The Global Centre for Modern Ageing (GCMA) has responded to Treasurer Josh Frydenberg’s speech at a recent Committee for the Economic Development of Australia (CEDA) event in which he said the ageing population is an “economic time bomb”.
During the speech, the Treasurer announced a "new dynamic" in the way the country's population is ageing which would require new policies to ensure the nation's economic heavy lifting is not left to a diminishing number of younger people.
The GCMA welcomed the discussion around the ageing population and highlighted it was important to recognise that there are ageist barriers that impede older workers from finding employment, remaining in the workforce or from transitioning to new opportunities.
Research suggests that ageism is prevalent in Australia:
More than a quarter of Australians perceive age-related discrimination while employed or looking for work*.
40% of Australian companies avoid employing anyone over 55*.
63% of companies report older worker departure causes a loss of key skills but only 26% methodically capture corporate knowledge from departing employees^.
“Part of our work at the Global Centre for Modern Ageing is to shift the existing ageist mindset and overcome community biases around ageing, so it is seen as an opportunity rather than a burden,” said GCMA’s Chief Executive Officer, Julianne Parkinson.
“At the GCMA, we are pleased to see innovative companies designing policies and workspaces that allow older workers to remain engaged in the workforce or to transition to new modes of employment if they want to.”
“Businesses today have an unprecedented opportunity to re-examine what a more inclusive workforce looks like and to accelerate performance and innovation by taking advantage of the extensive experience, insights, innovative creativity, knowledge and unique perspective that a multi-generational workforce brings,” Ms Parkinson added.
GCMA’s call to action for tackling ageism in a workplace:
Consider flexible working arrangements.
Remove ageist provisions such as mandatory retirement ages.
Provide training to recruitment staff to ensure practices are free of ageism.
Make a commitment to fight prejudice and stereotyping.
Invest in continued growth, training and development for all employees.
Consider re-designing the workplace to minimise physically demanding work.
Encourage age-diverse workplaces through intergenerational learning.
Consider job crafting through proactive career planning, blended work and gradual retirement.
Offer opportunities for different forms of engagement, such as mentoring roles.
Formal and informal recognition of the value and contribution of older workers.
Implement initiatives that foster the health and wellbeing of staff.
Offer workforce re-entry, and entry-level opportunities for older workers wanting a career change.
“We want to see an inclusive future that challenges the ageist narrative of today and allows people to belong, participate and engage in ways that they are passionate about and truly value throughout all of life’s course,” Ms Parkinson added.
“Older Australians should have the freedom to engage in society meaningfully in whatever way they choose whether it’s through volunteering, caring for loved ones or seeking adaptive skills learning so they can navigate growth sectors where there is employment demand.
“As companies seek to forge new and improved workplaces and cultures, we ask that they leverage an inclusive approach which includes older people at the centre of the design,” said Ms Parkinson.
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For media enquiries, please contact Nicola Barr, nicola.barr@gcma.net.au or 0422 594 615.
Sources :
* Australian Human Rights Commission (2016) – Willing to Work Report
^ Australian Human Rights Commission (2018)– Employing Older Workers Report
