Executive summary Being valued One of the most fundamental findings of the survey was that Translating and Interpreting professionals want their contribution acknowledged and appropriately recognised. While 66 per cent thought their services were valued either highly or very highly by those individuals to whom they provided services, there was a significant level of concern about the value attached to Translating and Interpreting work by Government departments, labour hire and booking agencies and the general community with 51, 61 and 60 per cent of respondents respectively saying that their work was valued only moderately, somewhat, little or not at all. The lack of recognition for the value of the work of Translators and Interpreters has a direct impact on the viability of the industry and profession.
Work challenges The survey found that income insecurity and incomes not keeping pace with inflation were key work issues for Translating and Interpreting professionals. This was followed by significant levels of concern about covering costs such as communications tools and vehicle/travel expenses, lack of payment for travel time, insufficient minimum terms of engagement, insufficient notice of cancellation and cancellation fees, and the lack of time allowed for briefing prior to engagement including access to background documents etc. Many respondents noted the low level of retirement earnings they had arising from their insecure employment and low rates of pay, and reported that professional isolation was a common experience. Each of these concerns has the potential to operate as a disincentive to retaining experienced, qualified Translators and Interpreters in the industry.
Agencies With placements sourced via labour hire and booking agencies, the survey sought data on issues Translating and Interpreting professionals had with the agencies through which they operated. There was significant concern about hourly rates, the gap between the rates agencies charge clients and the fee received by the Translators and Interpreters, agencies sending non-qualified individuals to jobs and possible favouritism by agencies in the allocation of work. The lack of opportunity to negotiate terms fair to both parties was also an issue.
Contractor or employee The survey indicated that there was some confusion amongst the Translating and Interpreting profession about their status as employees or contractors, and the rights and obligations attached to each method of engagement. 28 per cent reported that they did not have a clear understanding of their status as an employee or contractor, and 40 per cent did not have a clear understanding of the different rights and obligations attached to each method of engagement. Uncertainty about contractor/employee status and the potential for misclassification introduces a serious level of risk to the industry.
Deprofessionalisation
PAGE 8
86 per cent of respondents were concerned or very concerned about deprofessionalisation of the industry including the use of non-accredited in-house staff and/or friends or relatives to do Interpreting and Translating work. The survey provided an insight into the broad range of factors contributing to deprofessionalisation.