The number of older people in Australia’s labour market has doubled in the last 30 years, yet a new study shows there is still not enough support for the ageing workforce.
The study from the University of Sydney, recently published in a new book The Multigenerational Workforce: Managing Age and Gender at Work, found much of the dialogue around diversity and inclusion in workplaces fails to include conversations about age inclusivity.
According to statistics, older workers in Australia’s labour market have doubled since 1991, and the largest increase has come from the 55-64 age bracket. However, according to the USYD study, policies and practices in organisations tend to centre around supporting retirement, as opposed to supporting older workers’ participation, productivity and engagement.
Professor Marian Baird is an expert in gender and employment relations at USYD’s Business School and co-editor of the book which has published the study. She said true inclusivity at work must account for Australia’s ageing population.
“Many employers are taking important steps to create inclusive workplaces – for example, for women and people of diverse cultures and sexualities – but our research shows older workers are often ignored,” Professor Baird said.
“If your diversity policy doesn’t consider age, you might be improving the working lives of some but not others. Inclusive multigenerational workplaces keep older workers from running out the door and taking their experience with them.”
Women make up much of Australia’s ageing workforce and face unique challenges due to the disproportionate load of unpaid care they carry, compared to their male counterparts, the gender pay and superannuation gap, and gender-based discrimination in the workplace.
Christine Mayberry is 70 years old and works at the Lane Cove Library. She left the workforce for many years to raise her four children, meaning her superannuation is falling behind.
Mayberry has no plans to retire, and while her workplace is accommodating for her needs, not all workplaces are the same.
The USYD study followed six Australian organisations, including government-owned corporations and a national law firm, for seven years to learn about how organisations are supporting Australia’s ageing workforce. The researchers conducted interviews with managers and workers, surveys and reviewed policies and practices in the workplace.
The researchers recommend that organisations review their DEI policies and practices to include older workers, including reviewing provisions for caregivers to account people caring for grandchildren and elders, flexibility and more.
Associate Professor Myra Hamilton from USYD’s Business School, a researcher in the study, said Australian organisations must “stop pretending workers are heading out the door by age 55”.
“Workers of every generation are interested in opportunities for training and progression, but older workers are sometimes stereotyped as not worth investing in,” Associate Professor Hamilton said.
“Older workers’ caring responsibilities tend to be unacknowledged. But we know that 45-64-year-olds – particularly women – provide most elder and disability care. Existing provisions for working carers often don’t cater to those responsibilities.
“In Australia, carers leave is restricted to circumstances related to illness, injury or emergency, and may not include tasks such as taking older relatives to routine medical appointments.”
The book, The Multigenerational Workforce: Managing Age and Gender at Work, was recently launched by NSW Minister for Women, Seniors and the Prevention of Domestic Violence and Sexual Assault, Jodie Harrison.
“We have an ageing population, and a generation of older people who want to stay active and working in a way that suits them,” Minister Harrison said.
“This book provides insights about our multigenerational workforce and how we can make our workplaces more inclusive, flexible and diverse to really tap into this opportunity.”