Transforming Workplaces for Longevity and Age Diversity
Embracing the longevity bonus and challenging ageism, organizations are adapting to an evolving workforce marked by increased life expectancy. In Australia, older demographics are growing, necessitating age-friendly workplace practices to accommodate diverse stages of adulthood. Awareness of age discrimination is highlighted, urging businesses to foster inclusive environments. The Queensland public sector, in particular, faces the prospect of a significant portion of its workforce retiring in the coming decade.
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Presentation Transcript
Longevity in the sector Creating age-friendly workplaces
We have not added decades to life expectancy by simply extending old age; instead we have opened up a new space pathway through the life course, a second and different kind of adulthood that precedes old age, and as a result every stage of life is undergoing change. Longevity is changing everything about life and work Mary Catherine Bateson
The longevity bonus allows us to do more with our extra time.
Treating people like a product that has reached the end of a lifecycle has no place in in the sector. Maturity Growth Decline Introduction
What we know Macro trends Older Australians are a growing proportion of the total population More than 1 in 7 Australians are aged 65 years or over Life expectancy is increasing: women aged 65 in 2015 2017 could expect to live another 22.3 years (expected age at death of 87.3 years) men aged 65 in 2015 2017 could expect to live another 19.7 years (expected age at death of 84.7 years). Australian Institute of Health and Welfare 2017, COTA 2018
What we know Attitudes and ageism Age discrimination is unlawful in all aspects of work, including recruitment, terms and conditions on which a job is offered, employment benefits, training, transfers, promotion and dismissal. YET Almost one-third of Australians perceived some form of age-related discrimination while employed or looking for work in the last 12 months. One in ten businesses [respondents] have an age above which they will not recruit the average age is 50 years. Anti-Discrimination Act 1991; University of South Australia 2017; Australian Human Rights Commission 2013
Queensland public sector Snapshot The average age of the sector workforce is 44.39 61,135 workers in the sector are 55+ Of the 9374 over 65: - 2125 employees are aged 70+ - 87 employees are aged 80+ 68% of 55+ workforce is female Total Staff By Age Category 65 and over 9,374 60 to 64 20,233 55 to 59 31,528 50 to 54 34,727 45 to 49 38,622 40 to 44 34,551 35 to 39 33,677 30 to 34 30,437 25 to 29 26,668 Nearly 23% of the current workforce could potentially retire in the next 10 years. 20 to 24 12,293 19 years and less 1,274 - 10,000 20,000 30,000 40,000 50,000 Based on MOHRI 2019 June Quarter
Queensland public sector The average retirement age is almost 64* and continues to rise. The proportion of the workforce that is 65 and over is increasing year on year 5 Year Trend Retirement age trend Percentages of the workforce 50 and older 64 2019 12.70% 11.53% 7.40% 3.43% 63.5 2018 12.69% 11.69% 7.03% 3.22% 63 2017 12.96% 11.68% 6.85% 2.97% 2016 13.25% 11.58% 6.58% 2.72% 62.5 2015 62.58 62.54 62.57 2016 63.23 63.18 63.21 2017 63.2 63.36 63.25 2018 63.71 63.46 63.63 2019 63.78 63.93 63.82 Female Male Sector 2015 13.61% 11.37% 6.35% 2.55% 0% 5% 10% 15% 20% 25% 30% 35% 40% Female Male Sector 50 - 54 55 - 59 60 - 64 65 and Over Based on MOHRI 2019 June Quarter; *reason given for separation is age retirement
Queensland public sector Snapshot The 55+ workforce is disproportionately represented at entry level and middle management level positions. AO equivalent - percentage of workforce 'group' SES and above Equivalent 4% 3% SO Equivalent 5% 4% AO8 Equivalent 5% 5% AO7 Equivalent 14% 10.00% AO6 Equivalent 18% 20% AO5 Equivalent 6% 11% AO4 Equivalent 10% 15% AO3 Equivalent 14% 13% AO2 Equivalent 26% 19% AO1 Equivalent Percentage of whole workforce Percentage of 55+ workforce Based on MOHRI 2019 June Quarter
Queensland public sector Snapshot Many of the roles most held by 55+ are labour intensive or physically demanding. These roles present opportunities to explore contemporary flexibility. Workers 55+ top ANZSCO Codes 3,000 2,592 2,525 2,500 2,343 2,000 1,732 1,722 1,604 1,576 1,410 1,500 1,298 1,138 1,120 949 845 1,000 783 752 677 674 624 614 592 567 526 517 487 417 406 500 213 210 183 155 0 Primary School Teacher General Clerk Registered Nurses nec Teachers' Aide Commercial Cleaner Secondary School Teacher Enrolled Nurse Labourers nec Integration Aide Special Needs Teacher 55 - 59 60 - 64 65 and Over Based on MOHRI 2019 June Quarter
What we heard Interviews and questionnaires circulated through Yammer and Healthy Worker Network in May 2019 19 staff 55+yo from 13 agencies males/females
What keeps people in the sector? Early in my career I was motivated by the finances and seeking promotions so I could give my family a better life. Now that the children have left home, I m motivated by different things I m looking for interesting work, autonomy and learning new skills. Interesting and challenging work Learning new skills The thing I like most about work is the challenge and new experiences. I enjoy being busy, working as part of a supportive team, learning new things, keeping up to date with the technology. Opportunities for new experiences
What will keep people longer The thing I like least office politics, poor management and toxic teams and disrespectful workplace environments. Respectful workplaces I don t put my hand up for development opportunities because I fear they won t see an ROI if I am leaving in a few years. Development opportunities I would definitely keep working if there was more flexibility that allowed me to transition from full time to part time, or work compressed hours that sort of thing, or opportunities to gain new skills or take on new opportunities for meaningful work, where I can make a contribution. Flexible work Meaningful work
Whats working Flexible work opportunities: hours worked, places of work and work arrangements. Sector wide leadership and development resources Talent mobility opportunities Health and wellbeing programs and resources
What success looks like A public sector that: Recruits based on talent, skills, potential and experience. Recognises and respects the needs of individuals at every life stage. Supports an inclusive, age diverse, workforce.
planning across a multi-phased life opportunities to participate in challenging work managing impact of automation key workforce practices flexibility and mobility inclusive cultures Wellbeing support (financial, physical, social, mental health)
What the sector will do? Create conversations about: longevity in the sector career contributions across the lifespan Promote flexible working options for all life stages Expand reverse mentoring and networking programs the OWLS network across the sector (Queensland Treasury) Create online resources to support agencies in addressing the needs of their 55+ workforce
What agencies can do? Focus on more age neutral recruitment processes Build inclusive cultures that grow respect across diverse generations Develop more effective career contribution conversations across ages Enable workforce mobility at all stages of working life (Talent now) Support life-long learning and development of new skills across the lifespan Promote flexible work options that enable life leave across careers stages Tailor health and wellbeing programs to meet the specific needs of individuals Facilitate knowledge sharing across the sector understand age friendly workplace best practices Support networking and intergenerational mentoring
I dont believe in retirement its just another phase of my life. At the end of the day What concerns me most about the future? Life throwing me a curve ball in terms of my health, my parents health, or not being about to cope financially. I don t want to retire. I watched my grandmother and mother grapple with dementia and I want to maintain my health physically and mentally as long as I can so I avoid the same happening to me.
Sources www.aihw.gov.au/reports/older-people/older-australia-at-a-glance/contents/health-functioning/life-expectancy www.cota.org.au/policy/state-of-the-older-nation/ https://theconversation.com/age-discrimination-in-the-workplace-happening-to-people-as-young-as-45-study-76095 www.humanrights.gov.au/our-work/age-discrimination/projects/willing-work-national-inquiry-employment-discrimination https://unisabusinessschool.edu.au/magazine/10/building-a-better-workplace/ https://www.forgov.qld.gov.au/queensland-public-service-workforce-statistics
