Mature Workers Matter
University of Adelaide
2 June 2011
MATURE WORKERS MATTER
“The typical aged care worker is female, born in
Australia, aged 50, married, with at least 12
years of schooling + post school
qualifications, working 16 – 34 hours a
week.”
ACSA Our Clients and Our Workforce presentation
MATURE WORKERS MATTER
Workforce Statistics
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93% residential & 91% community workers are female (NILS, 2008).
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60% residential care workers aged over 45 + & 70% community care workers aged
45 + Aust workforce 36.7% (NILS, 2008). HACC workforce 56% 45 + (HACC, 2006).
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2/3rds residential and 60% of community workers are part-time. 29% are casual
(more in community care) (NILS, 2008).
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2/3rds residential & 3/4s community workers Australian born (NILS, 2008).
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1 in 4 PCs & CCW and 1 in 5 RNs have to be replaced each year by their current
employer (NILS, 2008).
MATURE WORKERS MATTER
Particular Challenges for Mature Workers
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Very manual nature of work
Majority of workforce made up of women
Very high workloads
Significant stress
Sandwich generation
People working longer
MATURE WORKERS MATTER
Older Workers Rock
• Experienced
• Dedicated
• Outstanding work ethic
• Skilled
• Lots of us
• Empathy with residents/clients
• Loyal
MATURE WORKERS MATTER
Attracted to work because they find working with clients rewarding.
Very committed to high quality care – balance high work loads, complex
client/carer issues, legal & regulatory responsibilities, internal & external
reporting, human resource issues.
Pay rate is lower than comparative industries which exacerbates feeling of being
undervalued.
Job satisfaction very important:
Good team and management support (supportive work environment)
Being valued by managers, clients and the community
Good work conditions eg family-flexible work arrangements, ongoing learning
opportunities, salary packaging, more time caring, autonomy, career pathways etc
Enough staff to share work load reducing the feeling of pressure and stress (this was
seen as more important than a pay rise in some areas)
MATURE WORKERS MATTER
ACS Mature Workers Matter Project, funded by
Employers Mutual Ltd.
Project Purpose
 Build leadership capability around mature workforce
matters
 Support the implementation of practical interventions to
improve the working experience of mature workers
 Provide resources to keep workers in good health and free
from injury
MATURE WORKERS MATTER
Project Outcomes
• Web-based Resource Kit
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E-learning module
Industry Case Studies
Champion’s Projects – progress reports
List of tools and resources
Champions will
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Participate in series of 4 Master Classes
Continue to meet for peer support
Implement and measure success of their projects
Offer mentor support to industry
Keep mature worker matters on the agenda
MATURE WORKERS MATTER
Project Process
• Steering Group made up of key stakeholders
• Consultation with Senior Managers, HR staff,
Supervisors/Coordinators and mature workers
• Series of 4 Master Classes
• Appointment of Industry Champions
MATURE WORKERS MATTER
Consultation Findings Identified a Need For:
• More sophisticated understanding and application of flexible work
practices
• Examination of job design and individual workability
• Exploration of different staffing models and organisation structures
• Implementation of career pathways and transition to retirement
incorporating new roles such as mentoring, training, coaching etc
• Considering how technology can reduce manual handling risks
• Rethinking wellbeing programs and what incentives would increase
uptake
• The important place of consultation and conversations
MATURE WORKERS MATTER
Learning’s So Far
• Although a lot of interest and enthusiasm in the topic, workload and
nature of a not for profit industry means that commitment to
attending a series of 4 master classes is problematic – overcome
with flexible options
• Designing and implementing projects within the master class time
frame difficult – alternatives offered
• Flexible arrangements often available but work culture not
conducive
• Some interventions reliant on increased funding
• Need transformational change and thinking outside the square but
sustainable change is more likely to happen incrementally
MATURE WORKERS MATTER
Master Classes
• Decision makers - HR, OHS or Site Managers /
Coordinators
• A community of 30 practitioners with 10
regularly involved
• Four three hour sessions over 5 month
period
MATURE WORKERS MATTER
Master Class Program
1 Why Mature Workers Matter
2 Return to Work Conversations
3 Flexible Work Practices
4 Work Organisation & Job Design
MATURE WORKERS MATTER
Master Class Projects
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Mentoring projects
Health & Wellbeing
Manual handling
Interviewing mature workers
Job redesign
MATURE WORKERS MATTER
• Master Class
content
• Case studies
• Projects detail
• Resources
• Podcasts,
Checklists
• Champion
profiles
MATURE WORKERS MATTER
MOST IMPORTANT ADVOCATES FOR WORKING IN SECTOR
ARE EXISTING WORKERS
 Look After Your Current Workforce And They Will Provide
The Best Care Possible
 Look After Your Current Workforce And They Will Attract
The Future Workforce
QUESTIONS ?
THANKS FOR FUNDING FROM
EMPLOYERS MUTUAL LTD
Carol Mohan
HACC Service Support & Development Officer
Aged & Community Services SA & NT Inc
Telephone: 8338 7111
Email: hacc@agedcommunity.asn.au