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Executive Director Update
Welcome everyone to the weekly news,
Investing in Training — Lessons from the ATA TMC Conference
This week, I had the pleasure of attending the ATA Technical and Maintenance Conference (TMC) in Melbourne. It was a fantastic event and a great opportunity to connect with many of our key industry suppliers and partners.
One of the standout takeaways was the strong commitment to training across the maintenance sector. The investment and structured effort businesses are putting into developing their people was inspiring - and it’s a clear lesson for us in the transport industry.
We often find ourselves asking, “Where are all the drivers?” The reality is that we’re now facing a crisis point in driver availability, and that reflects a long-term gap in how our industry supports training, mentoring, and entry pathways. Yes, licensing barriers and modern multi-combination vehicles make it difficult to bring people through the ranks, but the simple truth is that we need to start treating driver training as an essential business investment, not a cost.
High Productivity Vehicles (HPVs) have driven massive gains in efficiency and sustainability, but they’ve also made the transition for new entrants harder. Rigid and single semi-trailer operations - once common training grounds - are less viable today.
This is why ALRTA, together with our state member associations, is developing recognised skill sets for livestock drivers, tailored for rural and remote operations.
Looking ahead, I’d like to see ALRTA establish a dedicated training division to help members access and apply these programs - but for this to succeed, industry participation will be vital. Expect to hear more about this initiative in the year ahead and at our upcoming conferences.
ALRTA at TMC - Driving Reform in PBS
A highlight of the conference was seeing Athol Carter of Frasers Livestock Transport, and Chair of the ALRTA PBS Committee, take part in a panel chaired by Kelvin Baxter on how the PBS system can be better utilised, improved, and simplified across our industry.
Athol’s presentation made it clear that the ALRTA PBS Committee is tackling issues central to many members. He outlined the urgent need for reform in how bridges are assessed nationally, advocating for a uniform 1.6 live load factor standard and the
implementation of a consistent, risk-informed bridge rating methodology. Currently, most PBS combinations are assessed at 1.8 - and lowering this to 1.6 would deliver significant productivity and return on investment gains for operators. Particularly our Bulk members.
He also highlighted the success of Victoria’s High Productivity Livestock Vehicle (HPLV) network as proof that collaborative work between industry and government can unlock enormous benefits - helping us “move more with less.”
Athol didn’t shy away from addressing ongoing frustrations around the lack of flexibility between Vehicle Approvals (VAs) and Design Approvals (DAs) under PBS. This is a key area of focus for the ALRTA PBS Committee, and members can expect to see positive reform proposals emerging soon from this dedicated group.
Understanding Neurodiversity in the Workplace - Building awareness, inclusion and the future workforce
I had the privilege of presenting a session titled “Unlocking Neurodiverse Talent in the Workplace,” alongside Chris Varney and Jessica Karamicov from the I CAN Network - an incredible organisation that supports over 3,000 young Australians with autism through mentoring, empowerment, and employment.
For me, this isn’t a theoretical topic. It’s something I’ve lived and learned through family, work, and community. I have family members with ADHD, autism, and dyslexia, and I’ve seen both the challenges and the strengths that come from thinking differently.
When my eldest son was starting secondary school, a teacher and family friend said something that’s stayed with me ever since: “Treat him like any other kid. Don’t let his autism be an excuse to treat him differently.”
That moment reframed how I see equality - not as treating everyone the same, but as giving each person the right kind of support. Those same lessons apply in business.
The communication skills, patience, and awareness I’ve learned at home have become invaluable in managing people: recognising when someone’s struggling, communicating clearly, introducing change with care, and giving people time to respond. These aren’t special management techniques - they’re good leadership practices, and they make workplaces stronger for everyone.
Why this matters for our industry
Neurodiversity includes Autism, ADHD, Dyslexia, Dysgraphia, and other neurological differences. And it’s not a small issue - it’s the future of our workforce.
Right now, 1 in 6 boys under the age of 14 are on NDIS support, and the majority of those are neurodiverse. In just ten years’ time, they’ll be entering the workforce. If we don’t start preparing now, our industry risks missing out on a huge pool of potential
talent.
Neurodiverse individuals bring exceptional strengths in pattern recognition, process thinking, reliability, and creative problem-solving - all skills vital to safety, logistics, and fleet operations.
The ATA InRoads Program — A Free resource for members
Join for free and learn more here: ATA InRoads Program
Looking ahead
As we plan for the next generation of drivers, mechanics, and business leaders, we need to build workplaces that understand difference, harness strengths, and see potential.
The conversation about neurodiversity is only just beginning in our industry - but it’s one we need to keep having. Because inclusion isn’t just about doing the right thing - it’s about shaping a workforce ready for the future.
In closing
The TMC showcased the very best of our industry - innovation, collaboration, and a shared commitment to doing things better. Whether it’s investing in training, improving the PBS framework, or understanding the people who power our businesses, it’s clear that progress depends on all of us.
Let’s take these lessons home, put them into practice, and continue building an industry that’s not only productive and safe — but one that’s welcoming, skilled, and forward-looking.
Until next week - stay safe.