Over the last few years, we have seen an increased push for more inclusive age-friendly workplaces, and a renewed focus on generational differences at work, specifically around how we better engage and retain a multigenerational workforce. This is increasingly important as we enter a trend of ‘unretirement’ where almost 4 out of every 10 new workers are over the age of 55. In Melbourne alone, 15.8% of workers were over the age of 65 (ABS 2020).
However, ageism is still rife in organisations and is a key topic that must be addressed through the push for age-friendly workplaces. Did you know that almost 21% of recent retirees were forced to retire early because their workplaces could not cater for their health or physical needs? (ABS, 2020).
This is despite earlier research that found memory loss and chronic illness progression can be delayed by longer participation in the workforce (Brough, Johnson, Drummon, Pennisi & Timms, 2011).
Research on workforce engagement and transitions continues to highlight the importance of flexibility and consideration of health conditions, alongside understanding of the ageing and increasing caring requirements as our parents and partners age with us (Allen, Alpass, Szabo & Stephens, 2021; Mansour & Tremblay, 2019).
While innovations in the workplace to include those with a chronic condition are emerging, most focus on volunteering rather than paid engagements (Robertson & Evans, 2015). Specifically designed job boards such as olderworkers.com.au and groups such as Professionals with Alzheimers (PALZ) have emerged to normalise and combat ageism and the challenges associated with chronic illness, yet these groups are largely underutilised and under-represented in workforce innovations.
What is known is that, as the population ages, the available workforce is shrinking despite large workforce shortages and the availability of work across Australia. Thus, the time is now to invest in more innovative, age-friendly, inclusive workforce solutions for the future with the Global Centre of Modern Ageing®
ABS (2020). Retirement and retirement intentions in Australia. Retrieved 20/10/22 at: https://www.abs.gov.au/statistics/labour/employment-and-unemployment/retirement-and-retirementintentions/australia/latest-release
Allen, J., Alpass, F. M., Szabó, Á., & Stephens, C. V. (2021). Impact of flexible work arrangements on key challenges to work engagement among older workers. Work, Aging and Retirement, (4), 404-417.
Brough, P., Johnson, G., Drummond, S., Pennisi, S. and Timms, C., 2011. Comparisons of cognitive ability and job attitudes of older and younger workers. Equality, Diversity and Inclusion: An International Journal, 30 (2), pp. 105-126
Mansour, S., & Tremblay, D. G. (2019). What strategy of human resource management to retain older workers?. International Journal of Manpower.
Robertson, J., & Evans, D. (2015). Evaluation of a workplace engagement project for people with younger onset dementia. Journal of clinical nursing, 24 (15-16), 2331-2339.
Associate Professor Katrina Radford has authored more than 50 publications, and is a board member of the Australian Association of Gerontology. She also serves on the advisory board of the Australian Institute of Intergenerational Practice.
Dr Radford brings extensive experience in Australia’s disability and ageing sectors, having worked as a behavioural therapist for autistic children, and within the strategy unit of a large aged care organisation, prior to becoming an academic.
As a researcher, Dr Radford is particularly focussed on creating and planning for inclusive workplaces, building the systems and programs that provide quality care for an ageing population, and improving the recruitment, retention, and support of employees in the aged care sector.
Her expertise also extends to trialling new, innovative systems that address ageing and ageism, including workforce trials to re-engage the older population.
