Executive summary
Central Otago, a region celebrated for its thriving horticulture industry, is particularly renowned for producing high-quality stone fruit and pip fruit. The region’s unique climate, characterised by hot summers and cold winters, creates ideal conditions. The horticulture sector is expanding, with increased plantings and export volumes anticipated in the coming years. This report aims to ignite a conversation about how career progression can adapt to these changes. By examining the current state of career pathways and identifying opportunities for improvement, the report seeks to ensure that Central Otago’s horticulture industry remains robust, sustainable, and attractive to both current and future professionals.
The central question guiding this research is: How can we identify the most common career progression pathways in the Central Otago horticulture industry by analysing how the industry identifies, nurtures, and retains its future workforce? The objectives are to discover career progression paths and identify the career directions being pursued. This will highlight the areas needed to create the necessary pathways for successful growth. Additionally, the report will explore what influences career directions and assess the current effectiveness of these pathways.
The report was conducted using a combination of a literature review, surveys, and semi-structured interviews. The literature review involved analysing research papers to draw themes and identify potential gaps. Surveys were conducted via Google Forms and filled in anonymously online, while interviews provided deeper insights into individual opinions and experiences, allowing for the development of actionable recommendations based on the following key findings:
- Career Pathways and Progression: Individuals in the industry often start their careers at a young age, frequently through seasonal work. Progressing through various roles, gaining experience and moving up the career ladder. Understanding these progressions is crucial for developing targeted recruitment and retention strategies. By recognising the common entry points and routes, industry leaders can create more structured career development programs, ensuring clear pathways to advance within the industry.
- Action: Create and publicise detailed career progression maps that outline potential career paths within the horticulture industry.
- Education and Continuous Learning: The importance of formal education, such as horticulture degrees and diplomas, is emphasised alongside the value of practical experience and ongoing learning. Continuous upskilling is necessary to keep pace with technological advancements and industry changes. Investing in education and training programs is essential for maintaining a competitive workforce. Industry bodies and educational institutions need to collaborate to provide relevant and accessible learning opportunities.
- Action: Implement structured mentorship programs where experienced professionals can guide newcomers through their career development.
- Mentorship and Leadership: Effective mentorship is identified as another key finding for personal and professional growth. Good leadership is essential for creating opportunities and retaining talent, with experienced professionals playing a crucial role in guiding and supporting new talent. Establishing robust mentorship programs can enhance employee satisfaction and retention. By fostering a culture of mentorship, organisations can ensure that knowledge and skills are passed down effectively, helping to build a strong and capable workforce.
- Action: Initiate marketing campaigns that highlight the modern, dynamic, and diverse nature of the horticulture industry.
By addressing these areas, the report aims to provide valuable insights and recommendations to ensure that Central Otago’s horticulture industry remains attractive and accessible as a career path, fostering a sustainable and thriving future for the sector.
Download and read the full report here:
