Page 12 - Future_of_Snowsport_Industry_EN
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How could the industry’s attractiveness be improved?
Development suggestions were requested from those The challenges of year-round employment are related to
respondents who felt that the ski resort industry does the seasonality of the work. Respondents were asked for
not offer opportunities to build a career. In this feedback, feedback on how year-round employment in the ski resort
challenges related to wages and year-round employment industry could be improved. Increasing and developing
were highlighted. When asked about the key areas for summer activities in ski resort areas was generally seen
improvement in the industry, better pay was mentioned as a way to reduce seasonality and promote year-round
by nearly every third respondent, followed by year-round employment. Combining work with other industries and
employment and housing. entrepreneurship was also seen as an opportunity. While
there is plenty of work during the winter season, securing
In addition to salary, better employment benefits (in- affordable and suitable accommodation emerged as one
cluding those related to housing) would have a positive challenge, even year-round.
impact on encouraging career development and retaining
professionals in the field. From the perspective of ski “Support the education of ski instructors, plan
resorts, this would also have a positive effect on work- year-round activities so that one could work
force availability. at the ski resort continuously. The constant
seasonality is a barrier to development and
Other factors that were mentioned as positively affecting continuity. Due to housing issues, many don’t
career advancement include training opportunities, the want to return to shared accommodations,
overall development of the industry towards year-round making it nearly impossible for adults to live in
operations, and collaboration and networking with vari- a ski resort. Consequently, job roles don’t have
ous stakeholders to promote year-round employment and a chance to develop, as someone willing to live
labour mobility for job opportunities. However, oppor- in a bunk bed with others often ends up taking
tunities for education and international, cross-industry on the job. In other words, jobs go to those
collaboration should continue to be developed. who happen to get housing or are willing to
tolerate poor living conditions, not necessarily
Better salary 30% to those who would be the best fit for the role.”
Ski Instructor, female,
Finland, more than 8 years in the field
Year-round employment 11% “Improve the salary; the work is extremely WORKFORCE ISSUES IN TOURISM AND SKI RESORT AREAS
demanding and doesn’t in any way correspond to
Housing 10% the current pay. [...] Support for education could
be provided. At the moment, we pay for all our
Career development 4% own training and courses. [...] Also, incentives
Opportunities for education 4% for well-done work would be appropriate. If, for
instance, you receive positive feedback or a cus-
Industry recognition 3% tomer returns for another lesson and, in the best
case, requests the same instructor, you could
Open text question: ”The key areas for improvement receive a small salary bonus.”
to make the ski resort industry more attractive as an
employer.” n=257 Ski Instructor, male, Finland,
1-3 years in the field
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Some of the suggested summer activity offerings for ski
resorts included typical activities that are already being
developed, such as:
• Diversifying and developing mountain bike trails and
bike park activities. Downhill biking was also men-
tioned in relation to cycling.
