Posts Tagged “experience matters”

A tight jobs market could be a boon for older job seekers, but the often-overlooked demographic still faces a fight against deliberate and subconscious bias.

Older workers are being welcomed back amid the ongoing labour shortage.

Older workers are being welcomed back amid the ongoing labour shortage. Photo: Getty

Indeed talent strategy adviser Lauren Anderson said while there has been an uptick in older Australians looking for work based on recent economic challenges, the population in general is working longer.

“After all, 55 today looks different to 55 a couple of decades ago,” she said.

Some organisations, such as Bunnings, are “leading the way” in cultivating a diverse workforce.

But others are dragging their feet; Ms Anderson said by doing so, they’re depriving their younger workers of mentors, and representation for their older customers or clients.

Obstacles for older job seekers

With the increasing economic pressures on everything from housing to food, older Australians looking to stay employed or get back in the game are at a significant disadvantage.

This could have dire repercussions, particularly for older women, who form one of Australia’s fastest-growing homeless demographics thanks to a lifetime of earning lower wages than men, accumulating less superannuation than men, and takings more breaks from work to bear children and care for family.

A 2016 Australian Human Rights Commission report found people aged 55 years and over made up about a quarter of the national population, but only 16 per cent of the total workforce.

The report also found older people face longer periods of unemployment, with the average duration of unemployment for mature-age people sitting at 68 weeks, compared to 30 weeks for 15 to 24-year-olds and 49 weeks for 25 to 54-year-olds.

The age at which an employee would be considered an older worker varies between industries, although a 2021 Australian HR Institute report found the majority of HR leaders, academics and business leaders surveyed classified an ‘older worker’ as someone aged between 61 and 65.

Older workers can be a valuable resource for organisations. Photo: Getty

 Stereotypes

High salary expectations and a lack of technological skills were among the top reasons behind a reluctance to take on older workers in the report, but experts told TND knowledge and experience should trump everything else.

Fiona Macdonald, industrial and social policy director at the Australia Institute’s Centre for Future Work, said presumptions that older workers won’t have, or be able to pick up, relevant skills, or are more prone to injury, are stereotypes that contribute to ageism.

The AHRC also found these sort of presumptions have been disproved.

“There are lots of benefits to hiring older workers,” Dr Macdonald said.

“Older workers can often mentor younger workers; older workers will have a lot of knowledge that’s very difficult to transfer into a younger workforce if you don’t have that diversity.”

Dr Macdonald said the onus is on employers to improve their recruitment practices and open their minds to a more diverse talent pool, including in regards to age.

Sidestepping ageism

But older workers can help matters by proactively networking, and thinking “creatively” about what kind of jobs to apply for.

Information such as university graduation dates, or dates in general, on a resume can be a dead giveaway to age.

But you don’t have to include them on a resume if you’re concerned about making it through the first stage of an application process, Ms Anderson said, as long you’re also not misrepresenting yourself or your age.

Hospitality worker

Some industries tend to employ a younger demographic, but they could be missing out on a large talent pool. Photo: Getty

She said upskilling by completing courses to keep skills and knowledge up to date could also be beneficial, as can getting a trusted friend to look over your resume and make sure you’re not selling yourself short.

And if you feel confident and comfortable doing so, feel free to bring up your age during a job interview to address any potential misgivings a potential employer might have.

At 3.7 per cent, the unemployment rate is still significantly lower than it was pre-pandemic, and Dr Macdonald said the tight labour market could lead to more opportunities for mature workers.

“When the labour market’s tight, employers are … willing to think a bit more creatively about diversity in the workforce,” she said.

“The other thing [is that] there has been much more focus on flexibility at work in recent times, and I think that can be really important for some older workers who often have other responsibilities [and] may be, depending on their age, wanting to transition out of full-time work.”

Source: Thenewdaily

Employers are becoming less ageist, changing their view of what age is considered old and increasingly recognising that mature workers are often more reliable, committed and able to cope with stress.

This is reflected in research by the Australian HR Institute and Australian Human Rights Commission, which found many organisations in 2023 defined “older” employees as 61-65 years of age, compared with 50-55 years of age in 2021.

The institute’s fifth survey on attitudes to age among employers – to which 297 HR professionals replied – found fewer employers have an age limit for candidates.

When its regular surveys began in 2014, more than half of employers (52 per cent) had a cut-off age, but only 18 per cent had age limits this year.

But age-related bias continues to exist about older and younger workers, including views that younger workers are less resilient and older workers are not as good with technology.

Only one quarter of employers were open to hiring workers aged over 65 “to a large extent”, while one in six organisations (18 per cent) said they would exclude candidates aged 65 or over from recruitment entirely, despite the fact two-thirds of the HR professionals said they were having difficulty finding staff.

The report, out on Monday, noted that there were 439,000 vacancies in the Australian economy in February 2023 – nearly double the pre-pandemic figure.

Nationally, the workforce grew by nearly 491,000 workers between October 2019 and October 2022, of which 186,000 – or 38 per cent – were aged 55 or over.

Professor Marian Baird, head of the Discipline of Work and Organisational Studies at the University of Sydney, said it was positive to see some changing attitudes from employers on age. “However, it’s very disappointing to still see discrimination occurring.”

“Over-50-women’s employment is the most significant growth in Australia’s labour force. This is also positive, but only if they are treated well and can find good quality, flexible work that recognises all the care demands many have,” she said.

Ben Fordham weighs in on author Jane Caro's 'ageism' claim 

2GB host Ben Fordham has cheekily suggested setting up a GoFundMe page for author Jane Caro and her husband after ageism comments.

Gerwyn Davies, research and policy specialist at the HR Institute, said only four per cent of the growth in employment is among workers aged 55 and above, but they make up 20 per cent of the workforce.

“They have not kept pace with other age groups [in the past year]. This is a massive shift,” he said.

The slowdown was possibly partly because employers were trying to get workers back into offices, and mature workers preferred flexibility.

“Increasing longevity is forcing people to recognise they need to work for longer, and we are seeing growing willingness of employers to take on older staff,” Davies said.

“The perception of what constitutes an older worker has risen, which is good news from the point of view of both employers and employees.”

The survey found the majority of employers think older workers are stronger on loyalty, attendance, durability and “awareness”, while younger workers had better “physical capability, ambition and proficiency in using technology”.

“Many respondents surveyed report no difference between older and younger workers in terms of job performance, concentration, ability to adapt to change, energy levels and creativity,” it noted.

As longer life means Australians need more savings, Age Discrimination Commissioner, Kay Patterson, said it was positive that 73 per cent of employers had employed older workers in the past year.

Employers think older workers are more resilient but less technologically savvy, stereotypes that Kay Patterson says must be broken.
Employers think older workers are more resilient but less technologically savvy, stereotypes that Kay Patterson says must be broken.CREDIT:SHUTTERSTOCK

Changes to working arrangements since the pandemic, when remote working became common, helped employers realise older workers had similar skill levels to younger peers.

“We need to debunk the myths ageism perpetuates and encourage employment across ages: sometimes employers are discriminating against younger people who have ‘not got enough experience’, so it’s not just going one way,” said Patterson, a former senator.

Lyn Tuit, a marketing and communications executive and chair of Alliance Francaise de Sydney, said she had not experienced ageism in the Australian workplace, and that the combination of younger and older people in teams benefits both groups, and their employer.

“One of the joys of working with a younger team is both parties bring something,” said Tuit, who describes her life-stage as at the beginning of her 70s.

“What an employer gets is someone who’s likely to stay, is not on the ladder upwards, so has longevity [at that workplace], and who will be able to mentor younger staff … and provide an alternative point of view.”

A key to maintaining workplace currency is embracing new technology, she said, and staying “up to or nearly up to” levels of proficiency younger workers have.

That discrimination against hiring older workers continues at nearly one in five organisations was “inexplicable” in the face of staff shortages, said Sarah McCann-Bartlett, Australian HR Institute chief executive.

She said it “does not match up with the reality” in workplaces that skills and experience of different age groups complement each other, benefiting the organisation.

“The research shows the perception of [HR] respondents is that older and younger workers have different skill sets, and that creates a more diverse workforce and provides the ability for older workers mentoring younger workers and vice versa,” she said.

The workforce participation rate of people aged 55 to 64 was 69.4 per cent this year, compared with 45 per cent in 1995.

Source: SMH

 

‘Since we’ve existed, we’ve valued having a diverse workforce and that’s included older workers,’ says CPO

Bunnings sees benefits of valuing older workers

The Ministry of Social Development (MSD) recently launched an initiative to connect older workers with employers. The pickyourpath.nz website is seen not only as an opportunity for the semi-retired who might be looking to mix short-term employment with retirement and regional travel, but also for organisations looking to recruit older workers.

One company that already knows the benefits of employing older workers is Bunnings.

“Since we’ve existed, we’ve valued having a diverse workforce and that’s included older workers,” says Damian Zahra, chief people officer at Bunnings.

“We’ve known for a really long time that our older team members play a really important part in creating a great place to work. They bring so much life experience, industry knowledge and trade experience – and our customers tell us regularly that they love that.”

Older workers make great mentors

Mature workers sharing their knowledge and wisdom doesn’t only benefit customers, adds Zahra.

“It’s terrific for our organisational culture and they actually become great mentors for a lot of our younger team as well.”

The ages of staff at Bunnings range from just 15 to some in their late 80s and even one person who’s 91.“For a lot of our older team members, while many have joined up post another career, a lot have been with us for their whole working life,” he says.

On average, roughly a third of Bunnings’ store team members are more than 50 years old while about 14% are aged over 60.

It wasn’t that Bunnings specifically set out to employ older workers when establishing its first warehouse branch nearly 30 years ago, says Zahra.

“An important part of our strategy for a long time has been to reflect the communities we operate in – that’s in our DNA. Part of that is embracing the wisdom that older team members bring.”

Multigenerational team helps business grow

Without doubt, this openness to older workers has helped the business grow, says Zahra. Not only are there benefits from the collegiality and insight a multigenerational team brings, but the mix of perspectives helps with innovating and decision-making, especially when helping customers solve problems.

“Reverse mentoring is actually very important, too,” he says, with many younger team members able to help seniors with aspects such as technology. “For a lot of our younger team, it’s their first job, so having the calmness of someone who’s got more life experience is really valuable. Our customers love it.”

Two years ago, the organisation introduced a Retiring Well programme that provides employees with support and information on transitioning into retirement. It allows them to plan ahead and provides advice on how they can enjoy financial, emotional and physical wellbeing in retirement.

“We also work closely with our team members to implement a tailored pathway to their retirement, which can allow them to reduce their hours over time to support a gradual transition,” says Zahra.

Some opt to change departments, for instance, to avoid heavy lifting, or for some it might mean a reduction in work hours or days over a period of time.

Workplace flexibility and older workers

One of the other benefits offered — which is well received by those of more senior years, as well as younger members — is the Travelling Team Member policy.

Not many people know about this outside of Bunnings but because we are lucky enough to have a network of stores across Australia and New Zealand, team members are able to work at different locations instead, so they have the flexibility not just based on hours, but also on location,” he says.

One older couple, who’ve been Travelling Team members for seven years, has been touring Australia with a caravan and worked at over 20 Bunnings stores.

“Workplace flexibility is something our team tells us they value enormously, regardless of which stage of life they’re at,” says Zahra.

“For a younger team member, it might be because they’re studying, or maybe those who have family commitments require flexibility. And we also find the same value for older team members who need flexibility to do things that are really important to them.”

More flexible approach to recruitment and training

The organisation’s flexibility extends to recruitment too – with written applications just as welcome from those who prefer to avoid tech – as well as the company’s approach to training, which also supports all ages.

Older team members value training as much as younger team members do too,” says Zahra.

“We like to think we create a place where everyone feels like they can be themselves and a really important part of that is that all of our team members, younger and older, can feel like their contributing to our high performing culture.”

Source: hcamag.com

Harold, who is the store’s oldest team member, started working at the Canberra airport store when he was 87.

In celebration of his recent 91st birthday, the Bunnings team have shared a bit about his inspiring life story.

“Harold started his career at 16 years of age as a fitting and machinery apprentice, went on to become a mechanical engineer by trade and has worked across a wide range of industries during his career – such as sales, operations, maintenance and industry safety,” a post on the Bunnings LinkedIn page read.

At 91, Harold is Bunnings’ oldest staff member. Picture: Bunnings/LinkedIn

At 91, Harold is Bunnings’ oldest staff member. Picture: Bunnings/LinkedIn

Harold now mainly works at either the tool shop register or one of the front registers.Sign up

The 91-year-old believes the best thing about working at Bunnings is his team, saying he always appreciates how they regularly check-in with him to see how he is going.

“His favourite Bunnings memory is having over 400 team members acknowledge his birthday on Bunnings’ internal social network, and was blown away by the response and the well-wishes,” the post read.

The team at the Canberra Airport store all love Harold’s “humble nature” and “go-getter energy”, adding he is always ready to contribute to projects and tasks.

Harold also offered some advice to those considering rejoining the workforce later in life, saying his view is that you are “never to old” to work.

“He joined Bunnings when he was 87 and believes that age should never be a barrier, as you should focus on your strengths and capabilities,” the post read.

“Harold also adds that many customers, as well as his team, appreciate the experience and knowledge of older team members.”

Harold started working at Bunnings when he was 87. Picture: NCA NewsWire / David Mariuz

Harold started working at Bunnings when he was 87. Picture: NCA NewsWire / David Mariuz

Earlier this year, Bunnings claimed the award for Australia’s strongest brand after the chain saw an influx of customers keen to work on DIY renovation and gardening projects during Covid lockdowns.

Woolworths and Officeworks were awarded second and third place for strongest brands in a new report from Brand Finance Australia.

Its rankings are based on analysis of company’s marketing investment, familiarity, loyalty, staff satisfaction and corporate reputation.

The hardware giant was recognised for its outstanding public perception in terms of quality, innovation, value for money, loyalty and customer service.

Bunnings managing director Mike Schneider credited the team for providing friendly and helpful service every day, despite difficult circumstances.

“Even during a really challenging period for all Australians, the resilience, care and support our team have demonstrated is testament to the importance of creating a people-first culture, and why our team remains the heart of the Bunnings brand,” he said.

Source:News.com.au

If you’ve just come out of yet another stint of working from home through a lockdown, and you’re feeling both physically and mentally exhausted, you are not alone.

During the pandemic, 85 per cent of employees globally experienced higher burnout and nearly half reported having worse work/life balance.

If your boss is behaving like the last two years were just a bump in the road and is asking you to turn your attention to chasing down new targets and performance goals, you are not alone. 56 per cent of CEOs are gearing up for growth next year.

For many of us, it will feel like reaching the finishing line of a marathon, then being asked to start a triathlon.

The unrelenting pressure on already burnt out and psychologically damaged knowledge workers has prompted a phenomenon called ‘The Great Resignation’, and it will lead to the biggest movement of talent that Australia, and the rest of the world, has ever seen.

Aussies are sick of being overworked and are on the lookout for new opportunities. Picture: iStock

Aussies are sick of being overworked and are on the lookout for new opportunities. Picture: iStock

Fight or flight: is your job a threat to your wellbeing?

The question that keeps coming up is ‘why’? Why are we feeling this way? Why does it feel like it will be easier to just cut and run?

It’s ironic that in a time when our lives are so reliant on technology, the answer is somewhat primal.

When exhausted or threatened, people go into fight or flight mode, and most knowledge workers will know this feeling.

We fought hard to save our jobs and our way of life from the economic threat in front of us. Since the beginning of the pandemic, Australians and their APAC colleagues have worked longer hours, taken on more additional tasks and worked on days off more than in any other part of the world.

Now, as the dust settles, the economy improves and the breadth of job opportunities increases, people are reflecting on their experiences. The perceived need to be ‘always available’ for work without any additional recognition, respect or reward has many realising that work itself is now a threat to their happiness, health, relationships and mental outlook.

Decompression will send employees out the door, unless work culture changes

This instinctive human response to threats makes room for bold choices that will play out in one of two ways, but both ultimately end with a mass movement of talent in the workforce.

Many workers in Australia feel their relationship with their job is irreparably broken and will flee from what feels like a toxic relationship. For others, the simple desire for change, to say, “it’s not you, it’s me” and draw a line under the past two years will be overwhelming.

Homeschooling and the pandemic have made people reconsider their work/life balance.

In the coming months we’re likely to see an emancipation on a scale we’ve never seen before as people change roles or start entirely new careers.

If this feels like you, be aware that the grass isn’t always greener on the other side. Starting a new role, establishing new networks and developing new skills takes time and energy, of which Aussies have precious little.

On the other hand, others will choose to fight for the life and lifestyle they feel they now deserve. Flexibility, respect and purpose will become the minimum employee demands.

Organisations who do not meet those needs will lose staff. Those willing to embrace radical flexibility, human-centric work design and progressive social causes will become talent magnets.

It’s worth reminding your boss of this if you choose to have a discussion about the future of your role. The best place to start is examining what you need to change about your job and be firm about what you’ll accept as minimum.

It also needs to be said that the luxury to reconsider a job or entire career is reserved predominantly for knowledge workers who enjoy a higher-than-average sense of economic stability. Many lower-paid or frontline workers will not have the luxury to make these decisions.

Rewriting the social contract: the rise of the four-day work week?

When economic conditions swing wildly in the favour of workers, it tends to pave the way for massive societal change. Take the introduction of the 40-hour work week, or how WWII paved the way for women to enter jobs previously reserved only for men.

We’re seeing the same thing in 2021. With the job market heavily favouring jobseekers, the premiums being offered to secure talent make a job change are an alluring prospect for most workers.

Combine that with an increased desire for flexibility in a role and Australians’ willingness to change jobs, and companies will be forced to come up with solutions that don’t involve a pay rise.

Imagine staying on the salary you’re on, but only working four days. Sounds appealing, right?

Whether you choose to flee or to fight for better, the future of Australia’s work practices are in your hands. There’s a once-in-a-lifetime opportunity for Australians to transform how we work and seize the lifestyle we want, but it won’t come from a job-switch alone.

As we enter this new era, it’s important to remember that we work to live, we don’t live to work. Prioritise your wellbeing and be clear with your employer about what you need. After the last two years, we all deserve at least that.

Aaron McEwan is a behavioural scientist, coaching psychologist and vice president for global research and advisory firm, Gartner | @aaronmcewan

Source: News.com.au

 

New research of Australia’s older workers has found that experiences of age discrimination in the workplace have almost doubled in the last five years.

According to the Australian Seniors Series: Ageing in the Workforce 2021 report, one in five workers (20.7%) aged over 50 has encountered age discrimination in the workplace – twice as many compared to 2016 (9.6%). Just over 40% say they have felt patronised in the workplace because of their age.

Despite the prevalence of ageism, more than three quarters of Australians aged over 50 want to keep working indefinitely and almost 90% of retirees plan to re-enter the workforce. Finance was identified as the biggest reason, followed by missing their job, boredom and a lack of social connection.

Speaking at a recent virtual roundtable, attended by HRD, industry experts discussed the new findings, sharing common misconceptions and ways to address ageism in the workplace. Tai Mavins, social research expert and consulting partner at Mymavins, said the events of the past 18 months have made things even more difficult for older workers.

“Over one in two seniors feel that Covid has made it harder to get work, and close to one in five feel that recent events have impacted their retirement plans, so it’s bringing a lot of uncertainty into their working life,” Mavins said. “In response to this, we actually see that one in four seniors admit to trying to make themselves look younger in the workplace or when they’re applying for jobs. That includes things from dying their hair, wearing the latest fashion, getting the latest haircut and makeup styles.”

Older workers are also becoming increasingly proactive at upskilling to keep up with advancing industry trends, with many branching out into new career paths.

“We found that close to three in five seniors plan to or already have reskilled or sought further training to improve their prospects since turning 50,” Mavins said. “What’s probably most interesting about that is as many as half of those people who are looking to reskill have done that in new areas, so they’re really expanding their horizons and moving beyond past roles.”

The research shows that the appetite to work and to continue learning is there. Like many nations, Australia has an ageing population, and the rising cost of living means people are working till later in life. So how do HR leaders address the causes of age discrimination and foster a truly inclusive workplace?

Humphrey Armstrong, an organisational psychologist at Lifelong Learning, said much of the problem stems back to commonly held misconceptions, like older employees costing more, being more difficult to train, or being resistant to change.

“I think one of the fascinating things is that emotional intelligence, or emotional capabilities actually increase with age well into a person’s 70s,” he said. “In terms of resistance to change, I think if older people know why change is needed and how to change they are prepared to jump on board.”

Armstrong pointed out that twice as many start-ups are initiated by over 50s than people in their twenties. Clearly, there is a huge amount of value in the learned knowledge, intuition and life experience of an older worker. But for a workforce to be inclusive of all ages, ageism needs to be more widely talked about, Armstrong said.

“We hear a lot about gender diversity, especially over the last few months, but in fact, age diversity is often ignored. We’ve got to actually bring that in and really reinforce the issue,” Armstrong said. “Research studies show that diversity is an incredible advantage in organisational life, it increases profitability, creativity, enhances governance, and it also enables better problem solving.

“And as mentioned, emotional intelligence can increase with age so there’s this huge resource where older people are, in fact, very valuable and very skilled at handling tricky interpersonal problems and generally they are better able to cope with ambiguity.”

Lisa Sinclair, editor-in-chief at DARE Magazine, said she’d like to see more organisations introducing policies to support women going through menopause and acknowledge the pressures on the “sandwich generation” who may be supporting both elderly parents and older children. There are also simple measures to improve inclusivity during the recruitment process.

“I would love it if companies in general stopped advertising for unicorns, which are these mythical creatures that have 15 different boxes to tick,” she said. “I mean that’s hard enough for any age but I think it could be particularly confronting for the over 50s who might be put off for applying for jobs just because there’s one element they don’t meet.”

Source:HRD

older worker

 

Australia’s chronic skill shortage has been even more acute since the breakout of COVID-19, and the broken record from businesses across all industries is the lack of skilled workers. In the age of emerging technologies and the rapid rate of change, it is natural for employers to gravitate to the younger (‘techier’) generation.

But younger workers are in short supply, shown by the decline in Australia’s birth rate over the last 30 years. Since 1976, Australia’s total fertility rate has been below replacement level and in 2019, the ‘total fertility rate’ was 1.66 versus its peak of 3.55 in 1961.

So, should astute hiring managers be looking towards the relatively untapped resource presented by the 19.4% of our workforce over 55 years of age? Over 55-year-olds also represent a significant 38.5% of the population above 19 years of age. With a current combined life expectancy of 83 years, a 55-year-old has many working years ahead of them.

Are older Australians up to the job?

If you are worried about performance, research shows no difference in performance between older and more youthful workers.  A key strategy for workforces globally is to reskill and upskill their existing workforce, and older workers are equally able to adapt and learn new skills. Scientific evidence shows that ‘for most people, raw mental horsepower declines after the age of 30, but knowledge and expertise – the main predictors of job performance–keep increasing even beyond the age of 80.’ Some businesses persist in trying to source talent from the ‘younger generational’ pool – their age bias can be that strong! In a recent study, 31% of Australians reported experiencing a form of discrimination, with ageism topping the list. But if employers were to rethink their approach when it comes to older workers, they would soon find themselves with a valuable talent pool.

Skills displayed in older workers

Still not convinced. There are skills older workers have that their younger counterparts may not possess. Older workers have wisdom. Wisdom cannot be learnt from books or virtual learning scenarios. It is acquired over time from life experience, knowledge, and tried and tested judgements. Valuable insights, meaningful contributions, and good decision making are some of the benefits.

 Mentoring enhances training programs and represents a valuable and different dynamic for mentees. We have lost some of our formal and traditional structures with changing societal norms and, with that, real role models. Acting as role models based on values and life achievements, they can nurture younger workers and share general and professional knowledge, experience, and life lessons. Mentoring creates trusted relations, increases employee engagement and retention, provides inspiration, encouragement and helps diversity.

Patience and tolerance are not just needed but expected for all workplaces. Learnt patience comes with time and less of a need to prove yourself. Being comfortable in your skin brings confidence, more prevalent in mature workers. Having tolerance in accepting people’s views and differences positively impact the team environment, bringing increased inclusion, cooperation, and collaboration. Patience also leads to better self-regulation skills benefiting team dynamics.

Over the years, mature employees have worked with various types of co-workers and managers and learnt how to handle different personality styles and work environments. Their interpersonal skills are well-honed. Their perceptions and understanding of behaviours are deeper.

We have all worked with those special, reliable employees who have seen it all before and know how to weather the latest storm. In our current times of increased uncertainty, rapid change and the collective anxiety brought on by COVID, it makes sense to employ stable, mature, wise individuals who can act as emotional anchors and help us navigate turbulent waters.

For the first time, Australia’s workforce includes five different generations. It opens up a learning opportunity and creates better business performance. As a final point, before you continue to dismiss ‘older workers’, according to the Australian Bureau of Statistics (ABS), older workers are those 45-65 years of age. Now, who is an older worker?

 

Source: Womens Agenda

Senior Advisor Bequest

RMIT’s latest mature aged graduates are today celebrating the value of lifelong learning as they receive qualifications to work in the aged care and disability services sector.

The 31 graduates aged in their 50s, 60s and 70s were the first cohort to complete the Certificate III in Individual Support (Ageing and Disability).

The 12-month course was developed to support unemployed mature workers over the age of 50 through accredited training and job placement in the aged care and disability services sector.

It’s one initiative as part of the Reach, Train and Employ Project led by the Council on the Ageing (COTA) Victoria in partnership with RMIT and Good Shepherd Australia and New Zealand.

RMIT’s Future Social Service Institute (FSSI) Director, Micaela Cronin, said the course aimed to increase employment opportunities for older Australians in a vital sector, supporting older people and those with disabilities in the community.

“Opening doors and creating effective pathways for those in our community who face barriers to training and employment is vital to growing a diverse and highly skilled social service sector and is a core part of the work that we do,”  she said.

news-Micaela-CroninRMIT’s Future Social Service Institute Director, Micaela Cronin says opening doors to training and employment in the social services sector is vital.

Graduate Sharyn Ciberlin, 53, has now found work as a personal carer, after being in and out of work since 2018.

After an initial career as a chef, that included working for the military and various hospitality venues, Sharyn had more recently been working at a school supporting teachers in the classroom and teaching kids to cook.

However she said it was doing voluntary work for Melton Council taking elderly to their appointments and then supporting a friend who had a stroke that made her realise she also had a flair and passion for personal care and supporting others in the community.

“This course and new career feels like a wonderful fit for me. The people I support, they value and appreciate me and I love to support them, especially as my life experience and knowledge adds to my contribution to the aged,” she said.

“Also being over 50, and having worked as a chef in the past, I was looking for a job that was less strenuous physically and one that suited my skills and qualities including compassion and empathy for others.”

Sharyn emphasised the importance of choices and opportunities to re-educate yourself as people get older.

“This program is really clever as it’s addressing two issues in our community: employing older workers and focusing on supporting members in our community including the aged and people with a disability,” she said.

“You do hear about homeless levels for people over 50 or that we can be slotted into the ‘too old’ category for some roles.

“It can be especially challenging for our generation of women who have had to care for our family, elderly and young and may have had time out of our careers to do this.

“It’s so important to keep ourselves re-educated and to fit in with the current work needs, especially if we’ve had to step out of work for a time.

Graduate Sharyn Cyberlin has embraced the opportunity to retrain and begin a new career in her 50s.Graduate Sharyn Cyberlin has embraced the opportunity to retrain and begin a new career in her 50s.

For Sharyn, learning new digital skills throughout the course was something she wholeheartedly embraced too, as COVID restrictions meant it was taught mostly online.

“I absolutely loved learning, including the technology aspects, and I enjoyed helping others in the course who weren’t so confident in learning the new skills or grasping the technology needed to complete the program,” she said.

And she is quick to point out the merits of education opportunities for all.

“My biggest passion is choice. I think everyone should have a choice about the paths they can take,” she said.

“It doesn’t matter where you are or what stage of life you’re in, people need to have their choices valued and heard.”

Having already secured casual work with two home service agencies, Sharyn is now looking forward to finding permanent work and using her skills to support others now she’s graduated.

“I always tell my clients, ‘I’m here to help and I am here for you’ and I like to ask them, ‘How can I help you?’ Even if it’s just to be a listening ear sometimes, I know this work is valuable.”

COTA Victoria CEO, Tina Hogarth-Clarke, said the inaugural program was a great success with graduates now working closely with COTA Victoria to look at job opportunities.

“The Victorian Aged and Disability sector is in desperate need of quality candidates and we have a group of very enthusiastic graduates who are ideal for these positions. It is a great outcome all round.”

The program was supported by the Try, Test and Learn Fund – an initiative of the Australian Government Department of Social Services.

Story: Kate Milkins

The Big Victorian Harvest needs workers of all ages and skillsets. Jobs include fruit picking, packing, grains receival and heavy vehicle driving.

Most jobs required skills that can be learned on the job. Some jobs require training, skills or licences – like driving, for example. Check what’s needed before you apply.

The work is rewarding but it can be physically demanding. Some jobs may require heavy lifting, bending, climbing ladders and operating machinery. Work is often outdoors and exposed to the elements.

There are thousands of short-term jobs ripe for the picking in paddocks and packing sheds in Sunraysia, the Goulburn Valley, the Yarra Valley and Gippsland.

Take on the Big Victorian Harvest and help our farmers while you earn money.

Ready to apply? Head to Working for Victoria, the government’s online job-matching platform to register for jobs and training.

Sign-on bonus and extra benefits

The Big Victorian Harvest needs workers of all ages and skillsets. Jobs include fruit picking, packing, grains receival and heavy vehicle driving.

Most jobs required skills that can be learned on the job. Some jobs require training, skills or licences – like driving, for example. Check what’s needed before you apply.

The work is rewarding but it can be physically demanding. Some jobs may require heavy lifting, bending, climbing ladders and operating machinery. Work is often outdoors and exposed to the elements.

Seasonal Harvest Sign-on Bonus

Jobseekers who take up a seasonal harvest job on a Victorian farm on or after Wednesday 17 February 2021 can apply for a Seasonal Harvest Sign-on Bonus.

The bonus is aimed at attracting new workers to agriculture and giving farmers the workforce certainty they need this harvest season.

The bonus means you could earn up to $2,430 on top of your wages for eight weeks of work. The bonus is paid in two instalments:

  • $810, after 10 days of work within a 30-day period
  • $1,620, after an additional six weeks’ work within a 90-day period.

To be eligible for the bonus you must:

  • be 18 years or older and have work rights in Australia
  • not have worked in the agriculture sector in Victoria in the past three months
  • complete at least 10 days’ seasonal harvest work on a Victorian horticulture farm within a 30 day period to receive the $810 payment
  • complete at least another 30 days’ seasonal harvest work on a Victorian horticulture farm within a 90 day period to receive the $1,620 payment
  • not be employed under the Pacific Labour Scheme or Seasonal Worker Programme
  • provide evidence of employment in the Victorian horticulture industry and that you have met the work eligibility requirements.

The work does not need to be undertaken with only one employer, but it does need to be on a Victorian horticulture farm.

How to apply

Workers are not required to register for the bonus until after the initial 10-day work eligibility period has been completed.

Once you have completed your 10 days’ work, you will be able to apply for the bonus on this webpage, through our online portal.

Further details about how to apply will be provided here soon.

Extra benefits

The Victorian and Commonwealth Government are offering incentives for people to work in agriculture.

Relocation rebate

If you move to work on the Big Victorian Harvest, you may be eligible for relocation assistance from the Commonwealth Government.

Australian jobseekers may be eligible to claim up to $6,000 of reimbursements, while up to $2,000 is available to international jobseekers.

To be eligible, you must:

  • be at least 18 years old
  • relocate within Australia to a regional, remote or Harvest Area
  • take up a short-term agricultural work through a Harvest Trail Services provider
  • work for at least six weeks and 120 hours in agricultural work.

Find out more about relocation rebate and the eligibility criteria on the Harvest Trail Services website.

If you take on the Big Victorian Harvest, you may be eligible for:

  • Greater access to Youth Allowance or ABSTUDY. Earn $15,000 in agriculture between 30 November 2020 and 31 December 2021 to be considered independent.
  • Free Victorian Government-funded training programs to get you ready for work in agriculture.

Eligibility to work

You can work in a harvest job if you:

  • are an Australian citizen or permanent resident
  • are an eligible working holiday maker holding a visa with appropriate working rights
  • are an overseas student with working rights in Australia
  • hold a Seasonal Worker Program or Pacific Labour Scheme visa
  • hold a temporary work visa with general work rights, not restricted to an employer or type of work.

Youth employment subsidy may cause significant collateral damage.

Older workers are already losing their jobs as a result of the federal government’s JobMaker initiative, according to Ian Yates, chief executive of the Council on the Ageing (COTA).

“We are very worried,” he said. “Already we’ve seen reports of older workers being laid off so they can be replaced with JobMaker workers.”

Mr Yates said COTA, an advocate for the rights of older Australians, had heard from “several” mature-aged workers being given notice as their bosses looked to take advantage of the JobMaker subsidy, introduced during the recent federal budget to counter youth unemployment.

JobMaker aims to create 450,000 jobs for young people, who’ve been four times more likely to lose their jobs or have their hours cut during the coronavirus pandemic. It offers $200 a week for businesses to hire workers under the age of 30, who are currently on JobSeeker, receiving a Youth Allowance or the Parenting Payment for at least 20 hours per week. The subsidy is $100 a week for workers aged 30 to 35. All businesses, except for the major banks, can access the scheme, which will be available for up to a year.

The Guardian reports: “Treasury officials revealed the conservative estimated benefit of the JobMaker hiring credit on Monday, ahead of a snap inquiry likely to spark calls to legislate more safeguards to the program.”

When the subsidy was proposed, ACTU Australian Council of Trade Unions president Michele O’Neil said JobMaker had many flaws that “hadn’t been thought through”.

Ms O’Neill was concerned that older workers would be replaced by several younger ones.

“You’ve increased overall headcount and payroll, but replaced older workers with younger ones,” she told The New Daily.

“The employer will get double the wage subsidy if they employ two workers for 20 hours a week than if it was one for 40 hours. There’s no requirement for secure jobs or full-time jobs. They could hire them for a short period and replace them with another worker.”

Greens leader Adam Bandt wanted to see details of the scheme, concerned it might worsen the unemployment crisis. And Labor leader Anthony Albanese was concerned 928,000 jobless people aged over 35 would be disadvantaged.

Mr Yates sought a subsidy for older workers.

“Many mature-aged workers who are out of work due to the pandemic are facing disastrous personal circumstances. The Liquid Assets Waiting Period means they must spend their savings before they can get help: savings they will need in retirement,” Mr Yates told senior.com.au.

“Australia needs urgent action, or we’ll push a huge group, mostly women, into poverty in old age.”

Mr Yates supported the scheme but said mature and older workers were “equally vulnerable”.

He said people aged 18 to 24 and over-55s were most in need, and older people took twice as long to get a job.

Treasurer Josh Frydenberg said that the headcount and payroll of businesses needed to be higher after they hired people via JobMaker. He said this “integrity test” would ensure older workers were not exploited.

However, there is already rampant age discrimination in employment, said Professor Marian Baird, who heads work and organisational studies at the University of Sydney.

Prof. Baird told the ABC that JobMaker provided an incentive for employers to “cherry-pick people of a certain age”.

She feared it could encourage employers to “abandon older people in the labour market”.

“So, you could substitute someone who is 40 with someone who is 22.”

Prof. Baird said it was “a recipe for casualisation” because employers were only required to hire people for an average of 20 hours a week over a quarter to qualify for the subsidy.

“Someone could work 30 or 40 hours a week, none the next,” she said. “There’s no indication jobs have to be permanent or ongoing.”

Professor Andrew Stewart, an employment law specialist at the University of Adelaide, said the scheme would be difficult to police.

Anglicare Australia’s annual Jobs Availability Snapshot found that disadvantaged jobseekers, including older workers, were competing with more people for fewer jobs.

This year, eight jobseekers are competing for each entry-level job. If all jobseekers are included, there are 106 jobseekers for each entry-level job.

There are also 1.63 million under-employed Australians who could also be competing for these jobs.

“If we’re serious about helping people, we need to create jobs that match their skills – instead of forcing them to compete for jobs that just aren’t there,” said Anglicare Australia executive director Kasy Chambers

 

Source:Yourlifechoices.com.au

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