Posts Tagged “mature age”

I am 65, and for the past four years, HuffPost’s office in Los Angeles has been my work home. I am the oldest breathing soul in the building, something that I’ve grown accustomed to. I happen to like my officemates a great deal — and believe that that affection is reciprocated. But without a doubt, being the oldest employee comes with some distinctions — and life lessons. Here are a few:

1. You don’t have to be in the same life stage in order to be friends with someone.
Right now, we are celebrating two recent engagements in my office. Marriage proposal stories are such fun to hear, especially if you are a boomer who came of marriage age at a time when getting down on one knee or asking the woman’s parents for permission would likely have revoked your commune membership. Since my own husband asked me centuries ago to marry him with something like “Wanna?” I appreciate the thoughtful care that went into Ashley and Meredith’s proposals.

I am also genuinely interested in hearing the details of the weddings-in-the-works. I find myself cautioning them to not lose sight of the marriage in planning for the wedding.

In my current life stage, I’m preparing for our oldest child to leave for college in a year. My officemates have a wealth of information about the college application process and the college experience itself since it wasn’t that long ago for many of them. When my daughter applies next year, she will have benefited from the collective wisdom of these fairly recent graduates.

Our milestone events may not be the same, but the enthusiasm we have for one another’s important occasions is real. They came to my son’s Bar Mitzvah ceremony and I almost made it to Anna’s first-house party.

2. I don’t have to go to karaoke night to be part of the group.
Every office has a culture. Ours has a hipster vibe, where fun is encouraged. We work hard and we play hard. We have game nights and cocktail-tasting events. We have drink carts on Thursdays, share free bagels on Fridays and have corporate days where we volunteer. I pick and choose my spots but am always included by all. I like that. It’s the way it should be — even if I don’t show up most of the time.

When you think about it, we’ve always compartmentalized our friends. I have Mom friends and friends from my single days. I have friends from within the world of journalism and friends who are neighbors. I also have movie friends and hiking friends and trying-new-restaurant friends. I think it’s fine for boomers to have millennial friends.

3. If I’m their mentor, they are my educators.
I’m maternal by nature, which means I like to share the experience of my years — mostly about life, but sometimes about work too. And of course old dogs can be taught new tricks. Which makes us perfect. I like to think that I push the bar up journalistically here in the office. With my colleagues’ help I’ve become one of those 65-year-olds who knows more about the Internet than all her same-age friends.

4. We share indignation.
Except for my insistence that real music died about 10 years after Woodstock, our views are largely aligned. One thing I love is their support whenever I go off on age discrimination. Think about it: Many millennials can’t get their foot in the corporate door and many boomers like me have no plans to go anywhere. That alone could trigger animosities among lessers.

But in our case, they share my indignation over the small stuff that makes me explode. For example, companies that recruit for “digital natives.” I love that expression — digital natives — except when I see it in a job posting. Digital native means someone who was born with a cellphone in his or her hand. It’s been showing up lately in job postings when the company wants to hire someone young and has been cautioned against by H&R offices worried about age discrimination suits. I’m not sure how long the term “digital native” will be around, but I do know that my young friends agree with me that older people have a place in the workforce — and that we in fact enrich the office.

5. I am a walking history book, and they are the future chapters.
As digital natives — well, they are — they often encourage me to talk about the good old days of print journalism. They were shocked when I told them how 35 years ago, a county judge in New Jersey booted me out of the courtroom where I was reporting on a trial because I was wearing a pant suit. Ladies, he told me, wore skirts to his court and to do otherwise was showing disrespect. The next day, every female reporter I knew came to court with me — all of us wearing pant suits.

My young colleagues were equally stunned when I explained how I was told that I couldn’t be promoted because to do so would take a paycheck out of the hands of a “family breadwinner,” and how more than once I was asked why I didn’t just get married and have kids.

From my colleagues, I have learned how the new dress-for-success look is often my jeans and boots. They are my go-to resource for all things current. I now know where to shop, eat, drink and vacation. Heck, I even got Netflix to be able to join in the conversation.

6. Cash v. Card.
This continues to be our big divide. What is it with millennials and their aversion to cash? They all use plastic all the time for everything, including buying a soda off the food truck. I carry cash. It comes in handy for handing over to a mugger, which is precisely why I suspect they don’t carry any.

7. Technology made our lives easier.
At the risk of sounding trite, there really is an app for everything. And I thank my young colleagues for sorting through the clutter and letting me know which ones will really make my life easier. I knew about Uber, but not UberEats — which delivers a fresh lunch to my office in under five minutes. (H/T Joe Satran, HuffPost Taste writer.) From Healthy Living writer Anna Almendrala I learned about Withings, an interactive app that tracks your exercise, food, steps, weight, etc. She also was the first one to show me MyFitnessPal. And I’m a total fan of Venmo, a peer-to-peer money transfer system.

Probably more to the heart of things, they taught me that technology isn’t the big scary beast that so many of my own-age peers feel the need to dismiss disparagingly


Rachel Kent, a former IT consultant, volunteers to help other seniors in Sydney. Picture:

Rachel Kent, a former IT consultant, volunteers to help other seniors in Sydney. 

The employment of Australians aged 45 and older is said to be worth $27.4 billion each year, through reduced human resources costs.

A new study shows that workers older than 45 help reduce turnover, bringing down recruitment and training expenses, and also serve as a valuable source of informal care while giving back to the community through volunteer work.

Research funded by the Nation­al Seniors Productive Ageing Centre puts the economic value of these contributions at $65.7bn per year, providing a “significant offset” to perceived sustain­ability issues posed by an ageing population.

The findings, to be released by National Seniors Australia, suggest that a worker aged 45 will remain with an employer 3.7 times longer than a younger worker.

The paper also shows the contribution of Australians aged 45 and older in providing informal care for the elderly or those with disabilities is $20.5bn, while the value of those caring for their grand­kids is estimated at $1.5bn.

The involvement of mature-aged Australians in volunteer work is valued at $16.3bn per year, with data showing that 1.6 million people older than 45 volunteer in some capacity for an average of 6.09 hours per week.

Rachel Kent, a 69-year-old pensioner who lives in the inner-Sydney suburb of Surry Hills, gives her time to help senior citizens devel­op their computer skills, use emails and navigate the internet.

Ms Kent is a former IT training consultant and says she is happy giving her time to help others, particularly older Australians and women who need to update skills upon re-entering the workforce.

“I would like to help older people because they can feel so isolated if they are not using a computer and today with tablets it’s really so much more simple,” she said.

“It was something I always had in mind in when I was working.

“I also like to help women who want to go back to work for whatever reason.”

Roy Stall, a 71-year-old former naval officer, also volunteers up to six days a month at the Maritime Museum in Fremantle and is still active in Asia as a specialist in maritime English.

“I think we make a contribution to the economy,” he said. “Our economic contribution is not often appreciated and certainly what we can contribute back to the community is not necessarily valued in the corridors of power.’’


Source:  The Australian

Joe Hockey says employers need to make their workplaces more flexible for older Australians.
Joe Hockey says employers need to make their workplaces more flexible for older Australians. Photo: AAP.

Employers may need more help to change their attitudes about taking on older Australians, Treasurer Joe Hockey has told a public forum.

They may also need to make their workplaces more flexible so that older workers are more able to work.

“Whatever the case, we cannot afford to let this large talent pool go to waste,” Mr Hockey said in Canberra on Wednesday.

Mr Hockey’s intergenerational report released last month, highlighted that as Australians are living longer, they need to work longer.

If older workers do not stay in the workforce for longer, fewer people will be working and paying taxes to fund health, education and other things we take for granted today.

“If we don’t do something, we risk reducing our available workforce, impacting negatively on growth and prosperity, and our income will come under increasing pressure,” Mr Hockey said when the report was released.

The intergenerational report, a five-yearly review of the next 40 years, anticipates economic growth will slow slightly due to an ageing population.

Average annual growth is expected to be 2.8 per cent over the next four decades, compared with 3.1 per cent in the past 40 years.

There will be only three workers in the traditional age range (15-64 years) for every person aged over 65 in 2054/55, compared with 4.5 people now and 7.3 in 1974/75.

Mr Hockey has previously stated that increased productivity and workforce participation is needed to drive prosperity through economic growth.

“If we are to achieve these goals, we need to encourage those currently not in the workforce, especially older Australians and women, to enter, re-enter and stay in work, where they choose to do so,” he said.

Source:  AAP

By Carmen Hall

John Harper has been a plumber for 40 years and hopes to work up to or beyond retirement age
John Harper has been a plumber for 40 years and hopes to work up to or beyond retirement age

Employers are likely to overlook older job seekers, a new report reveals – but local recruitment agencies say although it is more difficult for those aged over 50 to find jobs they are harder workers.

A survey from the Auckland University of Technology and Equal Employment Opportunities Trust found there was a “tipping point,” typically at about 50-60 years of age, at which workers were seen as less attractive.

Read more here: Editorial: Bosses need to grasp reality

It also showed 45 per cent of organisations were facing a skills shortage, which was combated by people continuing to work past retirement age.


“You have to be open to the best person that comes through the door, whether they are male, female, old or young.”


However, negative stereotypes about older workers persisted among some employers, managers, young workers, clients and within society itself, despite it being unlawful to discriminate on the grounds of age in employment under the Human Rights Act 1993 and Employment Relations Act 2000, the survey found.

Human Resource Group company director Brett Looker said: “It is harder once you get over 50.

“It’s possibly a preconceived perception by the general public that candidates may not be as quick to pick up on business systems and processes if they are moving into a new role, in terms of the IT challenges. Another reason is they may not possibly fit with the existing team, which may be younger.”

However, he preferred to steer candidates through to clients in that age group because they often had a strong work ethic, and were reliable and honest.

“You don’t get the contrast of a Generation Y type group, which sometimes isn’t as strong, so there is lots of positives.”

There was a skills shortage in Tauranga in some areas, Mr Looker said, including engineering, housing, construction and senior management roles.

“I interviewed a guy recently who was a quantity surveyor in his late 60s but whether or not I have a role for him is difficult to know, for the very reasons we have talked about.”

1st Call Recruitment managing director Phill van Syp said he found older people “just get on with the job, they are more focused on what they need to do rather than – you know – what is in it for me?” “You would be an ignorant employer if you isolated your market,” Mr van Syp said.

“You have to be open to the best person that comes through the door, whether they are male, female, old or young.”

Tauranga and Western Bay of Plenty Grey Power president Christina Humphreys said older people were discriminated against when applying for jobs.


“You don’t get the contrast of a Generation Y type group, which sometimes isn’t as strong, so there is lots of positives.”


“We are having a problem. We know people are not getting the jobs because they are older.”

She knew of people who had applied for over 20 jobs in a month and were depressed after continually making the shortlist but missing out. “They have got the qualifications and they all get to the 11th hour, and we know it’s because they are older.”

Bay of Plenty/Coromandel Master Plumbers Association president Craig McCord said the average age of a plumber was 55 and he employed eight people aged over 50.

However, most people had put down their toolbelt by the time they reached retirement age.

“The cut and thrust is, it’s too physical.”

Tauranga Chamber of Commerce interim chief executive Toni Palmer said age was not what defined an employee but more how they worked within an environment and what they brought to the workplace.

Employers did not necessarily see people over 50 as less employable, as they would look at those employees for the skills they had, she said.

“And as skills are becoming more difficult to get, then the age of the employee becomes less relevant, at either end of the age scale.”

Employees now moved more frequently to build a career and gain knowledge, she said.

No downing of tools for plumber

Tauranga plumber John Harper has no intention of retiring any time soon.

The 59-year-old said he would definitely work to 65 or possibly longer as his job was keeping him active.

“I am enjoying what I am doing and I don’t think that reaching 65 would change that much.”

His job could be physically demanding but he was up for the challenge.

“We are always moving around; sometimes you’ll be climbing or crawling on your knees and on your back or digging so you are quite mobile.”

But that was good for working up a sweat and getting the heart rate up, he said.


New Zealand recorded the second highest employment rate of people aged 55-64 among OECD countries in 2012 and 2013 and third highest of people aged 65-69 in 2012.

As at June 2014, 22 per cent of workers in New Zealand were aged 55 or over.

Government predicts this will rise to 25 per cent by 2020, with many likely to remain working beyond 65.

The proportion of the labour force aged 65 or over (currently 5 per cent) is expected to increase to 13 per cent by 2036.

– NZ Work Research Institute

– Bay of Plenty Times

Date: April 6, 2015 

Anna Patty

Workplace injuries are set to rise as a result of the expected increase in the number of people working past the age of 65, raising concern about cuts to workers’ compensation schemes around the country and pressure on welfare services, lawyers warn.

The Australian Lawyers Alliance said the federal government’s intergenerational report predicted the proportion of workers older than 65 will grow from 12.9 per cent to 17.3 per cent by 2051. The former Labor government raised the retirement age from 65 to 67 by 2023 and federal Treasurer Joe Hockey has said Generation X Australians might have to keep working until they are 70.

ALA national president Andrew Stone said cuts in benefits to injured workers through state-based workers’ compensation schemes around the country, particularly in NSW, could have long-term consequences for a rapidly ageing workforce.

“If the government expects people to work longer, where does it expect that these people will receive support if they are injured?” Mr Stone said.

“An ageing worker is more likely to suffer a non-serious workplace injury and fall into a lower category of coverage, potentially receiving less support or even being denied workers’ compensation medical and income benefits.

“This is particularly the case in heavy industries, where it will be physically difficult for people to work longer, as well as in less physically demanding workplaces.”

The increased risk meant a long-term vision was needed to support injured workers, Mr Stone said.

The introduction of a no-fault National Injury Insurance Scheme meant state-based workers compensation schemes were being reviewed, he said.

“Eligibility criteria for the [National Disability Insurance Scheme] and [National Injury Insurance Scheme] will likely mean that people injured at work would be unable to access these schemes for support to a significant degree.

“If these people are also denied access to workers’ compensation, it will mean that their only means of support could be under the Disability Support Pension, Centrelink or Medicare. This has already been seen in NSW.

“It is important that governments resist such pressures to raise thresholds, reduce caps and remove lump-sum commutations as a short-term fix.”

The intergenerational report suggested the proportion of taxpayers was declining as part of the ageing population, he said. By 2055, the number of people aged between 15 to 64 would be only 2.7 times greater than the number aged 65, compared to 4.5 times greater today.

“The choices that state and territory governments make now about how they fund the NIIS could have resounding impacts when considering a long-term vision for how we care for older Australians in decades to come.

“If states take the easy option and simply raise damage thresholds now to pay for no-fault catastrophic insurance, the damage will be extensive.”

A spokeswoman for WorkCover said the system was designed to be fair and affordable and to assist injured workers to return to work. She said WorkCover was looking at the demographic trends and workplace impacts of an ageing workforce.

People injured after they reach retirement age are currently entitled to weekly payments for 12 months after an injury that leaves unable to work.

Seriously injured workers with more than 30 per cent whole person permanent impairment receive medical treatment rehabilitation and support benefits related to their injury for life.

“The workers’ compensation scheme’s chief purpose is to support injured workers to return to work by encouraging employers to make alternative duties or changes in duties to help their recovery in the workplace. This approach is more important for older workers, as their place of employment is often their key social and community outlet,” the spokeswoman said.

Source:  SMH

Date: April 4,  2015

Nick Toscano

Older warehouse workers are being stood down without pay at Linfox sites across Melbourne, fanning fears the transport giant is forcing out permanent staff in favour of “churn-and-burn” casuals.

John Russell has been laid off by his employer Linfox on returning to work after a back injury with 37 years on the job.

John Russell has been laid off by his employer Linfox on returning to work after a back injury with 37 years on the job. Photo: Simon Schluter

John Russell looked over the letter from his boss again, staggered by the news.

The forklift driver had taken time off work with a shoulder injury but his doctor had cleared him as fit to return. He assumed his job of 37 years would be safe. He was wrong.

The letter from transport giant Linfox said the 65-year-old was now stood down without pay after an assessment by company doctors. It said he was deemed unable to perform “inherent requirements” of the job, specifically, using a hand-held scanning device.

Older workers like Mr Russell are being stood down from Linfox warehouses across Melbourne, according to their union, which has accused the company of phasing out permanent staff in favour of “churn-and-burn” casuals from labour-hire companies.

Organisers say up to 100 older or unfit workers have been targeted at a single distribution centre in Truganina over the past 12 months, under a “blanket policy” to wipe out those unable perform every aspect of warehouse work.

The figure is not disputed by Linfox, which said the stand-downs were the result of productivity-boosting initiatives introduced last July at the distribution centre that Linfox operates for Coles.

Mr Russell spent most of his working life employed by Linfox, Australia’s largest private logistics company. But he is now in limbo – jobless without being officially terminated, and unable to claim the pension.

“I felt terrible, actually,” he said.

“Linfox has hundreds of sites around Melbourne and there must be jobs out there with lighter duties if that’s what they want … but they are replacing the older people with younger casuals [who] they can work as hard as possible. It shows a lack of loyalty and disrespect.”

National Union of Workers organiser Matt Toner said the company had instituted a blanket policy of targeting workers it considered “liabilities”.

“Within a warehouse there are different jobs done by people who are a bit older and have been with the company a long time, like fork-work, lane-marshalling and clerical,” he said.

“But new management now says that unless you are doing everything here, we don’t want you here.”

Mr Toner said workers planned to step up industrial pressure on Linfox management to stop older staff being “thrown on the scrap heap”.

A Linfox spokeswoman said the new processes at Truganina were communicated to company employees and were not in violation of workplace law.

“To date, the Fair Work Commission has not indicated that Linfox is in breach of the relevant provisions arising from the national enterprise agreement or with respect to specific general protections arising from the Fair Work Act,” she said.

The company had also engaged an workplace expert to draw up “reasonable expectancies” for orders to be completed and ready for distribution, she said.

Industrial tension between the union and Linfox appear to escalating after the company recently filed a submission to a sweeping review of the Australian industrial relations system. Linfox alleges shift workers were harassed by union recruiters at the site in 2013 and has made fresh calls for restrictions on organisers entering workplaces.

The union strongly denies the claims, and said it was disappointed by the company’s decision to air allegations dating back two years. Linfox’s submission includes extracts of 10 written complaints by workers employed that year and said existing right-of-entry laws lacked balance.

Source:  Brisbane Times

Scott Morrison to ‘consider seriously’ the alternative proposal following complaints about the plan to cut pension increases laid out in the budget




The Abbott government is considering limiting wealthy retirees’ eligibility to the part-pension as an alternative to its controversial budget policy to cut the rate of pension increases, the social services minister, Scott Morrison, has said.

Morrison signalled the potential backdown after the government faced nearly a year of internal and external criticism for its decision to confine pension increases to the consumer price index from 2017.

Groups including the Australian Council of Social Service (Acoss) have repeatedly argued the original budget measure would erode the value of the pension relative to wages over time, and the government should instead consider tightening eligibility rules for the part-pension.

Morrison said he would “consider seriously” the Acoss proposal because the government was “wedded to the goal” of a sustainable and adequate pension system rather than any particular measure.

The chief executive of Acoss, Cassandra Goldie, said the plan to target the pension to those who most needed it would involve “reducing the current threshold that allows couples with as much as $1.1m in assets on top of the family home to qualify for a part-pension”.

Goldie spelled out her alternative proposals in a statement issued on Wednesday. Acoss proposed reducing the cut-out point for the part-pension for couples to $794,250 in assets besides the family home, saving the government an estimated $1.45bn in 2016-17.

Morrison signalled his openness to the plan. He said he had asked the sector and crossbench senators “if they have better proposals to make our pension sustainable”, and he would “keep on the table measures until there are new measures to put on the table”.

“What I am saying particularly in relation to the pension is that the proposal put forward by Acoss today is something we will consider seriously. I am interested in getting an outcome and a solution here that delivers a sustainable pension for all Australians, not just those today but those in the future,” Morrison said in Adelaide.

“Acoss, by putting this forward today, understands that that is something we have to address. We can’t just stick our head into the sand which is what the Labor party appear to be doing.”

Morrison said the government was aiming to “get to a point where we can be in agreement about the measures that will deliver a sustainable pension”.

“That is what I am wedded to,” he said. “The government is wedded to the goal and our goal is to have a sustainable and adequate pension into the future and it is clear that if you keep just going down the path that Labor is suggesting which is to stick your head in the sand and do nothing then you will run the pension off the edge of a cliff.”

The opposition leader, Bill Shorten, refused to say whether he would support the proposed changes to the pension asset test.

“I’m not going to give this government a blank cheque,” Shorten told the ABC on Thursday.

“What I would support is well thought out, detailed policies, which they haven’t put to us. The discussion in this morning’s newspapers is nothing more than Scott Morrison having a thought bubble.”

Shorten said there was still no concrete proposal on the table, but the government appeared to finally be admitting problems with its pre-existing policy to cut pension indexation.

“It is correct that Labor has opposed the government cutting the rate of pension indexation and today for the first time it appears that after nearly a year of Tony Abbott and Joe Hockey saying government policies were unfairly being targeted by Labor through a scare campaign, for the first time we see chinks in the armour of the government’s propaganda campaign where they have tried to pretend that somehow what they were doing was good for pensioners.”

At a later media conference, Shorten left the door open to supporting changes to part-pension eligibility, which would spare the government the need to seek crossbench support in the Senate

“Labor has always been up for making sure that we have the fairest possible system, but pensioners of Australia should not have to consider the Abbott government’s budget measures with a gun to their head which is cuts to $80 a week in pension indexation,” he said.

Labor’s families spokeswoman, Jenny Macklin, said the government “should put carefully considered proposals to the public and then we can all look at them in a proper way”.

The Greens senator Rachel Siewert said her party supported calls for “a broad review of retirement income instead of fragmentary changes to the pension.”

“This review should include looking as the assets test and changes to super concessions,” she said.

The pension indexation changes were announced in the government’s first budget, delivered in May last year, but faced a Senate obstacle.

Morrison has been signalling for some time that he was looking at the pension issue. He recently proposed reviewing the adequacy of the pension every three years in an attempt to win crossbench support for the indexation changes.

Morrison said community and seniors’ groups and the independent senator Nick Xenophon had offered constructive alternatives in what he described as a “coalition of ideas”.

He said the government would “work through these measures in careful detail and seek to cost them fully”.

Source: The Guardian

New program ... The federal government will confirm its expanded work for the dole progra

New program … The federal government will confirm its expanded work for the dole program next week. Picture: Supplied Source: Supplied

AUSTRALIANS who are under 50 and out of work will be forced to work for the dole from July.

The move comes as part of an overhaul of the job placement system designed to cut red tape and put an end to wasteful taxpayer subsidised training that doesn’t lead to work.

Currently, only jobseekers aged from 18 to 30 who live in 18 trial sites across Australia are required to undertake compulsory work for the dole.

From July, the scheme will be expanded nationally and take in all job seekers up to the age of 49.all job seekers up to the age of 49.

The new mutual obligation requirements will see Australians under 50 having to undertake work for the dole programs for 15 hours a week, for six months of every year they remain unemployed.

New system ... The federal government is poised to announce the outcome of its tender pro

New system … The federal government is poised to announce the outcome of its tender process for the $5.1 billion job services network. Picture: Supplied Source: Supplied

Those under 30 will have to do 25 hours of work for the dole a week, and all job seekers will have to apply for 20 jobs a month – half of what the government initially proposed when it released the details of tender process this time last year and was forced into a back down.

TOUGH CHANGES: Jobseekers must look for work daily

HIT LIST: Abbott government reveals the first work for the dole regions to be targeted

Assistant Minister for Employment Luke Hartsuyker, who is expected to unveil the companies and organisations who won government contracts to place jobseekers in work next week, said the job placement system needed an overhaul because it was mired in red-tape.

“Employment providers had become tied up with endless paperwork — providers told me how they spent more than 50 per cent of their time filling in forms,” Mr Hartsuyker told News Corp.

“Job seekers complained of completing endless amounts of training but with no job opportunities; one job seeker told me he could have wallpapered a room with all the certificates he had.”

It is understood the new model will provide financial incentives for job service providers to place people in real jobs — not just send them to training courses, or process job application forms.

News Corp Australia understands job providers will receive outcome payments after placing unemployed people in work for 4, then 12, and then 26 weeks.

Job service providers will be offered 5 year contracts in a move designed to provide greater consistency for the employment services sector, and providers working in regional areas will receive additional payments to recognise the difficulties of placing job seekers in work outside the major cities.

Laws passed last year designed to crack down job seekers who miss compulsory interviews with their job placement provider, will also take effect from July, and will see welfare payments suspended and not back-paid for failing to attend regular meetings without a reasonable excuse.

In the last financial year alone, about 4.5 million compulsory appointments were missed by jobseekers.

Source:  News Corp

OURS is an aging population, a fact that brings with it a double impact on health care and social services.

As older workers move into retirement, they take with them decades of valuable experience, reducing the collective skill set of the labour force.

As they move into retirement and then old age, they put their own pressures on the sector as their demand for services increases – demand which must be met by a smaller labour force.

Given that two-pronged pressure, there is some relief in the continued strong employment growth in the sector over the past decade. It’s the largest employing industry in the country, accounting for about 12% of total national employment, or some 1.4 million workers.

More than half a million of those workers are located outside state capitals.

Over the five years to November 2017, according to the Department of Employment, employment in the sector is expected to continue to increase strongly, adding more than 177,000 new jobs – more than one-fifth of the total new jobs expected over the same period.

The industry’s workforce is female-dominated – most of the largest occupations have relatively small proportions of males employed. It also has a slightly higher proportion of older workers than the average across all industries.

Workers in the health care and social assistance industry are generally highly skilled. Most workers hold post-school qualifications, reflecting the requirements for entry to most of the occupations that are key to the sector.

A high proportion of workers are professionals (almost twice the average for all industries).

Nurses could be one of the most heavily impacted industry subsectors as older workers move into retirement.

The average age of Australia’s nurses is increasing, with nearly one in four now aged 55 or older.

There are plenty of nursing graduates ready to step up into the positions vacated through retirements, but while they can bring untapped enthusiasm, they bring little to no experience.

How to combat that talent drain remains a large issue facing the healthcare sector, but one that ensures plenty of opportunities for those looking to start a career in the industry.

Source Queensland Times

Opinion: Public expectations with retirement and living longer are in a period of transition

Report says Australians to work longer

WELL I’ve finally reached the proverbial three score years and ten as mentioned in Psalm 90.

It is the scriptural statute of limitations. After age 70, I am supposed to be a time-expired man and become an honorary member of the community. This I am not.

In recent months, a public debate has raged in Australia surrounding the rising retirement age. Labor increased the retirement age to 67 and the Liberals are proposing age 70 by 2035.

Forecasts predict that by 2050 the ratio of working age to retired aged Australians will fall from 5:1 (in 2010) to 3:1.

RETIREMENT: Treasurer Joe Hockey issues call to arms for grey army

TOOLKIT: Quarter of Bunnings’ workforce aged over 50

OPINION: Inability to find jobs for older people reveals gap in pension policy

ACTU president Ged Kearney believes the Government is out of touch with the reality of life for Australian workers and predicts it will lead to grandmothers and grandfathers joining the dole queue.

In my case and for many of my friends, this could not be further from the truth.

Working to age 70 and beyond does not have to be drudgery or a sentence to toil in the salt mines. It is about staying engaged, alive and purposeful. It is also a good way to keep a financial safety net in place just in case.

The ballooning number of older workers highlights a retirement revolution. As people live longer, public expectations with retirement are in a period of transition. For many aged 65 and older, it is a positive choice.


Employers are realising that older workers offer a good work ethic.

Employers are realising that older workers offer a good work ethic.


One of the keys is finding age-friendly employers that respect older workers and offer job flexibility options. Employers are realising that older workers offer a good work ethic, are punctual, willing to work on weekends, get on well with customers and rarely complain. Businesses that offer flexible employment options to older workers see them as a good investment.

I have enjoyed a career and lifestyle transition with multiple options and experienced no difficulties adjusting to new work requirements. I continue to work 20 to 30 hours a month but at a different pace. Older workers like me from diverse career backgrounds find employment such as promotional or customer service workers in large retail chains or shopping malls, in hardware chains, in coffee shops and food outlets or conduct field interviews for research firms. I am registered with five different employers who offer me work opportunities. My life is now a mix of working, learning, relaxing, and trying new things as well as a time of growth and reinvention.


For those who want to work, but are lucky enough not to need the income, volunteering is a wonderful option. Volunteering is a great way to stay active while making a significant contribution to a worthy organisation. Volunteering opportunities abound in every community.

But it’s not all work with no play. My wife and I are avid snow skiers and travel to Canada for four weeks to ski each year. We also manage to enjoy a driving holiday somewhere within Australia annually.

Retirement used to signal the end of a productive life for workers, but more and more, retirement is now a transition point for beginning a new phase of your life. For those approaching retirement, now is the time to develop a strategy to work fewer hours, try a new career or business, learn new skills, further your education, give back through volunteering and most importantly, enjoy life.


Ian Wallace is a Brisbane freelance writer and retiree

Source:  Courier Mail