“Peace involves staying in the room with people where you’d much rather walk out. Peace involves saying things to people that you usually say about them when they’re not there. Peace involves taking the risk of opening your imagination to think of a shared future where you and your political other share in a democratic process together. It feels like compromise, and it’s painful, and often you’re hurt by your own, not just ‘the other’. Peace and reconciliation are exhausting and brilliant and changing, but they require a lot of work.”

Pádraig talks about the possibility of relationship while recognising that it can take as long for a conflict to de-escalate as it takes to escalate. He observes that after more than 200 years of dispossession for First Peoples, ‘sorry’ (justice and truth) might require another 200 years, not just a day, week or year. It’s a sobering thought, especially given the year 2024 has been and we continue to witness.

It has also given me pause to consider the role of Welcoming Australia in an increasingly polarised world. Our work has never been more important, but cohesion and belonging should not be reduced to ‘being polite’ or maintaining the status quo. They require an ongoing commitment to a shared future and a lot of work.

Amid the grief of diaspora communities, the pursuit of certainty for people living in limbo, and advocacy for more inclusive government policy, there have been many vital conversations, the development of life-saving resources, beautiful moments, and inspiring stories. This is the work. A daily resolve to include rather than exclude, to take people on a journey and support people of all backgrounds to have a seat at the table.

We’ve shared a small snapshot of some of these activities below. I hope you enjoy them because you share in their success.

Thank you for your support in 2024 and for all you do to make your street, workplace, and community more welcoming, kind, and generous.

On behalf of the Welcoming Australia team, I wish you a safe, refreshing, and peaceful festive season. We will return in 2025 to continue the work of advancing communities where everyone can belong.

Aleem Ali

CEO, Welcoming Australia

The inaugural Welcoming Universities Summit, held on October 22, 2024, at the University of Technology Sydney (UTS), brought together 50 key stakeholders to discuss inclusive practices in higher education. The theme for this inaugural summit was From Small Beginnings – building welcoming in Australian universities, and the program featured insightful talks, panel discussions, and roundtable sessions designed to foster meaningful conversations and explore initiatives to support diversity and inclusion in Australian universities.

Read more here

A Welcoming Week to remember!

In September, community members all over Australia embraced the Welcoming Week theme of #WhatBringsUsTogether, celebrating the work of advancing a welcoming Australia.

With over 70 events hosted across Australia, we joined eight countries taking part, with an amazing 2,006 events hosted globally! Welcoming Week is about more than the events and connections during this week alone. It’s a time to showcase the movement of communities striving to be more welcoming places for all, including migrants, refugees, people seeking asylum, international students, and the entire community, as well as the work that happens in your communities every single day.

Read the full 2024 wrap-up here.

The City of Darebin was awarded the first Excelling Accreditation in the Welcoming Cities network.   This successful accreditation acknowledges the significant work of Council and the Darebin community to make the City more welcoming and inclusive.

“Darebin has a long-term approach to this work. They understand that welcoming and inclusion are about continuous engagement and learning, and we congratulate them on their success. Becoming the first council in Australia to be accredited at the Excelling level underlines their role as a leader in welcoming work in Australia.” 

Read more here

2024 was a terrific year for Welcoming Cities

We were joined in the network by 10 new members, continued to connect with our international partners, including setting up peer to peer connections, released two publications, celebrated the City of Darebin achieving Accreditation at the Excelling level and there is strong interest in accreditation in 2025.

Read the full re-cap here

Inclusion Guidelines for Public Aquatic Facilities

These guidelines were developed by Welcoming Australia and The Aqua English Project Ltd, with input from local governments, contractors, aquatic participants and those yet to access a swimming program.

While developed for aquatic facilities, it’s also a blueprint for broader inclusion in our communities – we encourage you to download the guide, share it, examine how you can implement the ideas, strategies and examples shared within.
Genuine change requires work, investment and the right intent. Facilities won’t become more inclusive and welcoming overnight, but it will happen through small increments and culture shifts. Read more and download the guidelines here

A fantastic way to celebrate Welcoming Week 2024, we hosted an incredible event with the award-winning Bloodlines to Country podcast, produced by Jenae Tien and Karina Hogan, featuring Yuggera Elder, Aunty Kerry Charlton. 

In this in-conversation event Aunty Kerry, Karina and Jenae shared the background to making this podcast, more details about the incredible stories it contains, and the impact this podcast has had on both Indigenous and non-Indigenous peoples.  

It was a beautiful event, and the generosity of Aunty Kerry her family’s stories and history, was deeply profound.  

Early in 2024 our Welcoming Cities team in Queensland began working with the newly formed Darling Downs African Communities Council (DDACC), providing support and solidarity as they built their profile and their vision for what the council would focus on. 

Together, DDACC, Ethnic Communities Council Queensland (ECCQ) and Welcoming Australia are now co-hosting a conversation series about racism in schools. The first of these sessions was held in mid-November and began with a presentation by John Bosco of ECCQ on his recent research on this topic, and then a panel discussion with key people working in this space. It was an excellent introductory session, and the first in a conversation series that will continue through 2025, engaging more widely to collaboratively develop effective responses to this issue. 

The Mayoral Alliance for the Pacific was a huge milestone in bringing together 20 Local Government Areas concerned about reforms in the Pacific Australia Labour Mobility (PALM) scheme. Of note too are the other valuable relationships established with the NSW Office of the Antislavery Commissioner; alongside consultations the Alliance has had with the United Nations Special Rapporteur on Contemporary Forms of Slavery. Our Advocacy efforts are envisaged to grow into 2025, particularly working across respective Departments administering PALM, with the objective of deriving wins for the workers, host communities and businesses.  

Pictured: Welcoming Workplaces Manager Ken Dachi and Campaigns and Communications Manager Kate Leaney with Minister for International Development and the Pacific, Hon Pat Conroy MP

Find out more about the Mayoral Alliance for the Pacific here

We’re delighted to work with the newly formed Welcoming Universities Student Advisory Committee, recognising that a key critical element of advancing welcoming univerisities is a supported, and championed student voice.  

To acknowledge the depth of lived and living experience and expertise, elected students for the committee receive a small yearly stipend to compensate them for time spent on their committee duties, and are also invited to engage a mentor from across the Welcoming Australia network to provide mentoring and advice in their career and life pursuits.  

The committee is still very new, but the experience so far has been hugely positive, with students sharing incredible insights and knowledge with Welcoming Universities to ensure that the initiative is reflective of student voice, and students benefitting from being included in wide-ranging conversations and programs. 

This year marked another adventurous, challenging, and rewarding chapter for the Welcoming Clubs team. Initially, we anticipated the conclusion of both the Welcome to the Game and Active Inclusion Club Mentor Projects in Melbourne, but due to its success and community value, the team has been successful in securing crucial funding to continue this important program with more programs and education workshops in 2025.

Alongside an exciting reactivation of Welcoming Clubs work and impact in Queensland this year, we’re also looking forward to launching two place-based, community-led programs as part of the Play Our Way program to promote equitable opportunities for women and girls to benefit from sport at all levels and locations.

Read the full Welcoming Clubs 2024 wrap-up here

The project will enhance employer and community readiness through data-informed analysis and workforce mapping, promote cultural safety, and improve work visa architecture. By identifying strengths and gaps, the initiative aims to create a network of ’employers of choice’ and publicly celebrate innovative practices in inclusivity. 

“Everyone benefits when employers create workplaces that promote retention, upskilling, inclusive employment practices, and build community partnerships,” said Aleem Ali, CEO of Welcoming Australia. 

“Local businesses are essential stakeholders in a whole-of-community approach to economic participation and social cohesion.”  

If you are a business, job seeker, or job service provider interested in getting involved in this project, please contact Welcoming Australia at wrrp@welcoming.org.au to discuss how the team can support you. 

The Workplace Regional Readiness Pilot is funded by the Workforce Connect Fund, supported by the Queensland Government’s Good people. Good jobs: Queensland Workforce Strategy 2022-2032. 

_______________________________________ENDS_______________ _______________________________

For more information, please contact: 
wrrp@welcoming.org.au
(07) 3160 3793
www.welcoming.org.au

For media enquiries, please contact: 
Kate Leaney 
Campaigns & Communications Manager 
kate@welcoming.org.au  
0411 712 930 

This jam-packed day of activities, including a DJ, sausage sizzle, and food trucks includes something for everyone!

This week, the City of Darebin was awarded the first Excelling Accreditation in the Welcoming Cities network.   

Welcoming Cities accreditation recognises the commitment local government organisations make to advancing inclusion in their community. The recognition of accreditation at the Excelling level highlights Council’s reputation as a sector leader in welcoming and inclusion practice, programs and initiatives. 

The City of Darebin has made that commitment to inclusion through:  

• becoming a member of Welcoming Cities in 2017  

• Key actions and contributions across all of council 

• benchmarking this process and becoming an accredited Welcoming City at the Excelling level, with an overall score of 4.7 out of a possible 5.   
   

This successful accreditation acknowledges the significant work of Council and the Darebin community to make the City more welcoming and inclusive. Achieving Excelling level both reflects and builds on the City’s commitments to being a welcoming city to all. These commitments include equitable access to services and facilities, safe and inclusive neighbourhoods, economic development opportunities, and respect for human rights for all people who live in and visit the city. It also provides an opportunity to plan for further improvement and change. 

Welcoming Australia’s CEO, Aleem Ali, congratulated Darebin City Council, the first to be awarded accreditation at the Excelling level. He said, 

“Darebin has a long-term approach to this work. They understand that welcoming and inclusion are about continuous engagement and learning, and we congratulate them on their success. Becoming the first council in Australia to be accredited at the Excelling level underlines their role as a leader in welcoming work in Australia.” 

Responding to the accreditation, City of Darebin Mayor, Councillor Susanne Newton, said, 

“I am so proud that Darebin is the first Council in Australia to be awarded ‘Excelling’ status in our Welcoming Cities accreditation. This reflects what I see every day in our community: a place where everyone can find their people, a place to call home and connect with community, whatever their background. This award acknowledges the commitment and significant work of Council and the Darebin community to build a truly inclusive and equitable City.  

We are fortunate in Darebin to be home to people from over 112 countries who speak more than 88 languages, and we are always striving to be a city where everyone feels welcome, respected and empowered to contribute to our wonderful community.” 

Welcoming Cities is a national network of cities, shires, towns and municipalities who are committed to an Australia where everyone can belong and participate in social, cultural, economic and civic life. Currently, 87 Local Councils are members of the Welcoming Cities network across Australia, representing almost 50% of Australia’s population.   

 Ends — 

Learn more about Welcoming Cities at www.welcomingcities.org.au/. 

Learn more about Welcoming Cities Accreditation here:  www.welcomingcities.org.au/accreditation/  

For further comment or information contact: 
 
Shannon Reid 
Corporate Communications Officer 
City of Darebin  
Shannon.Reid@darebin.vic.gov.au l 03 8470 8888  
 
Kate Leaney 
Campaigns & Communications Manager 
Welcoming Australia 
kate@welcoming.org.au | 0411 712 930 
 
Aleem Ali 
CEO 
Welcoming Australia 
aleem@welcoming.org.au | 0400 917 756 

We welcome the opportunity to provide a submission to the Review of Regional Migration Settings ‘Supporting Strong and Sustainable Regions’ Discussion Paper. Australia’s migration policies are crucial for regional development. This submission offers practical recommendations to enhance visa systems and support regional communities, focusing on harmonising skill shortage lists and involving local governments and businesses in planning. By leveraging real-world examples and case studies, we aim to contribute to a responsive, supportive migration system that meets regional economic needs and promotes social cohesion and thriving communities.

About Welcoming Australia

Welcoming Australia is a national not-for-profit organisation committed to cultivating a culture of welcome and advancing an Australia where people of all backgrounds have equal opportunity to belong, contribute and thrive. Welcoming Australia operates through several networks, including Welcoming Cities, Welcoming Clubs, Welcoming Universities, and Welcoming Workplaces.

Q1: How can the various temporary and permanent visas available to the regions work together to better meet skills needs? For example, Designated Area Migration Agreements (DAMAs) and regional employer sponsored visas.

To meet regional skills needs effectively, the various temporary and permanent visa programs must work cohesively and efficiently. The following actions will help to achieve this:

1. Harmonise Skill Shortage Lists Across Visa Types/Classes
A unified approach to skill shortage lists will ensure consistency and clarity for businesses and migrants. Aligning the skill shortage lists used in different visa programs, such as DAMAs and regional employer-sponsored visas, can streamline the recruitment process. This harmonisation will also facilitate better planning for businesses looking to fill specific roles.

2. Focus DAMA Skill Shortage Lists on Niche Occupation
DAMA skill shortage lists should cater to niche occupations critical to regional business expansion. These lists need to be dynamic and responsive to changing business needs. By updating the DAMA skill shortage lists every three months, we can provide businesses with the flexibility to recruit for emerging roles and fill vacancies promptly. This regular updating process ensures the lists remain relevant and reflect the evolving labour market demands.

3. Simplify the Application Process
The application process should be simplified to make it easier for businesses to recruit and for migrants to apply. Merging the Nomination and Visa applications into a single, streamlined process can significantly reduce administrative burdens. Providing explicit guidance on waiting times will allow businesses to plan more effectively around recruiting and onboarding new employees. This clarity and efficiency in the application process will enhance the overall experience for both employers and migrants.

4. Optimise the Business Industry Regional Outreach (BIRO)
BIRO can play a crucial role in keeping businesses informed about visa policy changes and updates. By planning in-person sessions throughout the calendar year, BIRO can directly engage with regional businesses, offering them the latest information and guidance. These sessions can help businesses stay up-to-date with visa policies, understand the available options, and plan their recruitment strategies accordingly.

Q2: Should there be a regional occupation list? How should regional occupation lists work alongside the Core Skills Occupation List? What should be considered in compiling the regional occupation list?

There is a significant need for a better definition of “regional,” ideally categorised by both remoteness and economic type, such as mining, tourism, and agriculture. This nuanced categorisation would enhance the accuracy of regional migration assessments and allow for more effective policy measures tailored to the specific needs of different regions.

Businesses should lead the conversation around regional occupation lists. Workforce planning driven by business insights will ensure that the regional occupation list accurately reflects the demands of the local labour market. For example, in our Welcoming Workplaces initiative, a business needed to recruit a camel farm caretaker but could not fill the position for two years. This role did not fit under any existing skills shortage lists, highlighting the need for a more contextually relevant regional list.

Another example from the initiative involves a business servicing the mining sector, which required new occupations not listed on the Core Skills Occupation List or the DAMA occupation list. Similarly, an arborist in regional NSW faced challenges recruiting for a niche role not covered by these lists. These cases demonstrate that a regional occupation list can complement the Core Skills Occupation List by addressing specific local needs and ensuring that regional businesses can access the required skilled workers.

In compiling the regional occupation list, input from businesses, local governments, and service providers must be considered. This collaborative approach will ensure the list is relevant and comprehensive, effectively addressing regional areas’ unique skills shortages.

Q3: Could the definitions of regional be aligned across the various regional visas? How can definitions be structured to better account for the unique circumstances of regions?

Aligning the definitions of “regional” across various regional visas is essential for more effectively addressing the unique circumstances of different regions. A better definition of “regional” should categorise areas based on remoteness and economic type, such as mining, tourism, and agriculture. This categorisation would allow for a more accurate assessment of regional migration and enable policymakers to implement targeted measures that address the specific needs of these areas.

For instance, a region primarily dependent on a specific type of agriculture might face different labour market challenges compared to a region centred around mining or tourism. By understanding and defining these distinctions, regional visa policies can be tailored to attract the appropriate workforce required for each area’s economic activities. This approach will help pull the appropriate levers to mitigate skill shortages and promote sustainable regional development.

Our research provides anecdotal evidence indicating that the current definition of “regional” is inadequate for addressing skill shortages, particularly in healthcare, home support, and aged care. Consultations with representatives from medical and nursing bodies have revealed that the shortage of nurses in regional and rural areas is partly due to the broad and inconsistent definitions of “regional.” For example, nurses are less likely to move to rural Australia if they can work in a city like Canberra, which is classified as “regional” under current definitions. This inconsistency undermines efforts to distribute skilled labour more evenly across remote and underserved areas.

Therefore, a more refined and context-specific definition of “regional” is necessary. Such definitions should consider factors like distance from major cities, population density, and economic reliance on specific industries. By doing so, regional visa policies can more effectively address different regions’ unique challenges and ensure that skilled workers are incentivised to move to and remain where they are most needed.

Q4: How can we reform Working Holiday Maker program visa settings to limit exploitation, while still ensuring regional Australia can access the workers it needs? For example, are there innovative strategies to incentivise Working Holiday Makers to choose regional Australia as their preferred destination, without tying the incentives to specified work visa requirements?

Reforming the Working Holiday Maker (WHM) program is essential to limit exploitation and ensure that regional Australia can access the workers it needs. One critical reform is increasing employment longevity by addressing the existing visa rules. This includes revising the hours of work allowed under the visa and providing flexibility for workers to change employers. Given the seasonal nature of regional and rural work, allowing visa holders the working right to change employers without jeopardising their visa status is crucial.

In 2016, the Fair Work Ombudsman released findings from an inquiry into the experiences of 417 visa holders, highlighting significant exploitation. Many workers felt taken advantage of, especially those completing their 88 days of rural work, to qualify for a second-year visa. The inquiry revealed that workers were often reluctant to report underpayment, unsafe conditions, and sexual harassment due to fear that their employers would refuse to provide the necessary Employment Verification Form.[1]

A survey by the Migrant Justice Institute found that nearly half of all working holidaymakers reported being paid well below the minimum wage.[2] Although visa holders theoretically have the same working rights as Australian citizens, this is not the case. Factors contributing to this discrepancy include limited knowledge of Australian working rights, fear of unemployment or visa repercussions, manipulative employer tactics, unlawful practices by employers, and a lack of support services and networks.

Stories from rural work highlight the severity of the issue: visa holders have reported being paid next to nothing, having to pay their employers, handing over their passports, living in dilapidated accommodation, and being forced to work beyond the required three months because employers refused to sign off on their paperwork. These exploitative practices are particularly concerning for young women who have stayed in dangerous situations due to reliance on employer sign- off.[3]

Besides addressing apparent breaches of Australian laws by employers in regional and rural areas, several changes can be made from the perspective of visa rules. Businesses should be required to report hours worked on the Single Touch Payroll system to help detect underpayment. Additionally, all temporary visa-holders with work rights should be issued a tax file number upon arrival to facilitate better tracking and enforcement of fair labour practices. Furthermore, creating a special visa to empower workers to report exploitation and stay in Australia to pursue outstanding claims would provide significant protection and recourse for those affected.

To address these issues, it is crucial to implement simple background checks for employers approved to sign off on Working Holiday visas and have a simple exploitation reporting procedure for the program. Additionally, innovative strategies to incentivise WHMs to choose regional Australia could include ensuring better accommodation, providing more straightforward information about worker rights, establishing more robust support networks and investing in welcoming practices in the areas. By improving the overall experience and safety of WHMs, regional Australia can attract and retain the workers it needs without tying incentives to specific work visa requirements.

Q5: How can we ensure a more consistent approach to lower paid migration across various visa products, as well as reflect our commitment to maintain the primacy of our relationships with the Pacific?

To reflect the commitment to maintaining the primacy of Australia’s relationships with the Pacific, reforming the Pacific Australia Labour Mobility (PALM) scheme is crucial. This program has the potential to significantly contribute to the Australian workforce while also benefiting Pacific nations through remittances and skills development. However, to achieve these mutual benefits, the scheme must be improved to better align with Australian labour standards and the needs of Pacific workers. It is imperative that the PALM scheme fully respects and enforces Australian labour laws, particularly regarding leave entitlements, payment, and the ability to change employers.

Q6: Noting the limitations of visa settings, what factors encourage more migrants to choose to settle in the regions and improve retention?

To encourage more migrants to settle in regional areas and improve retention, it is crucial to address various factors beyond visa settings. The story of Mingoola, a small township on the border of New South Wales and Queensland, serves as an illustrative case study. A resident observed the town’s decline, marked by decreasing population, lower school enrolments, and a lack of farm labourers. Simultaneously, a refugee advocate in Sydney noticed that many refugees from central Africa who had rural backgrounds were keen to reconnect with agricultural life in Australia.

The initiative to settle African refugees in Mingoola saw community members volunteering to renovate houses and provide practical support. This included welcoming events, English language classes, and consistent communication to manage expectations and address language barriers. Despite the initial success, a lack of adequate healthcare services and the impact of drought forced the refugee families to move closer to specialist medical services, putting the settlement program on hold. This case highlights that successful regional settlement requires comprehensive and holistic support to sustain the population.

Our research in regional NSW revealed that communities often felt inadequate in attracting a workforce due to the inability to provide basic necessities. This sentiment underscores the importance of essential infrastructure in making regions attractive to migrants. Furthermore, local government involvement is crucial in this process. Negative sentiments towards migrants, fuelled by political agents and disinformation, necessitate community education and welcoming initiatives. Programs like Welcoming Cities, which support 87 local governments across Australia (over 60% in regional and rural areas), play a vital role in fostering inclusive communities. A notable example of successful regional integration is the City of Greater Bendigo. Becoming the first local government in Australia to be accredited as a Welcoming City in 2020, Greater Bendigo is recognised as a leader in the inclusion of people from diverse backgrounds. This reputation as an attractive destination has increased migration, bringing the required skills and knowledge while enhancing the city’s cultural vibrancy. The City of Greater Bendigo, in collaboration with Welcoming Cities, has implemented multiple initiatives to address community needs.

These include providing in-language information on starting businesses, understanding regulatory frameworks, and funding a driving program for refugee women. Additionally, the council supports culturally diverse partnerships through grant funding, capacity building, and promoting greater communication and access to local government services. Specific actions supported by the Welcoming City Standard ensure everyone has a chance to participate, belong and thrive in this local area.

In 2022, the Ararat Rural City Council, another member of the Welcoming Cities Network, launched the Workforce Pilot New Settlement Program to address labour shortages in key industries such as abattoirs, manufacturing, aged care, and agriculture. Recognising the potential of diversity and community integration, the program aimed to fill employment gaps and showcase Ararat as an inclusive and welcoming community. A pivotal component of this approach involved community engagement through sports, specifically targeting young participants. This initiative earned the Welcoming Cities – Award for Change in 2024, demonstrating Ararat’s commitment to inclusivity and community integration. Through innovative programs and community engagement initiatives, they have addressed labour shortages and fostered a welcoming environment for newcomers.

Consultations with local government representatives in regional NSW indicated that retaining migrants is challenging due to the lack of family-friendly amenities such as childcare and essential services. Additionally, the scarcity of educational opportunities, including university hubs and trade courses, contributes to the outmigration of families. To counter this, there needs to be significant investment in education and training facilities in regional areas.

Moreover, improving workplace practices is essential. Stories of worker exploitation, racism, and abuse in regional workplaces highlight the need for better practices. Initiatives like Welcoming Workplaces, where businesses undergo accreditation, learn best practices, and access training opportunities, can create more welcoming and supportive work environments.

Recommendations to Improve Incentives and Retention:

– Comprehensive Support Services: Ensure adequate healthcare, childcare, and other essential services to meet the needs of migrant families.

– Educational Opportunities: Invest in university hubs and trade courses in regional and rural areas.

– Public Transportation: Develop reliable public transportation systems to reduce the dependency on personal vehicles.

– Community Education and Integration Programs: Implement initiatives like Welcoming Cities to promote inclusive and educated communities.

– Improved Workplace Practices: Support programs like Welcoming Workplaces to foster fair and supportive working environments.

– Increased   Local   Government   Involvement:   Engage    local   governments    in developing and sustaining migrant retention strategies.

By addressing these factors, regional Australia can create an environment that attracts migrants and encourages them to stay and contribute to the community’s growth and development.

Q7: Do provisional visas successfully encourage large scale retention of migrants in the regions? Is the length of a provisional visa the right length? Should both the regional employer sponsored visa and the regional nominated visa have the same provisional visa arrangements?

Provisional visas are intended to provide temporary residence while waiting for permanent visa status. However, the current system often leaves migrants in prolonged uncertainty, with some individuals remaining on provisional visas for as long as 13 years. This extended period of provisional status can undermine the stability and sense of belonging crucial for long-term retention.

While visa settings are essential in encouraging migrants to settle in regional areas, they are only part of the solution. These “stick” measures must be complemented by the “carrot” of safe, welcoming communities that actively support and integrate new residents. Migrants are more likely to stay if they feel valued and integrated into their new communities. This means providing not only adequate services and infrastructure but also fostering inclusive and supportive social environments.

It is essential to strike a balance regarding the length of provisional visas. The visa period should be long enough to allow migrants to establish themselves and demonstrate their commitment to the region but not so long that it becomes an indefinite state of limbo. A more reasonable and fixed duration for provisional visas and clear pathways to permanent residency would likely improve retention by providing migrants with greater certainty about their future.

Additionally, aligning the arrangements for regional employer-sponsored and regional nominated visas would create a more consistent and fair system. Both types of visas should have the same provisional arrangements to ensure that all migrants have equal opportunities and responsibilities, regardless of the specific pathway they choose. This alignment would simplify the visa system, making it more transparent and more accessible for both migrants and employers to navigate.

Q8: How can we improve planning for regional migration, especially given the return of migrants to regional Australia post-pandemic? Should there be more flexibility provided to states and territories in planning for regional migration?

Improving regional migration planning requires a comprehensive approach that integrates economic and social principles. This approach should be driven by stakeholders within the regions, including local governments, businesses, and community organisations. Effective regional migration planning needs to address each region’s unique needs and capacities, ensuring that migrants are supported and integrated into their new communities.

One illustrative example is the situation in Townsville, which has a Designated Area Migration Agreement (DAMA). Despite an increasing community of migrants, Townsville has faced challenges in finding translators for specific languages, as the National Accreditation Authority for Translators and Interpreters (NAATI) does not always have translators available for all languages needed. The Welcoming Cities network has discussed these issues with the local council and possible solutions during the network meetings.

Local governments are vital as leaders, facilitators, and brokers in the regional migration process. They are essential in ensuring that migrants are effectively integrated into the community and their needs are met. However, local governments need to be supported and involved from the start of the planning process. They require adequate resources, information, and collaboration with other stakeholders to manage and support regional migration effectively.

The Welcoming Cities initiative provides a valuable framework and community of practice for local governments. This initiative offers bespoke support to councils and communities, helping them prepare to welcome migrants effectively. By leveraging such frameworks, local governments can create more inclusive and supportive environments for migrants, essential for their successful settlement and retention.

• https://www.people2people.com.au/blog/8-important-things-to-know-to-avoid-workplace-exploitation
• https://www.afr.com/politics/federal/labor-could-ignore-calls-for-limits-on-working-holiday-visas-20230921-   p5e6ho
• https://aboutregional.com.au/dear-prime-minister-who-is-safeguarding-working-holiday-visa-holders-from-  exploitation/375806/

Download the full submission here

The Planning for Welcoming and Inclusive Communities: Guidelines for Regional Growth was developed by Welcoming Cities and the Monash Migration and Inclusion Centre (MMIC).

Mr Hinchliffe said the resource would be invaluable to councils.

“I know there has been growing interest, particularly from our councils, around how to make regional communities more welcoming for new arrivals and to have the infrastructure in place to cater for growth,” Mr Hinchliffe said.

“These guidelines will better inform all local governments and other stakeholders about ways to plan for greater regional settlement in order to enrich and revitalise their communities.

“We have already helped three councils through Regional Partnerships Projects in developing strategies around welcoming new residents into their communities.

“Balonne, Bulloo and Paroo shire councils have been supported with $900,000 across three years to consult, plan and commence initiatives.

“We all know that we are lucky to call Queensland home and that regional areas are wonderful places to live, work and to raise a family.

“There is also no doubt that a welcoming community that makes new arrivals want to come and stay, can also benefit through the economic boost generated by population growth and new labour and skills.”

Welcoming Australia Chief Executive Aleem Ali said helping local governments was key to successful regional settlement.

“Of all tiers of government, local councils understand the complexity and nuance of their community and are best placed to facilitate a whole-of-community approach to advancing welcoming and inclusive communities,” Mr Ali said.

“These guidelines will assist regional, rural and remote councils to plan for growth.”

For more information, visit www.dlgrma.qld.gov.au/welcoming-communities

Media: 0417 296 116

ENDS

Mr Barr said the ACT’s membership of the network of welcoming cities demonstrated the Territory’s national leadership role in supporting diversity and ensuring all members of the community felt included, welcomed and had a sense of belonging.

“Welcoming Cities is a growing network of 135 cities, shires, towns and municipalities around the world and reconfirms our commitment to including all Canberrans in social, cultural, economic and civic life,” Mr Barr said.

“The ACT Government has a long-standing commitment to welcoming and supporting new migrants and people seeking asylum and humanitarian assistance as they make Canberra their home.”

Read Article – psnews.com.au

Read full article – vice.com

Darebin, Hume, Whittlesea, Moreland, Yarra, Knox, Monash and Melton mayors described the commentary as racist and inflammatory and will speak out in support of the community on Monday.

“Members of the South Sudanese community have told me that they feel vilified and unwelcome,” Moreland Mayor John Kavanagh said.

“We stand together to say that we value the contribution of our Sudanese residents, deeply appreciate the diversity of culture and experience they bring to our cities, and to reinforce our desire to work with them to address the same challenges that all communities across Victoria are faced with.”

Read full article – the New Daily

Our research project is exploring informal team sport, social inclusion and urban space in Sydney and two other cities, Singapore and London.

Read more: Australia needs to make sport a more equal playing field: here’s why

Just turn up and play

We are focusing on “pick-up sport” – regular or semi-regular team sports played in public spaces where people join in on a “turn up and play” basis.

On Friday nights in Sydney’s Blacktown, people of all ages from Filipino and African backgrounds play basketball in neighbourhood stadiums and public courts. In Redfern, Aboriginal youth play street ball on outdoor playgrounds in a rapidly gentrifying neighbourhood.

Ashfield Park in Sydney’s inner west comes alive in the late afternoons as Sudanese, Nepalese, Indian, Chinese, Afghan, Iranian and Turkish people gather for park soccer. On Friday nights, a group of Colombian men play against Chileans. Both groups wear homemade team jerseys. On Sunday afternoons in summer the informal Sydney Nepalese Soccer Club uses the park to train. Later in the evening, men from Nepal and India play social cricket.

These games have histories. Many of the players have gathered weekly for years. In some cases, informal teams have evolved into official ethnic leagues.

For new arrivals, getting involved in pick-up sport can be an important first step into the friendships and social networks that help a newcomer with settlement, integration and belonging.

Structured sport programs are often used to increase community cohesion and assist migrant settlement. However, many marginalised city inhabitants prefer informal sport to official club sport.

Registration costs, language barriers and stigmatisation of racial minorities – including Aboriginal youth – make joining an official club difficult. For transient groups, like temporary migrants, the constraints of organised club sport are prohibitive. And, of course, women face a number of barriers to participating in sport. For many, just finding and registering for a formal neighbourhood team is a leap into the unknown.

Pick-up sport, on the other hand, allows for relaxed rhythms of encounter. These unhurried interactions allow space for the “slow cook” that is needed for new forms of community and “multicultural conviviality” to emerge.

Interactions across ethnic and socioeconomic lines, and between newly arrived and longer-term residents, help city communities to thrive. Pick-up sport provides the perfect opportunity for this.

‘Sorry you can’t play here’

But this social activity is increasingly under threat. The threat is palpable for one group of migrant and refugee men we have been observing in Sydney’s inner west.

They have been playing social soccer in the same park for over a decade. The players come from Afro-Caribbean, Chinese, Afghan, Iranian, Turkish, Nepalese and South American backgrounds. They are a mixture of longer-time immigrants and relative newcomers, including refugees and international students, with ages ranging from early 20s to 60s. The group is always evolving as people come and go.

For these men, playing soccer gives them a real sense of community and belonging. It also cultivates an openness to meeting new people who regularly join in.

Their games have run through summer, while official club games run over winter. Traditionally, this sporting ground has been happily shared between the formal and informal teams. However, the council has recently started renting the fields for private summer competitions and training, ending its support for “time share” between paid and unpaid use.

The group of men were reportedly politely told “sorry you can’t play here” and that the clubs were paying, had booked the space, and thus had a “right” to it. The team has since been forced to play on sloping bumpy ground among the trees.

These displaced players feel angry, marginalised and discriminated against. Their long-term use of the space was not recognised, nor was the social value their activity brings to the area.

Read more: Blaming migrants won’t solve Western Sydney’s growing pains

This story is repeated around Sydney and across the country as sporting clubs compete for space and increasingly cash-strapped local councils look for ways to increase revenue. We met a social soccer team of young Muslim girls who were displaced because, they were told, the council needed funds from paying club sport to maintain the fields.

Meanwhile the New South Wales state government is pushing ahead with plans to spend over $2 billion on two major Sydney stadiums, despite considerable community backlash.

These commercialising forces ultimately undermine the social benefits of both formal and informal sport and the inclusivity of cities.

Counting the cost

Beyond sport, these instances raise important questions about urban planning, gentrification and the privatisation of public space. These forces have real consequences for the formation of new communities and integration in diverse cities.

As the sociologist Iris Marion Young argues in her book, Justice and the Politics of Difference, public space is where the city’s strangers come together. Sport can produce great community benefits. We urge planners and politicians to consider the important role that open spaces have for informal social team sport in enhancing community cohesion in our big cities.

You can find other articles in the series here.

Amanda Wise, Associate professor, Macquarie University; Keith Parry, Senior Lecturer in Sport Management, Western Sydney University; Kristine Aquino, Lecturer in Global Studies, University of Technology Sydney; Sarah Neal, Professor of Sociology, University of Sheffield, and Selvaraj Velayutham, Senior lecturer, Macquarie University

This article is republished from The Conversation under a Creative Commons license. Read the original article.