ACT Age-friendly Employer Awards
GUIDELINES
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Table of Contents
Introduction ............................................................................................................................................ 3
Eligibility .................................................................................................................................................. 3
Selection Criteria ..................................................................................................................................... 4
Assessment process ................................................................................................................................ 4
Why nominate?....................................................................................................................................... 5
Timeline................................................................................................................................................... 5
Lodgment of nomination forms .............................................................................................................. 5
Nomination validity................................................................................................................................. 6
Assistance with submissions ................................................................................................................... 6
Terms and conditions.............................................................................................................................. 6
References .............................................................................................................................................. 7
Accessibility ............................................................................................................................................. 7
APPENDIX A: Examples of Age-friendly employer practices ................................................................... 8
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Introduction
The long-term success of any business depends on the ability to tap into a diverse body of talent,
knowledge and skills.
With the maturing of the Australian population, older workers are becoming the fastest growing
segment of the workforce and many intend to continue to work well past the traditional retirement
age as full or part time workers.
It is important to create age friendly workplaces with practices that ‘optimise the talents of older
workers and create environments that capitalise on age-diverse workforces in order to grow and
thrive.’1
Today’s older workers offer the benefit of experience and expertise, and as a group are considered
by managers and HR professionals as highly motivated and responsible, and generally more reliable,
loyal, and superior in interpersonal and communication skills than younger workers.2 Using their
considerable skills in workplace mentoring programs can save your business money by reducing staff
turnover, offering training to other employees and increasing staff morale. Additionally, older
workers can relate well to the growing base of older customers.3
The ACT Age-friendly Employer Awards highlight the positive contribution older workers make to the
workplace and recognise employers that create a workplace environment that encourages and
retains older workers (50+), and raise community awareness of the benefits of older workers.
Policies and practices that benefit older workers also have a positive impact on other workers and
can enhance business success.
Eligibility

The Awards are open to all ACT employers.

There are separate award categories for small employers (1-19 employees) and larger
employers (20+ employees).

The business must have been in operation for at least six months and must be operational at
the time of the presentation of the award.

Nominees must be businesses with an Australian Business number (ABN) offering goods or
services for sale.
1
Finkelstein, R et al. (2012). Age-Smart Employer NYC: Compendium of strategies and practices, New York Academy of
Medicine, New York. Retrieved from http://www.nyam.org/age-smart-employer/documents/ASE_Compendium.pdf
2 Johnson, R. W. (2007). Managerial attitudes towards older workers: A review of the evidence. The Retirement Policy
Program Discussion Paper 08-04, The Urban Institute: Washington, D.C. Retrieved from
http://www.urban.org/uploadedPDF/411705_aging_boomers.pdf
3 Economist Intelligence Unit. (2011). A silver opportunity? Rising longevity and its implications for business. Retrieved from
http://longevity.axa.com/pdf/AVIVA_Axa_Longevity_GB_Web.pdf
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
Businesses that have been found to be in breach of ACT or Commonwealth law, the Human
Rights Act 2004 (ACT) or Discrimination Act 1991 (ACT) will be excluded.

Employers may apply, or be nominated by employees or customers.

Mature age workers are defined as being 50 years of age or older for the purposes of this
award.
Selection Criteria
Nominations will be considered on how well a business demonstrates that their workplace optimises
the talent of older workers and creates environments that capitalise on age-diverse workforces,
while meeting both business and employee goals.
An applicant’s age-friendly practices can occur either informally (but can be documented) or as part
of a formalised program or policy.
Strategies to achieve an Age-friendly workplace address but are not limited to the following
objectives:

Effectively recruit mature age workers;

Demonstrate strategies for retaining mature age workers by:

o
Actively supporting and providing opportunities for mature age workers including
training, education and career development;
o
Offering flexible work options such as job sharing, part-time employment, leave
arrangements for caring responsibilities;
Promote meaningful and streamlined transitions from work to retirement.
There is no expectation that applicants will meet all objectives. The goal of the Age-friendly
Employer Awards is to identify and promote innovative strategies employers use in the ACT to
create Age-friendly workplaces.
Assessment process

Nominations will be judged against the Selection Criteria by a judging panel that includes
representatives from business, community and government.

Employees may be interviewed about the age-friendly workplace practices and
organisational culture outlined in the initial application.

Judges cannot be nominated for an award and are required to declare conflicts of interest.

Winners will be honoured at an awards ceremony at the ACT and Region Chamber of
Commerce and Industry Annual Dinner on 21 May 2014.
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Why nominate?
The Award winner will receive:

On year’s Annual membership to the ACT and Region Chamber of Commerce and Industry
for small employers (1-19 employees) or an equivalent contribution to one year’s Annual
membership to the ACT and Region Chamber of Commerce and Industry for large employers
(20+ employees);

A professional development course with the Chamber (for one person);

A framed Award certificate for display in their premises;

Dinner and admission for four people to the ACT and Region Chamber of Commerce and
Industry Annual Dinner;

Recognition in local media and on the Chamber of Commerce website;

Use of 2014 Age-friendly Employer Award Winner logo; and

Opportunity to showcase your business to your peers.
Timeline

Nominations open: 3 March 2014

Nominations close: 14 April 2014

Awardees Honoured: 21 May 2014
Lodgment of nomination forms
Nominations forms should be submitted online at
www.communityservices.act.gov.au/wac/ageing/act-age-friendly-awards by 14 April 2014.
Nominees are encouraged to provide supporting material with their submission, which may include:
testimonials, photos, and newspaper clippings, audio visual and other relevant material.
Where it is not convenient to produce supporting documentation in digital format, post to:
ACT Age-friendly Employer Awards
c/- ACT Office for Ageing
GPO Box 158
CANBERRA ACT 2601
Online and postal nominations will receive a return confirmation notice within five business days of
receipt. If you do not receive a confirmation notice, please contact the ACT Office for Ageing at
communitypolicy@act.gov.au or at 6207 6138 before 14 April 2014.
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Nomination validity
To be valid, submissions must:

Be provided with the knowledge and agreement of the nominee.

Be lodged no later than 5pm on 14 April 2014.

Include a signed declaration of agreement to the conditions (page 5 of the nomination form
document).

Comply with the published award eligibility, guidelines and conditions of entry.
Assistance with submissions
If you require assistance in the preparation of submissions or have any questions regarding any
aspect of these awards, please contact the ACT Office for Ageing at communitypolicy@act.gov.au or
at 6207 6138 before 14 April 2014.
Terms and conditions
1. The judges’ decision will be final and no correspondence or discussion will be entered into.
2. In lodging a nomination for the Age-Friendly Employer Award, the businesses and individuals
submitting give permission for the ACT Government and ACT Region Chamber of Commerce and
Industry to publish details of the entry for the purpose of promoting these Awards.
3. Any photographic film, either still or motion will remain the property of the ACT Government
and ACT Region Chamber of Commerce and Industry who shall have free and full rights to use
the name, photograph or film or recommendation of any nominee for the purposes of
promoting the Awards or active ageing initiatives.
4. Businesses lodging an award submission agree to be available for the Awards Ceremony on 21
May 2014.
5. Entry into the ACT Age-friendly Employer Awards constitutes acceptance of all terms and
conditions.
6. By lodging this submission the nominee affirms that the nominee has not been found to be in
breach of Human Rights legislation or currently disputing a claim under this legislation.
7. The ACT Government and the Awards Coordinator will not be responsible for the improper
delivery or non-arrival of awards material.
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References
1. AARP (2013). AARP Best Employers for Workers Over 50. Retrieved from
http://www.aarp.org/work/employee-benefits/info-092009/about_the_best_employers_program.html
2. Economist Intelligence Unit. (2011). A silver opportunity? Rising longevity and its
implications for business. Retrieved from http://longevity.axa.com/pdf/AVIVA_Axa_Longevity_GB_Web.pdf
3. Finkelstein, R et al. (2012). Age-Smart Employer NYC: Compendium of strategies and
practices, New York Academy of Medicine, New York. Retrieved from
http://www.nyam.org/age-smart-employer/documents/ASE_Compendium.pdf
4. Department of Employment (2013). Benefits of Mature Age staff, Australian Government.
Retrieved from http://employment.gov.au/benefits-mature-age-staff
5. New York Academy of Medicine (2014). Age-Smart Employer Competition, New York.
Retrieved from http://www.nyam.org/age-smart-employer/competition.html
6. Johnson, R. W. (2007). Managerial attitudes towards older workers: A review of the
evidence. The Retirement Policy Program Discussion Paper 08-04, The Urban Institute:
Washington, D.C. Retrieved from http://www.urban.org/uploadedPDF/411705_aging_boomers.pdf
7. ACT Government (2011). ACT Business Guide to Mature Workers, ACT Government,
Canberra ACT.
8. ACT Government (2013). ACT Chief Minister’s Inclusion Awards, ACT Government, Canberra
ACT. Retrieved from http://www.inclusionawards.com.au/home/
Accessibility
The ACT Government is committed to making its information, services, events and venues,
accessible to as many people as possible.
If you have difficulty reading a standard printed document and would like to receive this
publication in an alternative format – such as large print or audio – please telephone (02)
6205 0619.
If English is not your first language and you require the translating and interpreting services
– please telephone 131 450.
If you are deaf or hearing impaired and require the TTY typewriter service– please
telephone (02) 6205 0888.
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APPENDIX A: Examples of Age-friendly employer practices
Recruitment
 Develop policies to support recruiting and retaining mature workers.
 Adopt a broad approach to advertising including using online jobsites, major and local
newspapers, industry publications, seniors’ newspapers and newsletters, seniors’ expos.
 Remove age barriers from job advertisements, position descriptions and duty statements;
include ‘mature workers welcome’ in job postings.
 Remove barriers in language, processes and policies that might hinder retaining or recruiting
mature aged workers.
 Encourage positive attitudes towards mature age workers by promoting awareness of the
benefits they bring to the organisation, and by training managers and human resources
personnel to identify and address misconceptions about older workers.
 Investigate government incentives (e.g. mature age apprenticeships).
 Access specialist age-friendly recruiters when outsourcing recruitment (e.g. Job Services
Australia); specify that suitable mature aged workers be considered.
 Consider full-time, part-time and casual job-share arrangements when filling new positions.
 Assist older applicants with online applications if requested.
 Use mixed-age interview panel wherever possible to reduce the possibility of age bias and
ensure that interviewers are not threatened by candidates with more experience than
themselves.
 Provide technology training as part of the job applicant screening process, if required, to
ensure access to a wide possible pool of talent.
Retention
 Promote the value of experience in your business.
 Conduct a skills audit to better utilise your employee’s skills.
 Offer variety and challenges to keep your employees motivated.
 Offer personal and professional development opportunities, including redeployment.
 Adapt training and development materials to account for different learning styles and to suit
individual and generational preferences e.g. webinars, in-person or Skype sessions, online
discussion groups, job rotation and on-the-job coaching individual counselling and access to
online resources.
 Provide extra training and re-skilling if necessary.
 Encourage and support further training through study leave and scholarships.
 Offer recognition of prior learning.
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 Provide training and education about age discrimination and generational differences to
help identify concerns, correct misperceptions, and build age-inclusive work relationships.
 Provide management training that acknowledges age-diversity and supports the managing
of a multigenerational workforce.
 Support opportunities for older workers to transfer skills and knowledge and mentor other
employees.
 Identify opportunities to accommodate older workers and improve their productivity by
modifying the design of equipment or work environment (e.g. appropriate lighting, reduced
ambient noise, high contrast signage, and universal design to provide optimal accessibility
and usability).
 Access available financial and other incentives such as the Adult Australian Apprentices
payment initiative and the Australian Government’s “Experience +” program which can
provide assistance to employers as well as mature age workers and job seekers. For more
information visit: www.deewr.gov.au/experience
 Offer programs that encourage health and wellbeing.
 Ensure workplace social activities are inclusive of older workers.
 Develop age-related and cross-generational employee resource groups to empower
employees of all ages, promote cross-generational relationships, and establish age diversity
as an organisational value.
 Develop and implement an anti-discrimination policy to make it clear that you do not
tolerate discrimination on any basis, including age.
 Stay in touch with employees who have retired from your business. Should you be shortstaffed in the future, their knowledge of your business could be invaluable.
Flexible work environment
 Investigate and trial non-traditional work structures for your employees, including part time
and flexible working hours (shorter hours, different start and finish times), casual work, jobsharing, job swaps, telecommuting, or working occasionally or regularly from home.
 Amend roles/job design.
 Offer flexible leave options such as additional unpaid or purchased leave or extended leave
without pay for valued staff members to travel or pursue other interests, rather than forcing
them to resign and losing them.
 Offer a caregiver support program that allows older workers to take leave to look after frail
parents, partners or grandchildren in their care (e.g. grandparent and carer leave, resources
and referral services, support for dependent care, respite reimbursements, online resources
and end-of-life support).
 Sponsor employee caregiver networks and/or support groups.
 Establish a culture of flexibility, in which managers routinely educate the workforce about
flex options, and ensure that utilisation of flex options is not perceived as damaging to job
security or career prospects.
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Transition to retirement
 Conduct a needs assessment to identify current and anticipated needs for financial and
retirement planning.
 Offer phased retirement/reduced work schedules.
 Alert mature aged staff to benefits and entitlements e.g. the ATO Mature Age Worker Tax
Offset and the Centrelink Age Pension Work Bonus.
 Offer financial planning and advice on retirement options.
 Use exit interviews to ask retiring workers how they think your business could better attract
and retain mature workers.
 Provide post retirement opportunities to utilise the skills and expertise of retired employees
on short term projects or on an as needed basis.
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