An exciting moment for the PEER team today. We have been named as a finalist for the Large Training Provider of the Year at the 2025 SA Training Awards.

This award recognises large Registered Training Organisations (RTOs) that offer a range of training products and services and demonstrate excellence and high-level performance in all aspects of vocational education and training.

At PEER, we are shaping our state’s future workforce by combining industry demand, flexible learning and student wellbeing practices to help build a skilled workforce for South Australia.

We are committed to supporting our current 1100 apprentices and 700 school students in their licenced trades pathways and look forward to further expansion in the future. We also create access for regional South Australians through our innovative Mobile Electrical Training Unit. The future is bright at PEER.

Today’s recognition reflects our ambition to set a new national benchmark for student driven training delivery where flexibility, wellbeing and industry relevance merge to create future ready workers. None of this would be possible without the dedication of our staff, trainers, apprentices, students, partnered employers and industry partners.

The winner of the award will be announced at the Gala Presentation on Thursday, 25 September at the Adelaide Convention Centre. We look forward to providing you with an update!

For more information about this award, visit: https://skillscommission.sa.gov.au/2025-sata-finalists/large-training-provider-of-the-year

Media Release: SA Skills Commission Media Release Training Awards Finalists Announced 280825

We’re thrilled to share that PEER electrical apprentice and Ambassador, Isabella LaVista, has been featured in the latest HiViZ newsletter by Master Builders SA. In this inspiring interview, Isabella shares her journey into the trades, how she’s breaking down barriers for women in construction, and what motivates her to succeed.

As a PEER Ambassador, Isabella plays a key role in promoting trade careers to young people, particularly women, through school visits, public speaking, and mentoring. Her passion for the industry and her commitment to helping others make her a standout role model in the VET sector.

Read her full story below.

Source: Master Builders SA HiViZ Interview – Isabella Lavista

How to Be Rising Star and Tradeswoman of the Year

“My favourite moment at work was towards the end of my first year, I was running cables for damper actuators with my supervisor, Chris Errington, when he turned to me and said he’d put his nomination in for me as PEER apprentice of the year. He explained that he was impressed with my work ethic that he enjoyed working with me as I had a positive attitude and a drive that he hadn’t seen in many young workers. As a first year, I felt validated and proud of my work, as I was still learning and had a lot of self-doubt about whether I was doing a good job at work. This motivated me to work harder as I realised how much more I could accomplish if I put my mind to it.

 

Receiving feedback from someone you respect and look up to at work is validating and as women we are emotional creatures, we like to hear it and feel it. Whilst my male colleagues show their appreciation in playful jokes, hearing the words resounded with me more. I don’t feel what I do is extra, I just show up, do the job I’m told to do and do my best, but from what I’m learning there are lots of people out there that do the bare minimum.”

Are you comfortable with being a role model for others thinking of doing a trade?

“Absolutely. I strongly believe that if I can help others feel comfortable doing a trade by sharing my experience and being someone, they can relate to, then I am being the person in someone else’s life that I wish I had when I was considering becoming an apprentice. You can’t be what you can’t see, and I want to be seen by young girls and women so they know they can do a trade too.”

Closing statement from Isabella;

“I never planned to enter a trade; I was scared I’d be treated badly. I’m not treated badly but I am treated differently, just for being a woman. While more doors are opening for women in construction, the real change needs to happen on-site, with the men we work beside every day.

 

I’m constantly asked what it’s like to work in a male-dominated industry and honestly, I’m over it. Especially when it comes from men. What I’d rather see is more awareness around how to build better team dynamics, treat people fairly, and recognise the strengths women bring to the table.

 

Management often gets it, but the biggest culture shift needs to happen on the job sites. That’s where the outdated attitudes linger, and that’s where change matters most.”

Interviewer: Tahlia Cross – HiViZ Committee Member

At PEER, innovation is part of how we improve and evolve. A recent initiative by the RTO Team has not only raised the bar for training delivery but also reinforced why PEER continues to lead the way in education and apprentice development.

The pilot not only demonstrated the effectiveness of a reimagined training model but also showed the power of truly listening to apprentice feedback, something PEER is deeply committed to.

Through strong teamwork and a focus on improving the apprentice experience, PEER has introduced a new approach that’s already showing positive results.

This pilot has provided a solid example of what effective training can look like and offers a helpful model for future programs.

Trainees will have the opportunity to work with leading employers across Australia’s nuclear-powered submarine, naval shipbuilding, and sustainment enterprises. This important program provides a traineeship in a critical industry, designed to equip participants with the skills and experience needed to thrive in the Australia’s rapidly growing defence workforce. Throughout the program, trainees will gain exposure to a broad range of disciplines, including manufacturing and engineering, computing, technical drawing and CAD, warehousing and logistics, procurement and supply chain, and project scheduling.

Litica, another trainee in the program, reflected on the significance of the opportunity.

“I’m feeling excited and a little nervous, this is a big career opportunity for me, so there are a lot of emotions today. I’m looking forward to meeting new people and trying new things. Once I complete the program, I hope to have a career in the maritime side of the industry, ideally working on submarines and warships for the Navy.”

PEER is proud to support the next generation of defence industry talent and thanks all attendees for helping to make the welcome event a memorable milestone for this group of future leaders.

For more information about the Defence Industry Pathways Program, click here. PEER’s next intake is scheduled to commence on 7 October 2025.

Source: ABC’s Behind The News

Isabella loves her job as an electrical apprentice. (ABC News: Simon Goodes)

Despite this, when it came to deciding on her future, pathways to “hands-on careers” didn’t appear to be on the table.

“I went to a private all-girls school and trade really wasn’t even an option for me,” she says.

“I was told I had to apply for uni; literally, they would make sure we applied, otherwise they were like, ‘We can’t let you graduate.’

“If you don’t have a tradie, you don’t have anything — you don’t have a house to live in.”

While everyone may need a tradie, at the moment, not everyone can access one.

“There’s a massive shortage of tradies right around Australia,” says Will Frogley, CEO of Master Builders South Australia.

He says stigma — what Isabella experienced in high school — is impacting on the number of people taking up apprenticeships.

“I think we’re seeing this [trade] shortage because, for so many years, kids were told they had to go to university … otherwise, you’re second rate almost.

“Nothing could be further from the truth.”

More tradies ‘desperately needed’

According to Monash University’s 2024 Australian Youth Barometer report, 70 per cent of young people aged 15 to 19 say they plan to go to university after school.

For apprenticeships, the numbers are far lower, with only 15.2 per cent of males, 9.2 per cent of gender-diverse young people, and 4.1 per cent of females planning to do an apprenticeship.

Looking at figures, it is no surprise that the number of people starting apprenticeships and joining the trade sector has not kept up with population growth over the past 10 years.

“Without enough people, construction work takes longer, it’s more expensive, and the quality can suffer as well, so we really desperately need more tradies,” Mr Frogley says.

Master Builders Australia estimates that the industry needs an extra 130,000 workers to reach the government’s national target of 1.2 million new homes by mid-2029.

The apprenticeship “earning while learning” model has always been a selling point, however, apprenticeship wages aren’t particularly high, and some say this is contributing to the tradie shortage.

“The wages are a bit challenging sometimes when you’ve got car insurance to pay for and rego or your car’s broken down,” Josef says.

“That can be hard if you’re not a good saver.”

The federal government has been targeting wages to entice more people to take on a trade.

Earlier this year, the Albanese government announced an incentive that would pay housing and construction apprentices $10,000 in five instalments over the duration of their training, with more given to those who live away from home.

Mr Frogley says incentives like this do make a difference.

“We need to make it as attractive as possible to be an apprentice,” he says.

“You can earn more money today doing something else.

“But my message is if you stick with it, once you finish your apprenticeship within a few years you can be earning really good money and that’s why it’s really rewarding to stay the course.”

This is Josef’s perspective, too.

“Once you’re qualified as well, the money’s just, you know, pretty insane for what it is and what you can do,” he says.

Not just about the money

The tradie shortage doesn’t start and end with money, though. Some in the industry say there are cultural challenges that contribute to the fact that almost half of apprentices don’t finish their training. 

“I’ve had a lot of mates do apprenticeships and then not follow through … it was very challenging times for them,” says Josef, who believes there should be more support for apprentices while they’re doing their training.

“Some companies and some tradespeople [are] very hard on the apprentices – it’s sink or swim.

“Maybe some bullying as well; some people face that.”

Mr Frogley says generational change in the industry can contribute to these challenges.

“There’s a mindset from some of the old guard in the industry that kids lack resilience these days, they don’t know how to work, they’re much more high maintenance than they used to be,” Mr Frogley says.

“But at the end of the day, it is a different generation, and they want more support, so you give it to them to help them succeed.

“That’s what it’s all about.”

Gender disparity in the trade sector is another significant factor when it comes to the tradie shortage.

Fewer than 3 per cent of people on the tools in Australia’s building and construction workforce are women.

“We need way more female tradies,” Mr Frogley says.

“But you’ve got to get the basics right if you want to attract more women into the industry.”

When it comes to basics, we’re talking as basic as an accessible bathroom.

Isabella says the worst thing she’s experienced is the lack of female toilets on sites.

“I’ve been on a couple of job sites where I’ve been told to drive to the closest servo for a toilet, where there’s been a block of men’s toilets with urinals in it,” she says.

“So, obviously, I don’t want to go in there, and then they won’t have a female toilet at all.

“There’s also a lack of sanitary facilities in women’s toilets when they are on site.”

For Isabella, having more women on site means having a more diverse skill set, which benefits everyone.

“I might not be as tall and strong as a guy on site, but I’ve got different problem-solving skills to him,” she says.

“I’ve seen it firsthand. We [men and women] work really well together.”

But, to bring more women into the trade sector, Isabella believes visibility and education are crucial.

“Every time we speak about women in trade, it’s always at trade events,” she says.

“I just think we need to go broader so get out to the schools, get out to society in general.

“If it doesn’t even seem like an option, people aren’t going to consider it.”

PEER extends sincere thanks to all involved in supporting the 2025 WorldSkills Australia National Championships.

The event served as a powerful reminder of the strength of the apprenticeship model and the value of collaboration across employers, trainers, mentors, and the broader Vocational education community.

PEER apprentices Joseph Prior (Electrical – hosted by Glow Heating & Cooling), Aidan Coleman (Electrical – hosted by AHT), and Finn Koch-Reid (Refrigeration – hosted by Westside Group) represented South Australia with distinction. Their professionalism, technical capability and commitment were outstanding, reflecting the quality of training and support they have received throughout their journey.

This milestone represents a great moment of pride for PEER and the broader trade training community, a reflection of the commitment to excellence and the shared goal of building highly skilled tradespeople for South Australia.

“The luncheon was a great networking event where I met so many amazing and inspiring people in the industry with the same burning passion for women in trade that I have. But I realised something as I was leaving the venue that day – we need to grow out of the industry and get the message out into society that girls can not only do a trade but also thrive in a trade. I want to make a difference so we can achieve the norm of ‘people in trade’ instead of ‘women in trade’.”

Source: Australian Government I Defence: Shaping up to get ships out | Defence

It’s all hands on deck for South Australia’s next generation of shipbuilders with the launch of two exciting employment initiatives.

The first cohort of South Australian trainees and apprentices took their first steps into the defence industry through the Defence Industry Pathways Program and Shipbuilding Employment Pathways pilot initiative.

The Shipbuilding Employment Pathways initiative will support apprentices throughout their four-year trade qualifications, building skills and experience in trades critical to Australia’s nuclear-powered submarine and naval shipbuilding and sustainment industries.

Several intakes of apprentices will commence over the next two years, growing the future workforce for South Australia’s shipbuilders and supply chains.

Through the Defence Industry Pathways Program, trainees will receive hands-on experience working with defence industry employers, finishing in 12 months with a nationally recognised Certificate III in Defence Industry Pathways.

Over the next three years, 150 South Australian trainees will begin their journey through this tailored pathway.

The program has been expanded from Western Australia, where it started as a pilot in 2021 and continues to thrive. Over the past four years, nine intakes have completed the program, with more than 70 per cent of graduates securing jobs in the maritime defence industry, while others have chosen to continue their training.

First Assistant Secretary Waterfront and Continuous Naval Shipbuilding and Sustainment Andy Cann welcomed the first South Australian trainee cohort, and highlighted the importance of the Defence Industry Pathways Program.

“The resounding success of the Defence Industry Pathways Program in Western Australia and its expansion into South Australia is part of how we develop the workforce to deliver maritime capabilities for the Australian Defence Force for decades to come,” Mr Cann said.

“Establishing the program in South Australia offers more opportunities for young people seeking to join the maritime defence industry, and ensures our nation’s long-term naval capability needs are supported by a highly skilled workforce.”

‘I was drawn to this program because of my passion in cybersecurity, and it feels like the perfect first step. I’m looking forward to learning new skills and gaining real-world experience to help build my career in the field.’

For 23-year-old Matthew Clemente, one of the first South Australian trainees, the Defence Industry Pathways Program is exciting and a little nerve-wracking.

“It’s a fantastic opportunity to pave the way for future trainees,” Mr Clemente said.

“I was drawn to this program because of my passion in cybersecurity, and it feels like the perfect first step. I’m looking forward to learning new skills and gaining real-world experience to help build my career in the field.”

Head Virginia Workforce and Commercial in the Australian Submarine Agency Rear Admiral David Mann said these initiatives demonstrated the Government’s commitment to the AUKUS partnership.

“These trainees and apprentices will get valuable experience in defence industry, growing the highly skilled workforce needed to support, enable and build nuclear-powered submarines,” Rear Admiral Mann said.

“This investment in our next generation of defence industry workers demonstrates our commitment to Australia’s nuclear-powered submarine program.

“These initiatives will create rewarding, long-term career pathways for new workers in South Australia.”

The program is also one of the 22 initiatives contained in the South Australian Defence Industry Workforce and Skills Action Plan.

The initiatives have been designed in partnership with industry to generate near-term and sustained longer-term impacts to address workforce demands and projected future needs, while also building on work already under way.

With plans to expand the Defence Industry Pathways Program across the country in future years, graduates are already proving to be an integral part of Australia’s naval shipbuilding and sustainment enterprise.

Peer Education Employment & Training Ltd (PEER) is supporting both initiatives, in partnership with TAFE SA. Visit their website to express interest in joining the next intakes of the programs: peer.com.au/careers/

PEER is excited to announce that Joseph Prior, our PEER Ambassador and Electrical Apprentice, will be participating in the National Apprentice Employment Network’s ‘Today’s Skills: Tomorrow’s Leaders’ (TSTL) program. This initiative gathers exceptional apprentices and trainees from across Australia.

Joseph is among 25 promising participants set to embark on an intensive career development program aimed at nurturing their leadership skills. All attendees are recognised as emerging leaders in various fields, including electrical, business, plumbing, health, project management, and automotive.

The week-long residential program will take place in Canberra from 3-8 November and will be officially launched by the Governor-General, Her Excellency the Honourable Ms. Sam Mostyn AC.

We’re thrilled for Joseph and look forward to the valuable skills and insights he will bring back from this program!

The PEER Team is thrilled to announce that Jordan Hocking, our PEER Ambassador and Refrigeration Apprentice, has been named a finalist for two prestigious industry awards.

Jordan is competing for the AMCA Apprentice of the Year Award, with the winner to be revealed on November 22 at the AMCA National Industry Excellence Awards in Adelaide. He is also nominated for the AIRAH Student of the Year – Trade Award, with results announced on November 21 at the AIRAH Awards in Melbourne.

This remarkable recognition showcases Jordan's exceptional talent and commitment. We would like to extend our gratitude to his host employer, Tony Whitehair from T&S Refrigeration, for his invaluable support.

We congratulate Jordan on this incredible achievement and wish him the best of luck at both awards ceremonies.