2013 Hairdressing and Beauty Scan - Service Skills

Hairdressing
and Beauty
Environmental Scan 2013

Acknowledgements
This document has been produced by Service Skills Australia with the assistance of funding provided
by the Commonwealth Government through the Department of Industry, Innovation, Climate Change,
Science, Research and Tertiary Education.
This document is supported and endorsed by the hairdressing and beauty services industries. Whilst
the document sits with Service Skills Australia (the Industry Skills Council for the hairdressing and
beauty services sectors) it is owned and maintained by the sector, for the sector. Service Skills Australia
acknowledges the contribution of the Wholesale, Retail and Personal Services Industry Advisory Committee
in the preparation of this document.
May 2013

Contents
Introduction3
Service Skills Australia 3
Objectives3
Key Messages 4
Sector Profiles 5
A Note on Definition 5
Latest Industry Statistics 5
Latest Industry Intelligence 6
Household Consumption Patterns 6
Product and Treatment Developments 7
Customer Service 7
Sustainability8
Workforce Development Needs 10
Small and Medium Enterprises 10
Core Skills 10
The National Workforce Development Fund and
the Enterprise Based Productivity Places Program 12
Industry Workforce Statistics 13
Qualifications Profile 17
Workforce Ageing 19
The VET Environment 22
Institutional Delivery 22
Quality23
Assessment Practice 23
Quality Skills Development and Right Way 24
Graduate Outcomes 25
Completion Rates 25
VET in Schools 26

Current Impact of Training Packages 28
Future Directions for Endorsed Components of Training Packages 32
SIB10 Beauty Training Package 32
SIH11 Hairdressing Training Package 32
Appendices33
Appendix A: Report of Continuous Improvement of SIB10 Beauty Training Package 33
Appendix B: Report of Continuous Improvement of SIH11 Hairdressing Training Package 33
Appendix C: Hairdressing and Beauty Occupations and Qualifications in Demand 34
Endnotes35

Introduction
Service Skills Australia
Service Skills Australia (SSA) is the Industry Skills
Council (ISC) for the service industries, one of 12
not-for-profit, independent organisations funded
by the Australian Government Department of
Industry, Innovation, Science, Research and Tertiary
Education (DIISTRE) to support skills and workforce
development.
The service industries encompass the following
industry sectors:
• Wholesale, Retail and Personal Services:
wholesale, retail, hairdressing, beauty, floristry,
community pharmacy and funeral services.
• Tourism, Travel and Hospitality: travel, tours,
meetings and events, accommodation, restaurants
and catering, holiday parks and resorts.
• Sport, Fitness and Recreation: sport, fitness,
community recreation and outdoor recreation.
Service Skills Australia’s roles and responsibilities
are to:
1. Provide integrated industry intelligence and
advice to government, the Australian Workforce
and Productivity Agency (AWPA), industry and
enterprises on workforce development and skills
needs for the service industries.
2. Actively support the development,
implementation and continuous improvement
of high quality training products for the service
industries, including training packages.
3. Engage in workforce development activities
and services for the service industries.
Objectives
The Environmental Scan is a broad analysis of
recent intelligence and the external environment for
the hairdressing and beauty industries to identify
trends and changes, and the associated workforce
development needs.
The Environmental Scan is a key piece of advice to
government and industry on workforce developments
needs. It also informs continuous improvement of
SSA’s skills and workforce development strategies,
which includes the development of training packages.
This scan has been produced with information
primarily collected between February and December
2012. The key issues included in this scan have been
identified in partnership with industry (employers and
unions) and supported with available statistics. SSA
obtains its industry intelligence from SSA’s Industry
Advisory Committees (IACs), state training advisory
bodies and SSA’s consultation with industry and other
key stakeholders.
Hairdressing & Beauty Environmental Scan 2013
3

Key Messages
In 2013, a combination of altered spending
habits, shifting social values and technological
advances are driving change in the hairdressing
and beauty industries.
Demand for hairdressing and beauty services is
growing in response to a broader structural shift
in the economy away from goods and towards
services. Additionally, Australia’s ageing population
and a society that is placing increasing value
on appearance is further accelerating industry
demand. This is reflected in the forecast growth
in employment for these industries, particularly
the beauty industry.
However, economic and demographic trends are only
part of the story. Undeniably, the development of new
technologies is a particularly significant driver of change
in the hairdressing and beauty industries, resulting
in the introduction of new treatments and products.
Innovative tools, products and treatments including
LED phototherapy, photodynamic therapy and global
keratin are leading to an increase in the sophistication
of the skills and knowledge of the workforce.
These developments have bred their own set
of challenges for the hairdressing and beauty
industries, such as persistent shortages of skilled
hairdressers, which is being exacerbated by reports
of graduates from full-time training programs and
Certificate II qualifications that are not ‘job-ready.’
Finally, these challenges are occurring against a
backdrop of misconceptions that hairdressers and
beauty therapists are ‘low skilled’ and, as such,
require less support and resources for training
and skills development.
4 Environmental Scan 2013 Hairdressing & Beauty

Sector Profiles
A Note on Definition
The hairdressing and beauty service industries
are captured in the Australian and New Zealand
Standard Industrial Classification (ANZSIC) under
Group 951 ‘Personal Care Services’ in class
9511 ‘Hairdressing and Beauty Services’. The
primary activities that are recorded in this industry
classification include:
• Hairdressing services
• Beauty services
• Electrolysis services
• Hair restoration service
(except hair transplant service)
• Barber shop operation
• Make-up services
• Nail care services
• Skin care services
• Tanning services
Latest Industry Statistics
The hairdressing and beauty industries in Australia
are characterised by a substantial number of small
and medium-sized owner-operated businesses, with
a growing number of franchises emerging. Most
businesses are Australian owned, but there is also
a small amount of international ownership.
• As at August 2012, there were 99,700
individuals employed in personal care services,
representing an increase of 17.9 per cent over
the year. 1
• Strong employment growth of 4,600, or 5.1
per cent, is expected in personal services in
the five years to 2016–17. 2
• In 2011, according to the Census, there
were 52,928 Hairdressers and 20,300
Beauty Therapists. 3
The industry statistics presented in this
Environmental Scan are based on this definition.
Hairdressing & Beauty Environmental Scan 2013
5

Latest Industry Intelligence
Factors influencing the hairdressing and beauty
industries include: household consumption
patterns, increasing consumer expectations and
developments in technology. Combined, these
factors shape the workforce requirements of
these industries, while simultaneously altering
the set of skills required.
Household Consumption Patterns
There is a growing body of evidence of a structural
shift away from the consumption of goods, towards
the consumption of services. Such a trend is of
obvious benefit to the hair and beauty industries.
This is illustrated in the most recent release of
the ABS’s Household Expenditure Survey, which
indicates that the average weekly household
expenditure on “personal care” increased from
$17 in 2003–04 to $24 in 2009–10, representing
an increase of 39.9 per cent. 4 This contrasts with
the substantial decrease in spending on clothing,
footwear, household equipment and furniture,
which has fallen from 14 per cent in the 1980s
to 8 per cent in 2011. 5
Despite the frequent discussions around subdued
consumer sentiment and a high savings ratio,
this has not affected the demand for personal
care services in the same way that it has affected
the retail industry. As noted at the Australian
Economic Forum by the assistant governor of the
Reserve Bank of Australia, Phillip Lowe, “although
households are saving a higher share of their
income than in the past couple of decades,
[consumers] have also been prepared to increase
their spending on services quite significantly.” 6
This is consistent with industry feedback of the
strong growth for the services of hairdressing and
beauty industries, and reports of a simultaneous
decline in the sales of add-on products in salons.
Industry feedback suggests that part of the increased
demand for services is highly linked to cultural and
demographic trends. In particular, the ageing of
the population, together with a cultural emphasis
on appearance and youth, are driving demand for
hairdressing and beauty services. Furthermore, it is
increasingly culturally acceptable for men to engage
in grooming, beyond ‘just getting a haircut,’ in salons.
The decline in the sale of hair and beauty products
is also related to the competition from cheaper
alternative sources. This includes supermarkets,
department stores, community pharmacies and
online stores.
6 Environmental Scan 2013 Hairdressing & Beauty

Product and Treatment
Developments
The development of new technologies is a particularly
significant driver of change in the hairdressing and
beauty industries, resulting in the introduction of
new treatments and products. There has long been
advanced technological treatments in the beauty
therapy sector such as electrolysis, dermabrasion
and facial treatments with the use of machines. In
more recent times, the beauty therapy sector has
seen the introduction of additional technologically
advanced treatments such as, laser and light
treatments, LED Phototherapy, Photodynamic
therapy and dermal fillers. This has undeniably led
to an increase in the sophistication of the skills and
knowledge required by beauty therapists. Keeping
pace with the developments in salon equipment is
an increasingly important aspect of the industry.
The growing importance of advanced therapies for
the industry is said to be driven by an increasing
expectation from the consumer to see results.
Beauty salons are also reporting a significant rate of
development in new beauty products, particularly in
the area of anti-ageing. Beauty product companies
are also reportedly increasingly seeking approval
from the Therapeutic Goods Administration to
demonstrate the capability of their products. The
development of more sophisticated technologies is
also occurring in the hairdressing industry, where
global keratin and other nanotechnology treatments
are increasingly common. The industry reports that
as a result of these developments in treatments and
products, there is an increasing need to undergo
ongoing professional development in order to remain
a specialist in the field. Many of these developments
in treatments require new, high-level skills and
substantial levels of knowledge, in addition to
economic investments.
The risk inherent in some of these procedures is
also significant. Consequently, these new services
will need to be monitored and managed by the
respective industries, with the skills required to
deliver them outlined in future training packages.
The most recent revision of the Beauty Training
Package consequently introduced SIB70110
Vocational Graduate Certificate in Intense Pulsed
Light and Laser Hair Reduction. In addition to the
provision of new services, salons report that they
are increasingly called upon to provide professional
advice to assist consumers in navigating these
developments in products and procedures.
Salons are increasingly incorporating software and
information and communication technology (ICT)
in their business processes. This includes the use
of appointment management software and text
messages for appointment confirmation. Salon
workers in both the hairdressing and beauty sectors
require sufficient digital literacy skills to effectively
engage with these technologies.
Customer Service
The hairdressing and beauty industries are facing
increased pressure from the rising demands of
consumers. As consumers become better informed
and their expectations rise, the level of service
that is expected is increasing. In the hairdressing
and beauty industries, the success of individual
businesses is inextricably linked with the quality of
its staff. Businesses must ensure that the services
they offer distinguish them from their competitors.
Not only is the quality of the provision of the
treatment important, but also the consultation and
communication given throughout the service. As
a result, it is essential that staff have a thorough
knowledge of products and services, in addition
to well developed interpersonal skills.
Hairdressing & Beauty Environmental Scan 2013
7

Sustainability
Awareness of the need for environmental
sustainability, such as reducing water and energy
use and buying locally grown or produced products,
is on the rise among Australian consumers.
Companies are being urged to become more
environmentally friendly as consumers increasingly
look for companies that incorporate sustainable
practices and provide ‘green’ products and services.
Many hairdressing and beauty salons are making
steps to improve the environmental sustainability
of their businesses. More businesses are dealing
with companies that supply environmentally friendly
products (such as low ammonia hair colouring
products and biodegradable towels), and are taking
measures to reduce energy and water use and
improve waste management.
The requisite technical skills, knowledge, values
and attitudes needed in the workforce to support
environmental sustainability are being reflected in
training packages. Both the Beauty and Hairdressing
Training Packages have addressed sustainability in a
number of ways, including the:
• embedding of sustainability within individual
units of competency, where appropriate;
• availability of broad environmental sustainability
units to be selected in qualifications, where
appropriate, and;
• inclusion of sustainability in the employability
skills summaries, where appropriate.
Given the emergence of more environmentallyconscious
consumers, salons are now offering
a range of products that either contain natural
ingredients or are branded with an environmental
theme. For example, beauty products free from
parabens or carcinogenic ingredients. Products
which can be decanted or mixed in the salons
provide a discount option for customers who
choose to refill their product containers.
8 Environmental Scan 2013 Hairdressing & Beauty

Hairdressing & Beauty Environmental Scan 2013
9

Workforce Development Needs
Small and Medium Enterprises
The hairdressing and beauty industries are
predominantly made up of small enterprises,
where the owner/manager has to fulfill many roles
in an increasingly competitive market. This is
because the hairdressing and beauty industry is
characterised by low barriers to entry and high levels
of competition, which also has the effect of driving
down profit margins. As a result, the industry is also
characterised by a high level of entries and exits.
IBISWorld’s estimates from shop registration figures
indicate that between 15–25 per cent of salons will
undergo a change in ownership each year. 7
There is a basic need for salon owners and managers
to develop managerial skills, especially in the area
of marketing, which includes service packaging,
merchandising and promotional strategies and
financial areas which include pricing, cash flow
management and cost control, as well as keeping
up with any industry technical developments. These
industries are also known for high levels of job churn.
The 2008 ABS Labour Mobility Survey indicated
that 14.2 per cent of hairdressers moved to another
hairdressing employer. 8 DEEWR estimates that the
gross replacement rate in the beauty services industry
is 18.7 per cent, compared to 13.1 per cent across all
occupations and 10.6 per cent for hairdressers. 9 As
a result, employers could be seen to require a better
understanding of modern human resources practices.
These identified areas are available in SIB50210
Diploma of Salon Management, which is in both
the Beauty and Hairdressing Training Packages.
Additionally, small businesses are often ill-placed
to invest in training to the extent that larger
organisations are capable of. As a result, there is
a degree of market failure involved, related to the
extent that small business owners will invest in their
staff and in their own development. Given this, SSA
believes that small businesses require support to
encourage adequate levels of skill development.
This is especially the case as it becomes
increasingly apparent that Australia’s productivity
performance is deteriorating.
Core Skills
Apart from vocational education, the development
of core, language, literacy and numeracy skills (LLN),
helps individuals effectively and safely operate at work
and in their personal lives and is important for the
productivity and efficiency of businesses. Research
indicates that a 1 per cent increase in literacy can lead
to a 2.5 per cent increase in labour productivity. 10
Sometimes employers and managers focus their
training on vocational skills, neglecting the elemental
literacy and numeracy knowledge that underpin those
skills. When the development of LLN skills is handled
constructively and sensitively, one could expect this
to positively impact upon retention rates.
10 Environmental Scan 2013 Hairdressing & Beauty

The results of the 2006 Adult Literacy and Life
Skills Survey (ALLS) provide information on whether
Australians’ literacy skills are adequate for the
challenges they face in daily work and life. 11
The ALLS provides information on the skills and
knowledge of 15 to 74 year olds in the following
four domains: prose literacy, document literacy,
numeracy and problem solving. The ALLS measures
literacy and numeracy by using a 5 point scale
where 1 is the lowest level and 5 the highest
(except problem solving, where the highest is level
4). Currently the 2006 ALLS survey is the most
recent national data; newer 2011–12 data will be
made available in 2013 when Australia-specific
data from the OECD Program for International
Assessment Competencies (PIAAC) is released. 12
In 2010, SSA volunteered to manage and facilitate an
ISC Foundation Skills Network with the aim to promote
cross-industry knowledge sharing and collaboration
on issues relating to essential skills including LLN in
workplace training development. Industry views on
LLN were obtained in a series of forums organised by
the ISC Foundation Skills Network. The discussions
centered on employer views of the challenges that
exist in addressing the deficit of foundation skills in
the workplace. These were identified at the level of
the business, the training system, the learner and
funding arrangements.
Enterprise Issues
• There is a difficulty in teasing out whether LLN
issues are the cause of workforce challenges, as
opposed to other potential contributing factors.
• There is a difficulty in gaining management
understanding of, and buy-in, to foundation
skills support.
• It can be difficult to assign a dollar value
to the improvements to business functions
and processes from improving foundation
skills in workers.
• There is a lack of awareness that foundation
skills deficits occur at all levels of employment.
• The vocational context can be missing when
learning LLN.
• Even when there is an awareness of foundation
skills issues, it can be assumed it only applies
to those with English as a second language or
those in lower level job roles.
Training Issues
• Single operators, shift workers, itinerant and the
casual workforce need to be targeted for foundation
skill training, as they are generally overlooked.
• Foundation skill training must be relevant to the
industry and the job task.
• Businesses can have difficulties identifying
training providers that meet their needs.
Worker and Learner Issues
• It can be difficult to identify and gain participation
from those in need of LLN assistance.
• Foundation skill support should include a range
of literacies, such as computer literacy.
An additional outcome of the employer forums
was the increased awareness of the Workplace
English Language and Literacy (WELL) program that
is available to employers to assist in training their
workers where these deficiencies exist.
Hairdressing & Beauty Environmental Scan 2013
11

The National Workforce
Development Fund and
the Enterprise Based
Productivity Places Program
In July 2011, The Australian Commonwealth
Government announced the launch of the National
Workforce Development Fund (NWDF). Continuing
a model of funding established by the Enterprise
Based Productivity Places Program (EBPPP), the
NWDF is based on ISCs playing a broker role
between employers and training providers.
The overall policy intent of this program is to support
training and workforce development for existing and
new workers in areas of skill need. This will assist
enterprises to increase productivity and address
the specific skilling needs of the enterprise. The
crucial aspect of the NWDF arrangements (and
its predecessor, EBPPP) is that they are the first
example of enterprise-driven funded training.
As at January 2013, NWDF applications brokered
by SSA have resulted in almost 2000 students in
training, with 829 training in wholesale, retail and
personal services qualifications.
The experiences of the NWDF and EBPPP programs
elucidate the return on investment for training in
the service industries. In particular, knowledge and
skills adopted by an owner that is implemented
in their business can have a significant multiplier
effect as it is shared throughout the organisation.
In addition, there is often the introduction of a
learning culture once management and leadership
roles are up-skilled. Overall, undertaking training
that is targeted to addressing business need
manifests itself as a gain in productivity, skills
utilisation and/or financial return.
SSA promoted the programs across its network
and highlighted the opportunity for:
• Micro and small business participation.
• The inclusion of traditionally non-funded cohorts
(owners, self-employed, casual and part-time
workers and those with existing qualifications).
• Building sector and regional capacity.
• Identifying and responding to a community
of interest i.e. the option for communities/
enterprises/associations to identify needs across
a range of industries (and ISC industry coverage).
Access to the NWDF is based on meeting identified
skilling needs for the enterprise, as described in
a workforce development plan. SSA’s approach to
developing this plan is through asking enterprises
three questions:
• What is the identified need of the business
• How will the “qualification” and/or “skill set”
address the identified need
• How will the business measure the
effectiveness/impact of the training
on the business
12 Environmental Scan 2013 Hairdressing & Beauty

Industry Workforce Statistics
Employment within the beauty industry has experienced rapid growth and is forecast to continue to do so
over 2011 to 2015–16. In the past five years, employment has grown by 15.8 per cent and is expected to
grow by an additional 1.7 per cent annually to 2016–17, equating to an additional 1,900 beauty therapists. 13
Figure 1. Employment Level of Beauty Therapists (2000–2011)
30
25
Employment Level (’000s)
20
15
10
5
0
2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011
Years
Source: ABS, Labour Force Survey, DEEWR trend data to November 2011
Hairdressing & Beauty Environmental Scan 2013
13

As shown in Figure 2, the employment of hairdressers has increased slightly in the past decade, but growth
in employment has declined in the last five years. In particular, employment has decreased from its peak
following the 2008 Global Financial Crisis. Looking to 2015–16, employment of hairdressers is forecast
by DEEWR to grow marginally at 1.1 per cent per annum. 14 This equates to an additional 3,100 employees
by 2015–16. Monash University’s Centre for the Economics of Education and Training (CEET) forecasts
employment of hairdressers over 2009 to 2015 to grow at a similar rate of 1.2 per cent. 15
Figure 2. Employment Level of Hairdressers (2000–2011)
70
60
50
Employment Level (’000s)
40
30
20
10
0
2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011
Years
Source: ABS, Labour Force Survey, DEEWR trend data to November 2011
14 Environmental Scan 2013 Hairdressing & Beauty

Many of the contexts in which beauty professionals work are also increasingly linked to the broader field
of health and wellness. This is demonstrated in the distribution of employment for beauty therapists, as
shown in Figure 3. Interestingly, the top four employing industries of beauty therapists no longer includes
the accommodation and food services sector, and is now overtaken by wholesale trade. The employment of
beauty therapists in this sector was thought to reflect their employment in hotel day spas and health resorts.
Figure 3. Main Employing Industries of Beauty Therapists (2011)
Other Services
94.3
Retail Trade
3.2
Health Care and Social Assistance
1.7
Wholesale Trade
0.5
0 10 20 30 40 50 60 70 80 90 100
%
Source: ABS, Labour Force Survey, Annual Average 2011
Hairdressing & Beauty Environmental Scan 2013
15

The continued level of employment of beauty
therapists within the ‘health care and social
assistance’ industry reflects the growing
development and use of ‘para-medical’ procedures
such as IPL and laser, which is classified under
‘medical services’. As a result, beauty therapists are
increasingly found in cosmetic medical centres and
plastic surgery clinics. While this does still represent
a small proportion of the beauty workforce, this is
expected to be an area of growth.
There has been a great amount of discussion within
the beauty industry about the broadening of the
industry and the potential it brings for enhancing
career pathways. While this is regarded as an
opportunity, the industry is also cautious to ensure
that the elevation of the industry into medical
contexts is done with a high level of rigour. The
industry fears that if it is not implemented correctly,
the significant health risks from malpractice could
result in significantly tarnishing its reputation.
One response to this has been the formalisation of
these skills into a qualification, SIB70110 Vocational
Graduate Certificate in Intense Pulsed Light and
Laser Hair Reduction. SSA is endeavoring to ensure
safeguards are in place to ensure that this course
is delivered to the appropriate quality. It is critical
that this be supported by State Training Authorities
by providing adequate levels of resource support for
training delivery in this area. There is also potential
for the Australian Radiation Protection and Nuclear
Safety Agency (ARPANSA) to develop national
standards for the safe use of non-ionising radiation
for cosmetic purposes.
Currently, three jurisdictions have requirements in
place in relation to the use of intense pulsed light
and laser. In Queensland, the use of non-ionising
radiation for cosmetic treatments is currently
subject to licensing under the Queensland Radiation
Safety Act 1999. In Tasmania, the accreditation
of equipment, premises and operators is required
under the Tasmanian Radiation Protection Act 2005.
The Western Australian Radiation Safety Act 1975
imposes limitations restricting the use of class
4 lasers for cosmetic treatments, including hair
reduction, to medical practitioners. However, in
relation to other states and territories, no licensing,
regulatory or certification requirements apply.
16 Environmental Scan 2013 Hairdressing & Beauty

Qualifications Profile
Figure 4, reflects the strong industry requirement of a qualification, particularly at Certificate III level or
above, to practice as a hairdresser. It is concerning, however, that the number of hairdressers whose highest
qualification is a Certificate I/II has increased by 4.6 per cent since 2010. Although it is important to note
that over the same period, the number of hairdressers holding an Advanced Diploma/Diploma has increased
by 5.3 per cent.
Figure 4. Highest Educational Attainment of Hairdressers (2011)
Post Graduate/
Graduate Diploma or
Graduate Certificate
0
6.7
Hairdressers
Bachelor degree
0
17
All Occupations
Advanced
Diploma/Diploma
9.1
11.8
Certificate III/IV
17.4
58.9
Certificate I/II
3.7
11.3
No Post School
Qualifications
10.5
43.5
0 10 20 30 40 50 60 70
%
Source: ABS, 2012, Cat. No. 6227.0, Survey of Education and Work, May 2011.
Hairdressing & Beauty Environmental Scan 2013
17

Figure 5 indicates that the majority of beauty therapists (48.7 per cent) have the appropriate level
qualification for their occupation. Since 2010, the number of beauty therapists with no post school
qualifications has dropped substantially, declining from 29.1 per cent in 2010 to 15.5 per cent in 2011.
Given the industry requirement for training, it is presumed that those recorded by the ABS as without
further qualifications are students in training.
Figure 5. Highest Educational Attainment of Beauty Therapist Employees (2011)
Post Graduate/
Graduate Diploma or
Graduate Certificate
0
6.7
Beauty Therapists
Bachelor degree
0
17
All Occupations
Advanced
Diploma/Diploma
9.1
48.7
Certificate III/IV
17.4
27.7
Certificate I/II
3.7
8.2
No Post School
Qualifications
15.5
43.5
0 10 20 30 40 50 60
%
Source: ABS, 2012, Cat. No. 6227.0, Survey of Education and Work, May 2011.
18 Environmental Scan 2013 Hairdressing & Beauty

Workforce Ageing
Like many other advanced economies, Australia has
an ageing population. The median age of Australia’s
population (36.8 years at June 2010) is projected
to increase to between 38.7–40.7 years in 2026
and to 41.9–45.2 years in 2056. 16 Over the last
two decades, the median age has increased by
4.8 years, from 32.1 years at 30 June 1990. A
significant effect of the ageing population is the
intensification of competition for workers as the
working age population diminishes. The working
age population is projected to decline from 67
per cent in 2004 to 57–59 per cent in 2051.
Among beauty therapists, 59.6 per cent of the
workforce is aged between 15 and 34, in comparison
to 39.3 per cent across all occupations. 17 This
indicates a greater reliance on a younger workforce
within the main employing occupation in the beauty
services industry compared to other occupations.
Consequently, the effects of an ageing population
will be felt more acutely within this workforce. Over
the last year, the occupational profile has already
exhibited some ageing, with the median age
increasing from 28 in 2010 to 31 in 2011.
Figure 6. Age Profile of Beauty Therapists (2011)
15–19
4.7
6.1
20–24
10.6
21.4
Beauty Therapists
All Occupations
25–34
35–44
22.6
24.2
22.3
33.5
45–54
12.1
21.6
55–59
1.4
8.3
60–64
65+
2.3
0.5
3
5.6
0 5 10 15 20 25 30 35 40 45
%
Source: ABS, Labour Force Survey, annual average 2011
Hairdressing & Beauty Environmental Scan 2013
19

Among hairdressers, the workforce is similarly skewed towards a younger profile when compared to all
occupations, with 52.6 per cent of the workforce aged between 15 and 34. 18 There is a greater proportion
of hairdressers aged 15–19 than beauty therapists, reflecting the greater popularity of hairdressing as
an occupation with early school-leavers and for those who have completed a VET course as part of their
secondary education.
Figure 7. Age Profile of Hairdressers (2011)
15–19
6.1
12.3
20–24
10.6
18.4
Hairdressers
All Occupations
25–34
35–44
21.9
22.6
22.3
26.7
45–54
12.3
21.6
55–59
3.6
8.3
60–64
65+
1.3
3
3.5
5.6
0 5 10 15 20 25 30
%
Source: ABS, Labour Force Survey, annual average 2011
20 Environmental Scan 2013 Hairdressing & Beauty

The lower share of ‘mature age’ workers is indicative
of the nature of work of these industries, especially
hairdressing. It is also reflective of the feminised
nature of both the hairdressing and beauty sectors.
Among employed hairdressers, 85.3 per cent were
female in 2011. 19 Furthermore, 96.8 per cent of
employed beauty therapists were female. 20 As a result,
there is a greater propensity for individuals to exit the
workforce in order to take on family caring duties.
This is reflected in the higher proportion of parttime
jobs in both of these industries. Among
hairdressers, 51.1 per cent of positions were
part-time in 2011, up from 39.9 in 2010. Beauty
therapists similarly have high levels of part-time
work, with 57.8 per cent of beauty therapists in
2011 working in this capacity. This figure has also
increased in the last year, in which 46.1 per cent of
beauty therapists were part-time. Industry feedback
has indicated that the ease at which part-time work
can be structured into roles is a significant factor
for attracting females to the industry.
There will need to be a greater effort on the part of
the industry to ensure greater retention of older age
groups within the industry. The industry will also need
to give greater attention to encouraging those who
have left the industry, to return. This can be achieved
with the greater assistance available from the
Federal Government through the various measures
committed to under the ‘Experience+’ initiative.
This includes a toolkit for employers to assist in
implementing age-friendly recruitment practices.
In particular, funding is available for mature-aged
individuals to undergo additional training for the
purposes of entering a mentoring role. This is an
excellent opportunity for the industry, considering
frequent reports that young apprentices and
trainees require support to successfully complete
their training and that many trainers have remarked
that this forms a significant part of their role with
students. As a result, adoption of this within the
industry could potentially encourage greater levels
of pastoral support for younger workers as well
as greater retention of the skills and knowledge
of older age groups.
Hairdressing & Beauty Environmental Scan 2013
21

The VET Environment
Institutional Delivery
There is much industry discussion concerning the large numbers of international students accessing
hairdressing VET in Australia with very few gaining employment in the industry at the completion of their
training. Industry feedback indicates that there are a range of reasons for this, including poor quality
training, students enrolling in hair and beauty courses with no intent on practicing and language barriers
preventing most international students from operating effectively in the customer service environment
of the hairdressing and beauty industries.
Table 1. International VET Enrolments in Hairdressing Training Package (YTD June 2011)
Level of study 2009 2010 2011
Certificate II 2 1 0
Hairdressing
Certificate III 5,653 4,051 827
Certificate IV 1,315 2,036 718
Diploma 3,217 3,030 1,674
Hairdressing total 10,187 9,118 3,219
Source: AEI, 2011, International Student Data, YTD June 2011
Table 2. International VET Enrolments in Beauty Training Package (YTD June 2011)
Level of study 2009 2010 2011
Certificate II 10 14 17
Certificate III 25 35 25
Beauty
Certificate IV 43 64 62
Diploma 225 289 311
Advanced Diploma 21 1 6 3
Beauty total 304 408 418
Source: AEI, 2011, International Student Data, YTD June 2011
22 Environmental Scan 2013 Hairdressing & Beauty

Quality
SSA understands that a significant number of
students in fee-paying colleges undertake a number
of service industry qualifications, particularly in
hairdressing, through an institutional pathway, often
with minimal exposure to a real workplace context.
Some employers are reporting that graduates of
institute or wholly classroom-based programs do
not have the equivalent skill depth and breadth
to graduates from a program that is based in the
workplace (for instance, an apprenticeship).
It would appear that a number of providers
are not meeting the requirements specified in
the Hairdressing Training Package. It has been
reported that training facilities often do not meet
the recommended standard and that students
graduate without getting adequate access to
industry application at work or in training.
A high volume of enrolments for Certificate II in
Hairdressing occur through private registered
training organisations (RTOs), which deliver through
an institutional-based pathway.
Industry feedback has voiced serious concern that
a large number of Certificate II graduates are not
work ready and therefore struggle to find employment
within the industry. Consequently, industry has
expressed the view that there is a limited role for
the qualification in the future. SSA strongly urges
governments to direct funding for training to areas
in which there is a demonstrable job outcome. As
a result, government funding for training at the
Certificate II level should cease.
Assessment Practice
The perception is that there is widespread
inconsistency and poor practice in relation
to assessment, resulting in the awarding of
qualifications which industry views as lacking value.
Examples of this include:
• lack of rigour in the interpretation and application
of competency standards;
• poor attention to industry expectations and
requirements in the context of assessment;
• lack of industry experience among assessors.
For the beauty industry, issues of privacy impact on
the assessment of intimate treatments. The industry
has identified a number of units of competency for
which training delivery and assessment in a real
workplace are considered inappropriate. This means
that significant skills and knowledge areas are best
assessed in simulated environments. However, for
both the hairdressing and beauty industries it is crucial
that in cases where a simulated environment is used,
it meets the criteria described in the assessment
guidelines section of each training package.
While vocational training in hairdressing is traditionally
apprenticeship-based, founded on the premise that
learning and assessment best occurs in the workplace,
training for the beauty industry has evolved largely
through institutional training, predominantly via the
SIB50110 Diploma of Beauty Therapy. This is because
of the personal nature of treatments and services.
Hairdressing & Beauty Environmental Scan 2013
23

Quality Skills Development
and Right Way
As is evident in industry’s concerns outlined above,
industry representatives are keen to become more
involved in implementation to support the national
training system and build the nation’s productivity.
In response to ongoing industry concern, SSA has
already made improvements to the quality of its
training packages. This has resulted in more specific
units of competency, tighter assessment guidelines,
and more detailed requirements for assessors.
Future changes will also result in a more helpful and
detailed resource checklist available as part of the
non-endorsed training package support material.
A range of services and products underpinned by a
set of policies and procedures have been developed
that will underpin the work that SSA undertakes in
implementing its training packages on a sustainable
basis. This quality implementation framework
consists of two parts:
1. Training Package User Guides
2. The Right Way Program
The Training Package User Guides stipulate:
• Minimum assessment and learning requirements
to achieve qualifications
• Required assessor/trainer qualifications
and experiences above and beyond those
required by regulation
• Professional development requirements
for trainers and assessors
• Requirements around work placement
and/or experience
• Guidelines for selecting and recruiting students
• Minimum equipment and facility requirements
for delivery
• A minimum recommended duration for delivery
of units and/or qualifications
The Right Way Program is an industry recognition
system for quality training providers delivering in
SSA’s training package areas. This program, part
of SSA’s strategic work to achieve quality skills
outcomes throughout the service industries,
focuses on three key areas:
• Quality training and assessment facilities.
• Quality trainers and assessors.
• Quality learning resources.
Participants in this industry recognition system must
adhere to standards and provide evidence of quality
through an application and assessment process
operated by SSA and its network of agencies.
Consequently, through the Right Way program, SSA
seeks to facilitate industry recognition of facilities,
trainers, assessors and learning resources.
Effective outcomes of training and assessment
are inextricably linked to the quality of these core
components of the VET system. Through this
program, SSA aims to:
• Ensure and recognise the provision of quality
training and assessment by RTOs.
• Build the capability of trainers and assessors
who work in the service industries.
• Promote the development of, and recognise,
effective learning resources which align to
training package content.
• Achieve quality skills outcomes throughout
the service industries. 22
24 Environmental Scan 2013 Hairdressing & Beauty

Graduate Outcomes
In November 2011, SSA commissioned the
University of Melbourne’s Centre for Research
on Education Systems (CRES) to investigate the
pathways people undertake (in relation to work and
further study) upon completing a service industry
qualification. The need for a thorough and credible
investigation into occupational destinations following
the completion of service industry qualifications
has been identified for a number of years as an
important focus for SSA.
Hairdressing Graduates
The research painted a very positive picture of
hairdressing training and the industry more broadly.
Analysis of NCVER’s Student Outcomes Survey
revealed that hairdressing graduates report almost
universally high levels of personal benefits from their
course (98 per cent), a large number had gained
job-related benefits (81 per cent) and a third gained
access to further education (33 per cent).
Compared with other service industry graduates,
hairdressing graduates are much more likely to be
interested in the intrinsic value of the work. The
research found that 40 per cent of hairdressing
course completers were mainly interested in getting
a job. Similarly, 87 per cent entered their courses
because they wanted jobs related to that specific
area of training. This correlates to the high level
of satisfaction reported by hairdressers with their
work (92 per cent). Indeed, hairdressers are unlikely
to leave the hairdressing industry. The Household,
Income and Labour Dynamics in Australia (HILDA)
Survey found that hairdressers have high levels of
occupational (90 per cent) and industry (94 per
cent) stability. However, this loyalty to the industry
did not necessarily translate into employer stability,
with half of hairdressers reporting that they switched
employers over the five year period between 2004
and 2009.
Beauty Graduates
Graduates of beauty qualifications are more likely to
have enrolled in their course for reasons associated
with wanting a new job—66.5 per cent compared
with an average for graduates of other SSA-related
courses of 34.3 per cent. Similar to hairdressing
course-completers, beauty course-completers are
more job-oriented. When asked what they hoped to
achieve from their course, 30.1 per cent stated that
they wanted to get a job, 24.5 per cent wanted to
start their own business and 24.5 per cent wanted
to try for a different career.
A highly feminised industry—in 2010, 100 per
cent of beauty graduates of publicly-funded beauty
courses were female—beauty stands out as a field
of study with poor employment outcomes for males.
Completion Rates
Completion rates as an exclusive measure of training
effectiveness continue to be a concern to the
service industries. Industry overall, and the service
industries in particular, believe that they have been
unnecessarily disadvantaged by the use of completion
rates as a measure of success of industry training.
This situation remains a concern as there is a strong
need for the development of nationally-consistent data
collection tools that more accurately measure and
evaluate course outcomes on a longitudinal basis. In
2010, SSA undertook a research project to determine
if the current assumptions about the reasons for noncompletions
are correct. The outcome was to, in part,
mount a case for a national data collection method
that accurately measures and evaluates course
completion and non-completion rates. The publication
of the study raised the profile of these concerns and
added weight to the call for the implementation of a
Unique Student Identifier (USI) to allow better tracking
of a student’s journey through the VET system.
Hairdressing & Beauty Environmental Scan 2013
25

VET in Schools
Industry feedback to SSA indicated problems around
the delivery of Vocational Education and Training in
Schools (VETiS). Industry has reported concerns
regarding hairdressing qualifications that are
delivered in school-based settings with high-school
teachers rather than VET teachers, and strongly
believes that hairdressing qualifications should not
be delivered in schools.
Feedback further suggested that typical delivery
of VETiS does not achieve required industry
outcomes and, in school environments, VET training
requirements are often in competition with a
fundamentally different pedagogical approach than
that required by VET. Additionally, inconsistency of
VETiS practice and delivery across the states and
territories makes delivery difficult for those providers
and employers who employ across state borders.
VETiS is seen as a critical area for action due to the
involvement of a significant number of Australian
students and the recent rapid growth of VETiS
programs. While there has been huge growth in the
participation numbers, there is increasing concern
about the quality of VETiS delivery and particularly,
lack of employment outcomes.
Demographics, economic growth, competitiveness
and increased skill requirements are creating
even greater demand for skilled youth in
Australia. Today’s younger generations have more
opportunities and therefore have become ‘cherry
pickers’, which has consequences for the service
industries as they are often percieved as a shortterm,
second-rate career choice.
Working with industry, SSA has worked to address
these issues through its VETiS project in 2010,
which includes the development of an industry
position paper and ‘rules of engagement’ for the
service industries. Further it aims to develop
‘resource ready’ tools to assist VETiS delivery,
as well as case studies that reflect what is occurring
in industry. A literature review highlighted the variety
of interpretations of the term ‘VETiS’; each state or
territory system locates VET in a different curricular
context. The major concern is the inconsistency
between VETiS, both within a jurisdiction as well
as across Australia. Currently there are no common
standards around approval, regulation, resourcing,
administration, delivery and monitoring of VETiS.
Consultations occurred across the country over a
period of four months to gather critical information
on industry position and best practice examples of
VETiS. The industry consultation process found:
• Key stakeholders in VETiS have such
fundamental differences in what they consider
is the purpose and expected outcomes that
some wish to abandon or ignore this nationally
critical skilling opportunity.
• Quality issues (not just limited to VETiS) were
a key component of consultations. There is
great variability (excellent to indefensible) in
VETiS modules across Australia.
• Many stakeholders expressed a desire for
clear and explicit guidelines.
• The diversity across the services industries
requires different VETiS pathways, industry
engagement, links to regulation, award conditions
considerations and workplace engagement, such
that VETiS must be considered on an individual
industry sector (training package) basis.
• There was a consistent strong industry message
about VETiS focused on job skills.
Given the imperatives and importance of VETiS,
the services industries need to take a strategic,
pragmatic and holistic approach to VETiS in order
to maintain their share of youth employees recruited
via VETiS pathways to ensure they can meet future
workforce needs. 23
26 Environmental Scan 2013 Hairdressing & Beauty

Hairdressing & Beauty Environmental Scan 2013
27

Current Impact of
Training Packages
A Note on Enrolments and Completions Data
The following figures showing enrolments and completions data for hairdressing and beauty qualifications
represents only a portion of the total training effort in these sectors. As they are drawn from NCVER’s database,
they only cover qualifications being delivered by RTOs in receipt of public funding. A further caveat must be made
with regard to completions figures, as they often underestimated due to the lack of a unique student identifier
(USI) to track recommencements and the fact that completed skill sets are recorded as non-completions.
Figure 8. Vocational Course Enrolments in Hairdressing Qualifications (2002–2011)
18000
16000
14000
12000
10000
Enrolments
8000
6000
4000
2000
0
2002 2003 2004 2005 2006 2007 2008 2009 2010 2011
Certificate II Hairdressing 3,243 3,889 4,293 4,826 5,682 4,502 5,358 5,253 7,086 6,906
Certificate III Hairdressing 6,066 8,436 9,888 11,877 12,187 13,354 14,067 13,958 15,085 15,773
Certificate IV Hairdressing 284 353 185 136 223 315 469 790 1,371 1,091
Certificate IV Trichology 0 0 0 0 0 1 5 9 20 5
Diploma of Hairdressing
Salon Management
0 15 32 84 261 288 353 518 950 932
Viewing enrolment figure data from 2002–2011, it is positive to note that the highest number of enrolments have
consistently been at the Certificate III level, as it is this level qualification that results in a labour market outcome.
However, SSA is concerned that enrolments in Certificate II qualifications reached their highest point in 2010.
Industry feedback has consistently advised that there are extremely limited job outcomes at this level. Despite
this, there is some evidence that State Training Authorities continue to encourage enrolments at this level.
28 Environmental Scan 2013 Hairdressing & Beauty

Figure 9. Vocational Course Completions in Hairdressing Qualifications (2002–2010)
4000
3500
3000
2500
Completions
2000
1500
1000
500
0
2002 2003 2004 2005 2006 2007 2008 2009 2010
Certificate II Hairdressing 1,098 834 981 1,371 1,715 1,309 1,701 2,000 2,156
Certificate III Hairdressing 735 1,136 1,527 2,203 2,573 2,970 3,419 3,730 3,418
Certificate IV Hairdressing 27 107 31 28 78 116 182 307 589
Certificate IV Trichology 0 0 0 0 0 0 1 0 12
Diploma of Hairdressing
Salon Management
0 8 3 9 73 70 137 254 376
It is alarming to note that 2010 marked the first time that completions in the Certificate III in Hairdressing
have declined, particularly given that completions in Certificate II continue to increase. However, it is also
worth highlighting that completions of higher level qualifications have continued to grow, with the Certificate IV
in Hairdressing and the Diploma of Hairdressing Salon Management witnessing continued growth since 2007.
Hairdressing & Beauty Environmental Scan 2013
29

Figure 10. Vocational Course Enrolments in Beauty Qualifications (2002–2011)
4500
4000
3500
3000
Enrolments
2500
2000
1500
1000
500
0
2002 2003 2004 2005 2006 2007 2008 2009 2010 2011
Certificate II Nail
Technology
615 1,197 1,298 1,307 1,542 1,445 1,093 1,341 1,157 1,629
Certificate II Make-up 755 790 827 944 1,046 1,163 1,319 1,599 1,802 1,841
Certificate II
Retail Cosmetic
Certificate III
Beauty Services
Certificate III Nail
Technology
Certificate IV
Beauty Therapy
Diploma of
Beauty Therapy
Diploma of Salon
Management
Vocational Graduate
Certificate in IPL and
Laser Hair Reduction
597 995 1,317 1,515 1,372 481 632 446 483 748
1,443 1,679 1,728 2,387 2,735 2,912 2,650 3,151 3,610 3,941
94 105 119 78 96 63 81 51 35 26
765 957 1,121 1,369 1,636 1,802 1,975 2,082 2,206 2,447
721 866 870 966 1,048 1,198 1,178 1,812 3,263 3,788
0 0 0 0 0 0 0 0 0 20
0 0 0 0 0 0 0 0 0 4
As seen in Figure 10, most enrolments in the SIB10 Beauty Training Package in 2011 were in the Certificate
III in Beauty Services, despite there being limited job outcomes at this level. The greatest job opportunities
in this industry are as beauty therapists (Certificate IV or Diploma) or nail technicians (Certificate II). As a
result, the recent spike in enrolments at the Diploma level is a positive development.
30 Environmental Scan 2013 Hairdressing & Beauty

Figure 11. Vocational Course Completions in Beauty Qualifications (2002–2010)
1200
1000
800
Completions
600
400
200
0
2002 2003 2004 2005 2006 2007 2008 2009 2010
Certificate II Nail
Technology
264 300 390 474 455 468 427 470 459
Certificate II Make-up 367 390 346 293 285 371 410 541 741
Certificate II
Retail Cosmetic
Certificate III
Beauty Services
Certificate III
Nail Technology
Certificate IV
Beauty Therapy
Diploma of
Beauty Therapy
Diploma of Salon
Management
Vocational Graduate
Certificate in IPL and
Laser Hair Reduction
245 191 143 201 158 118 204 176 133
417 468 440 662 799 875 998 1,054 1,141
17 48 33 30 26 29 39 25 5
244 298 330 454 608 608 720 784 795
186 246 176 218 317 458 478 598 781
0 0 0 0 0 0 0 0 0
0 0 0 0 0 0 0 0 0
Hairdressing & Beauty Environmental Scan 2013
31

Future Directions for Endorsed
Components of Training Packages
For detailed information on the continuous
improvement of the hairdressing and beauty
training packages, please refer to Appendix A.
SIB10 Beauty Training Package
The SIB10 Beauty Training Package was endorsed
in September 2010, with version 1.2 released in
December 2011.
In August 2012, SSA commenced a comprehensive
industry scoping exercise to identify the current
landscape of the industry. This scoping project
sought information in key and emerging areas
of the beauty therapy industry:
• Essential beauty treatments and services
• Make-up
• Nail services
• Advanced treatments
• Spa and wellness
• Business/management requirements.
Industry identified that essential beauty treatments
and services continue to be the core of their business,
with emphasis placed on the value of underpinning
areas of anatomy and physiology, communication and
customer service. Advances in technology continue to
be raised as areas for development by the industry.
The business acumen required to successfully
operate a business in the beauty industry was also
highlighted integral to the future of the industry.
The revision of the SIB10 Beauty Training Package
will also encompass the transition to reflect the
new NSSC Standards for Training Packages. This
transition will provide industry with simplified
competency standards to reference, both in their
own practices and in accessing the training system.
This is an opportunity to provide RTOs with clearer
assessment parameters through the assessment
requirements, with the development of supporting
Companion Volumes alongside the SSA User Guide
providing clear industry advice to support quality
delivery of training.
The revised SIB10 Beauty Training Package
is anticipated for submission in early 2014.
SIH11 Hairdressing
Training Package
In June 2011, SSA released SIH11 Hairdressing
Training Package and the transition to the new NSSC
Standards for Training Packages will commence in
2014. It is anticipated that this will be submitted for
endorsement in late 2014.
32 Environmental Scan 2013 Hairdressing & Beauty

Appendices
Appendix A: Report of Continuous
Improvement of SIB10 Beauty
Training Package
No continuous improvement updates were made
to the SIB10 Beauty Training Package in 2012.
Appendix B: Report of Continuous
Improvement of SIH11
Hairdressing Training Package
No continuous improvement updates were made to
the SIH11 Hairdressing Training Package in 2012.
Hairdressing & Beauty Environmental Scan 2013
33

Appendix C: Hairdressing and Beauty Occupations and Qualifications
in Demand
ANZSCO
Code
Occupation
Training Package
Qualification
Justification/Evidence
451111 Beautician Certificate III in
Beauty Services
451111 Beauty
Therapist
451111 Nail
Technician
Certificate IV in
Beauty Therapy
Diploma of Beauty
Therapy
Certificate II in
Nail Technology
391111 Hairdresser Certificate III
in Hairdressing
The growing affluence and ageing of the population,
coupled with rapid technological advancements has led to
strong demand in the beauty and hairdressing industries.
As a result DEEWR forecasts the need for an additional
8,800 beauty therapists in the five years to 2016–17.
This is equivalent to an annual increase of 8.8 per cent.
For hairdressers, it is estimated that a further 3,100 will
be required over the same period, equivalent to an annual
increase 5.6 per cent.
Certificate IV
in Hairdressing
Diploma of Salon
Management
34 Environmental Scan 2013 Hairdressing & Beauty

Endnotes
1 DEEWR Trend Data based on: ABS, Cat. No.
6291.0.55.003, Labour Force, Australia,
August 2012.
2 DEEWR, 2012, Industry Projections to
2016–17, available at: http://www.deewr.gov.
au/LMIP/default.aspxLMIP/Publications/
IndustryEmploymentProjections
3 ABS, 2012, 2011 Census of Population and
Housing (4-digit level ANZSCO data retrieved
through ABS Census TableBuilder).
4 ABS, 2011, Cat. No. 6530.0, Household
Expenditure Survey 2009-10: Summary
of Results.
5 Lowe, P. (Assistant Governor, Reserve Bank
of Australia), 2011, ‘Changing Patterns in
Household Saving and Spending’, presentation
at Australian Economic Forum 2011, 22
September 2011, transcript available at:
http://www.rba.gov.au/speeches/2011/spag-220911.html
6 Ibid.
7 Brennan, A., 2012, IBISWorld Industry Report
Q9526 Hairdressing and Beauty Salons in
Australia, p. 22.
8 Oliver, D., 2011, Skill Shortages in the Trades
during Economic Downturns, Adelaide: NCVER,
p. 29 (figures based on ABS Labour Mobility
Survey, 1994, 2008).
9 Job Outlook, 2011, ‘Hairdressers: Statistics’
based on ABS, Cat. No. 6209.0, Labour
Mobility Survey, February 2008; DEEWR,
‘Projections to 2015–16’, DEEWR Internet
Vacancy Index, available at: http://joboutlook.
gov.au/Pages/occupation.aspxsearch=alpha&
tab=stats&cluster=&code=3911
10 Standing Council on Tertiary Education Skills
and Employment (SCOTESE), September 2012,
National Foundation Skills Strategy for Adults,
p. 7.
11 ABS, 2006, Cat. No. 4228.0. NB: 2006 is the
latest data available. The ALLS survey was
developed and produced by the ABS as part of
a broader international investigation into adult
numeracy and literacy.
12 SCOTESE, September 2012, National
Foundation Skills Strategy for Adults, p. 11.
13 Department of Education, Employment
and Workplace Relations (DEEWR), 2011,
Occupation Employment Projections – 2011,
available at: http://www.skillsinfo.gov.au/skills/
IndustryReportsCharts/
14 Ibid.
15 Centre for the Economics of Education and
Training, 2010, Forecasts of Labour and Skill
Requirements in the Service Industries 2010–
2015, prepared for Service Skills Australia,
p.55.
16 ABS, 2011, Cat. No. 3222.0, Population
Projections, Australia 2006 to 2101, Series B.
17 Job Outlook, 2012, based on: ABS, Labour
Force Survey, annual average 2011, available
at: http://joboutlook.gov.au/pages/occupation.
aspxsearch=alpha&tab=stats&cluster=&co
de=3911
18 Ibid.
19 Ibid.
20 Ibid.
Hairdressing & Beauty Environmental Scan 2013
35

21 The endorsed SIB10 Beauty Training Package
does not contain an Advanced Diploma.
22 For further information on the Right Way
Program, please refer to: http://www.
serviceskills.com.au/rightway
23 Service Skills South Australia, 2010,
Service Industries VET in Schools Project
Progress Report, October 2010, prepared
for Service Skills Australia by Service Skills
South Australia.
36 Environmental Scan 2013 Hairdressing & Beauty

www.serviceskills.com.au