Rail Infrastructure.

The partnership is supported by $90,000 from the Victorian government’s Flexible Local Transport Solutions Program. The program provides funding for local transport initiatives, services and infrastructure in regional Victoria.

Victorian Minister for Public Transport Ben Carroll said the unique collaboration would deliver long-term benefits.

“We know how important that first step on the ladder to meaningful employment is – this training program will deliver strong job prospects to local jobseekers and boost Victoria’s strong field of transport infrastructure talent.”

Anthony Fritsche, executive general manager – Workforce Solutions at Engenco, the parent company of CERT, said that the training deliver will be tailored to the needs of the project while providing an ongoing pathway.

“CERT’s Certificate II in Rail Infrastructure will be contextualised to the needs of the Victorian Goldfields Infrastructure Project to ensure candidates are all job ready and motivated to further develop their careers on such an exciting regional Victorian project,” he said.

“CERT has extensive experience in delivering career development programs in regional rail infrastructure projects and continues to work with industry and all levels of government to facilitate employment pathways for new entrant and indigenous job seekers.”

In-kind support worth over $50,000 is being contributed by the Victorian Goldfields Railway, and president Steve Strangward said the project would speed up completion of the project.

“The program will accelerate completing a $2 million major infrastructure and track upgrade currently underway.”

WA launches rail-focused infrastructure training program

The Western Australian government has launched a four-week intensive training course that will give students hands-on experience on major rail projects in the state.

Students will get a first-hand insight into Metronet projects including the Bellevue Railcar facility, the Yanchep Rail Extension, the Thornlie-Cockburn link, and the Denny Avenue Level Crossing Removal. Road projects are also part of the course.

The program will be delivered at TAFE campuses across Perth and is designed to increase the pool of workers in the infrastructure sector. Young people and women are being encouraged to apply.

Designed to create a pathway for those who may have lost their jobs during COVID-19, the course is free for those on JobSeeker/JobKeeper payments, those who are concession-eligible or under 25.

WA Transport Minister Rita Saffioti said the Infrastructure Ready program is designed to address approaching skills shortages in the infrastructure sector.

“We are delivering more than $6.5 billion worth of road and rail projects across all corners of the State – ensuring we have the workforce to deliver this pipeline of work is a key priority,” she said.

“This new training will deliver job-ready workers to meet the immediate needs of Western Australia’s multi-billion-dollar civil construction industry.”

During the program, students will be taught measurement and calculation skills for the construction sector and safe work practices. Instruction on how to operate small plant and equipment also forms part of the course.

Through partnerships with industry, those who complete the program will be offered the opportunity to gain entry-level prospects. Civil construction industry contractors will be given incentives to employ and retain program participants.

WA Premier Mark McGowan said that the program will set up participants for success.

“Participants will gain firsthand experience on this unique course that will put them in good stead for work on our major infrastructure projects and for future employment opportunities.”

Metro Trains Melbourne providing pathways for overseas-qualified engineers

Five engineers from refugee and asylum seeker background have begun their Australian professional journey with Metro Trains Melbourne in 2020.

The Engineering Pathways Industry Cadetship or EPIC program provides pathways for qualified engineers from refugee or asylum seeker backgrounds to work in Australia.

Metro Trains in partnership with the Level Crossing Removal Project has placed five cadets this year in major transport infrastructure projects.

Metro’s Executive Director – Projects Peter Gleeson said the EPIC program enables those with overseas qualifications to contribute to Victoria’s Big Build.

“The EPIC program gives people pathways to further their engineering careers – with on-site experience, a recognised qualification, and exposure to some of the biggest transport projects the state has ever seen,” Gleeson said.

“There’s never been a better time to be part of the infrastructure transformation across our city, and with a huge demand for engineering skills, these cadets will only go from strength to strength.”

The EPIC program overcomes a significant barrier for those with engineering qualifications that were achieved overseas. Only those with qualifications from a select number of countries are recognised in Australia, leading to many with engineering qualifications who could contribute to the rail skills pipeline working outside of their field.

In a 2011 report, Perspectives on Migrants, the Australian Bureau of Statistics (ABS) found that 65 per cent of all recent migrants had a non-school qualification before arriving in Australia, however only a third of these had their overseas qualification recognised.

One of the cadets, Mayat Mnayrji, has worked on the South-Eastern Program Alliance for stations and VicTrack interface.

“The EPIC program is really fantastic, giving overseas engineers the opportunity to get more work experience and improve themselves, as well studying a very useful course.”

Ilab Qassab, who holds a Bachelor in Electrical Engineering (power and machine) from the University of Mosul, in Iraq, has been based in the Metropolitan Roads Program Alliance, working with the rail team.

“I am very proud to be one of the EPIC program cadets. This program gave us a great opportunity to start our career in Australia and achieve our goals as we came from other countries.”

In addition to an Australian qualification, cadets also gain valuable work experience on major projects. In the ABS report, 64 per cent of recent migrants said that a lack of Australian work experience or references was a barrier to their employment. Ali Firwana, originally from Gaza, Palestine holds a Bachelor of Industrial Engineer and is working as a combined services route site engineer on the Frankston Line.

“Having work experience and industry-focused education is incredibly useful, and I am learning new things on a daily basis with Metro.”

Gleeson said the work of the cadets is invaluable for Victoria’s infrastructure pipeline.

“These five cadets have been doing fantastic work for Metro to help shape the Victorian government’s Big Build, which is transforming our public transport network.”


Preparing for the growth ahead: Finding a new generation of rail workers

CEO of the ARA Caroline Wilkie writes that a generation of young people looking for opportunities have the talents to fill rail’s skills gap.

In a year that has been more about preserving jobs than creating them, the concept of skills shortages can be a difficult one to reconcile.

However, the impact of this year’s events has not changed the fact that a very real and significant skills gap looms in the rail industry.

The Australasian Railway Association’s (ARA) 2018 skills capability study found the rail industry was staring down the barrel of a 24 per cent skills gap on current employment levels by 2024.

The gap existed across the spectrum, from technicians, trades and operators to managers and rail professionals.

Clearly, this is an area where action is needed if we are to make the most of the significant investment pipeline of the coming decades.

The National Rail Action Plan skills and labour working group, which I co-chair, is currently looking at how the industry can address this issue.

The group is bringing together key people from across the industry to inform this work and I look forward to reporting on our progress as time goes on.

In the meantime, the ARA is continuing to advance its skills agenda.

As more rail projects come online, there will obviously be a need for the development of skill sets that are specific to the rail industry.

We will need a stronger focus on skills and education to achieve this. The ARA is advocating for the development of a dedicated skills academy that offers targeted solutions to meet the industry’s future needs.

This will not only ensure the focus is firmly on the technical requirements of the industry but will also ensure a strong culture of safety and excellence can be embedded in training programs before people even enter the rail workforce.

And the time to create this capability is now. Because a generation of young people in particular are looking for new and rewarding career opportunities more than ever.

Even before the impact of COVID-19, conditions were not good for those just starting their careers.

In July, the Productivity Commission released a working paper that found the weak labour market that had emerged after the 2008 Global Financial Crisis had been bad news for young people for a generation.

In the decade that followed, there were full time jobs became harder to come by as part time employment began to rise.

Young people started on lower wages and found it harder to find their chosen roles, despite having a good education behind them.

For those who took a job that was less than what they hoped for just to get their start, their career trajectory did not always recover, and better jobs did not always come along.

Those challenges have only been compounded this year, with another generation of young people hit harder than most by job losses and employment insecurity in the wake of the pandemic.

In this toughest of climates, there will be exceptional young people looking for career options that will last a lifetime, take them all over the world if they choose, and allow them to work in diverse roles on exciting projects.

What better time than now for the rail industry to step forward?

As an industry, a key part of attracting the best young people to work in rail over the coming years will be highlighting the benefits we have to offer – both to individuals and the broader community.

The ARA’s Young Leaders Advisory Board has identified sustainability as one of its focus areas to do just that.

Speaking to the industry’s young leaders, we have heard time and again how the sustainability credentials of the industry, and the essential community service it provides, has been a driving force in determining their future in rail.

They tell us that seeing the industry’s role in helping people and businesses in their daily life is part of what makes them enjoy working in rail so much.

They also see the value of sustainable, long term infrastructure development in rail that can take more congestion off our roads and better connect our cities and towns than ever before.

The fact that the projects they work on are exciting, dynamic, innovative and ever- changing is icing on the cake.

It is these benefits that has led to many of our young leaders staking their claim for a long-term career in rail.

And it is these benefits, together with the opportunity to gain the skills needed to succeed in the industry, that will help us attract the next cohort of rail workers.

So, while we deal with the challenges 2020 has given us, we must also prepare for the growth that will follow in the years ahead.

Having the right people with the right skills in place will be key to our success.

Government funding supports up to 100 KiwiRail apprentices

KiwiRail will employ 100 new apprentices, thanks to government funding from the Regional Apprenticeship Initiative.

The New Zealand infrastructure manager and rail operator will receive $4 million to support the employment of up to 100 apprentices who will have a pathway into employment in the rail industry.

Apprenticeships will involve areas such as mechanical engineering, electrical engineering, electricity supply, rail operations, building/structures, and track infrastructure. Job roles will include signals and electrical specialists, train drivers, and track staff.

To facilite the training component, KiwiRail will also establish four new apprenticeship qualifications, taking the total number of qualifications to six.

KiwiRail group chief executive Greg Miller said the apprenticeships would not only ensure the trainees’ future, but the longevity of the company.

“The new qualifications will make rail more than just a job – they will make it a rewarding career – and help ensure KiwiRail has the new blood and skills it needs for a strong future,” he said.

With the funding support from the government, which KiwiRail will match with in-kind and cash contributions, will expand the depth of the rail industry workforce.

“This government support for apprenticeships will help us attract more young people into rail, including through a school gateway programme, and it will allow us to create a clear, sustainable pathway for them to learn skills and progress in the businesses,” said Miller.

Apprentices will be employed in the regions, however applications are open to anyone. Some apprenticeships will be offered to existing staff for upskilling, but most will be delivered to new staff.

“There is a wealth of experience and knowledge among KiwiRail’s staff and I want to see that passed down to the next generation,” said Miller.

“KiwiRail is committed to delivering an efficient and effective rail system for New Zealand – that can help take trucks off our roads and reduce our carbon emissions – but that can’t be done without people.”

Apprentices who are employed by KiwiRail will have a workforce development adviser assigned to them to provide pastoral care and ongoing support to enable the apprenticeship to be successfully maintained.

Celebrating diversity key to unlocking talent

Recognising leadership and growth in the rail sector, the finalists for the 2020 Women in Industry Awards are celebrating the rail sector’s diversity.

The headline figure from the Australasian Railway Association’s (ARA) Gender Diversity Report was that rail had once again continued to grow the participation of women in the workforce.

Since 2017, the ARA has been surveying the industry to measure the gender diversity of rail at all levels, from track and maintenance workers, through to senior management. These report cards also highlighted the breadth

of roles that women take within the rail industry, from working with rail operators, to consultants and suppliers.

In 2019, reported Caroline Wilkie, CEO of the ARA, the industry achieved its best figures yet.

“In 2014, women represented only 17 per cent of the workforce. In 2018-19, women’s representation in the industry was 27 per cent.”

This increase, six per cent higher than previous figures in 2016-2017, has been driven by a number of factors and initiatives across the industry. By 2019, 86 per cent of rail organisations had formal policies or strategies that support gender diversity, 41 per cent have specific gender pay equity objectives.

These strategies have been supported by the work that the ARA has done for the industry as well. After the publication of the Women in Rail Strategy, the ARA set up the Women in Rail Advisory Committee and the Women in Rail Network and mentoring program to support initiatives undertaken by rail organisations themselves. These cross-industry groups have been able to provide a forum for networking and information sharing across the industry.

“As a result, we are seeing more women build their network in rail to support their career advancement, connect with mentors and create new opportunities for growth,” said Wilkie.

Despite these achievements, when compared to the national workforce, there is still more work to do. For example, the national average of women in full-time roles is 38 per cent, while in rail only 21 per cent of full-time workers are women.

However, recent events may provide new opportunities. Prior to the outbreak of COVID-19 and the associated change in working patterns, flexible working was one area that was seen as enabling greater diversity in the workforce, and not just for women.

“Flexible work is increasingly important for all of us, not just women. The experience of this year has shown once and for all that we can succeed while allowing people to work flexibly. Many of us have juggled working from home alongside our kids attending school online and have still delivered for our employers,” said Wilkie.

With 74 per cent of rail organisations reporting having formal policies for flexible working arrangement in 2019, and a 16 per cent increase in employer funded paid parental leave for primary carers, taking the industry figure to 62 per cent, Wilkie said it is likely that these policies will be extended.

“As our workplaces return to normal, we should be considering how flexible arrangements can ensure our people can live their lives well while also working effectively. Providing flexibility will increasingly be part of attracting and retaining our top talent, whether male or female.”

Indeed, as flexible working has shown, the benefits of a diverse and multifaceted workforce are felt through the industry. With rail having a critical workforce shortage, particularly with the planned and projected levels of investment, it will be more important than ever to encourage more people to the rail sector.

“As the rail industry grows, we will need the best and brightest to propel the industry forward and we can only achieve that if we are a truly diverse industry. Put simply, if we don’t have a diverse workforce we are missing out on talent,” said Wilkie.

For an industry that provides a critical service to a variety of the general public, diversity is also about being able to meet customer needs.

“Diverse workplaces encourage a mixture of thought and ideas,” said Wilkie. “Different perspectives help bring innovation to the fore and make sure the rail industry is meeting the needs of everyone that uses the rail network.”

Beyond attracting diversity into the rail workforce, the next step is retention. This can be in part achieved through industry awards and recognition, which showcase the range of roles that women take in the industry and the successes they achieve.

In July, Rail Express announced the finalists of the 2020 Women in Industry awards. Showcasing the talents of women in industrial, and often male-dominated sectors, the awards this year saw a record number of nominations, beating the 2019 record by 27 per cent. The growth of the awards was not only represented in the nominations themselves, but the number of individual businesses and organisations submitting nominees across varied industrial sectors.

The awards span multiple categories, including Social Leader of the Year, Rising Star of the Year – sponsored by Atlas Copco – Business Development Success of the Year, Industry Advocacy Award, Safety Advocacy Award – sponsored by BOC – Mentor of the Year, and individual excellence awards across the fields of transport, engineering (sponsored by BAE Systems Australia), mining, and manufacturing.

The most nominated category was the Rising Star Award, which received a record number of entries this year.

Rail organisations represented in the awards include agencies within the NSW transport cluster, including Transport for NSW, Sydney Trains, and Sydney Metro.

Sonja Malcolm, senior manager – capability & development from Sydney Metro, is a finalist for the Industry Advocacy Award, which recognises the work done to promote the transport industry. Malcolm has transformed the way that NSW government agencies support and enable sustainable employment of disadvantaged groups.

Nadine Youssef, associate director at Sydney Trains is a finalist for the Safety Advocacy Award. Youssef has worked to raise awareness of electrical hazards in her role within the Electrical Distribution Unit as the networks is modernised.

Lidija Dumbaloska, professional head of electrical engineering at Sydney Trains, is a finalist in the Excellence in Engineering category. Dumbaloska has supported collaboration across transport agencies and the energy sector to grow knowledge of electrical engineering.

The opportunity to highlight the achievements of women such as Malcolm, Youssef, and Dumbaloska is critical for the industry as a whole said Wilkie.

“When we recognise the women that are achieving great things in the industry, we also encourage other women to aspire to build their own careers in rail. As they say, ‘You can’t be what you can’t see.’ So, it is important to celebrate the successes of women in rail.”

In addition, although not named in the awards, behind each finalist and potential winner is the champions and organisations that have supported them.

“It is also important to celebrate the men and women that are championing diversity in their organisations and awards help us recognise the positive efforts of many in our industry,” said Wilkie.

Winners were announced in August and a full list of finalists are below.

Social Leader of the Year
Jackie Lewis-Gray – BAE Systems Australia
Alanna Vial – BlueScope
Althea Papinczak – Women in Design and Construction (WIDAC)
Elizabeth Taylor – RedR International
Gemma Murphy – QBE Insurance
Jane Tiller – Monash University
Sarah McSwiney – Boeing Aerostructures Australia

Rising Star of the Year
Proudly sponsored by Atlas Copco
Alicia Heskett – Shell Australia (QGC)
Helen Vu – BOC
Kate Robertson – Geological Survey of SA
Kate Stanbury – Stantec Australia
Keren Reynolds – BAE Systems Australia
Louise Azzopardi – WesTrac
Nima Sherpa – BHP
Rose Lindner – MMG
Vera Milutinovic – Inenco

Business Development Success of the Year
Rachael Ashfield – ifm
Caroline Murray – APS Industrial
Jackie Thew – Abrasive Media Supplies
Marika Logan – Elgas
Stefanie Frawley – Colliers International
Sonia Turner – Scope Systems

Industry Advocacy Award
Rose Read – National Waste & Recycling Industry Council

Elizabeth Molyneux – AGL Energy
Hayley Jarick – Supply Chain Sustainability School
Jacquelene Brotherton – Transport Women Australia Limited
Jodie Sainsbury – Kickass Women
Joy Marrocco – AGL
Shay Chalmers – Strategic Engineering
Sonja Malcolm – Sydney Metro

Safety Advocacy Award
Proudly sponsored by BOC Ltd
Nadine Youssef – Sydney Trains
Annastasia Denigan – Cement Australia
Lyndal Denny – Women In Trucking Australia
Maddy Holloway – CITIC Pacific Mining
Natalia Trewin – WesTrac Pty Ltd
Noelani Reardon – Transport for NSW
Terese Withington – Weir Minerals Australia Ltd
Tracey MacDonald – BAE Systems Australia

Mentor of the Year
Dayle Stevens – AGL Energy
Clytie Dangar – CRC ORE
Kylie Jones – Diageo Australia
Marie Varrasso – Officeworks

Excellence in Manufacturing
Rochelle Avinu – Leica Biosystems
Josie Costanzo – Brickworks Building Products
Marina Melik – Boeing Aerostructures Australia
Rebecca Parnell – Artisan Food Company Pty Ltd
Samantha McDonald – Bluescope

Excellence in Mining
Sarah Withell – Whitehaven Coal Limited
Carlie Hayward – BHP
Clytie Dangar – CRC ORE
Jacqueline Madsen – Caterpillar
Kim Parascos – iVolve Industrial Technology
Rose Lindner – MMG
Terese Withington – Weir Minerals Australia Ltd

Excellence in Engineering
Proudly sponsored by BAE Systems Australia
Elizabeth Taylor – RedR International
Jane MacMaster – Engineers Australia
Jo Withford – Department of Transport
Lesley DeGaris – Boeing Aerostructures Australia
Lidija Dumbaloska – Sydney Trains
Mandy Petrides – Bosch Australia

Excellence in Transport
Melissa Strong – Lindsay Australia Limited
Agnes Lesson – Elgas
Camilla Drover – Transport for NSW
Danelle Kempton – Dananni Haulage
Jane Gillespie – Arup
Lyndal Denny – Women In Trucking Australia

Sydney Train

Build trains locally and create thousands of jobs: Weld Australia

There is the potential for thousands of jobs to be created in Australia and to support the country’s economic recovery from COVID-19 if more trains were built locally, according to CEO of Weld Australia, Geoff Crittenden.

Reforming procurement practices in Australia would have deep benefits for local and national comments, said Crittenden who leads Weld Australia, the peak body for welders in Australia.

“State government rail procurement practices that support local welders and fabricators would create thousands of jobs, supporting local families and local economies in a post COVID-19 world. It would facilitate technology transfer and drive some of the world’s most innovative research and development,” said Crittenden.

The call for local manufacturing follows the NSW government’s dismissal of the talents of local rail manufacturers, with Premier Gladys Berejiklian saying that Australians were “not good at building trains” and Minister for Transport Andrew Constance train manufacturing does not exist in Australia.

While Crittenden highlighted that Australia and NSW has a heritage of building technically advanced train fleets, he also pointed to the potential for future improvements.

“With a long-term procurement commitment from the state governments, rail industry manufacturers would have the confidence to reinvest in their own capabilities, strengthening the industry from within. This type of business innovation strengthens businesses and creates new and better jobs, which together support a move to higher living standards. Innovation investment by business is crucial to our ongoing prosperity. It would make Australia home to a world-leading rail industry, with the capability to build and export superior quality trains.”

Shadow Assistant Minister for Manufacturing and Senator for Western Australia Louise Pratt said that Commonwealth funding should be directed towards local manufacturing, including rail.

“As COVID-19 has highlighted how sensitive we are to global supply chains and as unemployment is rising, particularly in regional areas, now more than ever we need a plan for manufacturing which includes rail.”

With an extensive local maintenance and repair industry, the cost of whole of life support means that it makes sense to build more trains locally, according to Crittenden.

“If our state governments adopted a nationally consistent procurement process that considered whole of life costs and prioritised local content, not only would it create thousands of jobs, it would deliver better quality public transport. Locally fabricated trains would adhere to all relevant Australian and international Standards, reducing expensive rework and repair. Cheap imports from overseas often cost more in the long run,” he said.

Having more consistent procurement standards between different states would improve the competitiveness of Australia-based manufacturers, highlighted Australasian Railway Association (ARA) CEO Caroline Wilkie.

“We have long been calling for a national procurement process for rail manufacturing to give the industry greater scale, promote efficiency and create more local jobs which are supported by advanced manufacturing techniques from industry.”

In a tendering framework released in May, the ARA said that greater harmonisation of specifications was one area that would reduce the cost of tendering in Australia.