Dairying and employment in the Amuri district, North Canterbury : 1983 to 2002

Abstract

In response to difficulties attracting and retaining farm staff, dairy farmers in the Amuri district, North Canterbury, banded together to form the Amuri Dairy Employers Group (ADEG). ADEG developed a Code of Practice of employment standards, which members were encouraged to achieve. This thesis reports on the findings of a two-year case study into this group. ADEG members were interviewed in 2001 and 2002, and employees of ADEG members were studied in 2002. The goal of this research was to understand what ADEG had done, and how it did it, such that the concept could be replicated if found to be of value.

ADEG members have to attend the annual employer training courses provided and pass the Code of Practice assessment to retain membership. Training in husbandries and technical skills was provided for employees, as well as training in topics such as cooking and budgeting and some other life skills. This was part of ensuring that all employees had the required life skills to maintain their own well-being, which is a responsibility of ADEG members.

ADEG has in approximately three years addressed many of the problems its members faced, with most now able to attract and retain the staff they want. The employees have also benefited from the activities of ADEG.

The problems that affected the Amuri were similar to those affecting much of the dairy industry currently. The dairy industry is unable to attract and retain the number of people it requires. The dairy industry is also growing in total size, while herd numbers are falling. The resulting changes are moving many dairy farms beyond their traditional family farm size. This is leading to many on farm employment relationship problems, further worsening the situation.

ADEG has addressed many of these issues in the Amuri and would appear to provide a useful model for addressing the labour shortages in New Zealand's dairy industry. ADEG took a multifaceted approach to the problems in the Amuri, increasing the skill levels of its members as employers, as well as building the skill base among employees in the area. Primarily through the training provided and the associated interaction, ADEG members have gained a better understanding of their employment relationships. Related to this issue were the activities undertaken to address social issues in the area, such as through building social networks. In this way ADEG has achieved much in the time it has been in existence.

ADEG provides a valuable model for addressing the people and skill shortage in the dairy industry.