Age diversity: Benefits For Your Workforce

The landscape of our industry is evolving. As the Australian population ages, there’s a pressing need to address the age of our workforce. Age diversity, often overlooked, emerges as a potent solution, offering businesses a unique blend of experience, skills, and adaptability. (Source: Business.gov.au)

The power of age diversity

Age diversity is more than just a mix of young and old; it’s about harnessing the collective strength of varied experiences, skills, and perspectives. 

Recent research indicates that hiring mature-age workers can lead to increased productivity, innovation, and workforce reliability. Dr. Kay Patterson AO, Australia’s Age Discrimination Commissioner, emphasises the unique skills and experiences each generation brings to the table. With five generations currently at work, businesses that champion age diversity find themselves at the forefront of innovation and problem-solving. (Source: DEWR)

Older workers bring a plethora of advantages to the table. They have high retention rates, with workers aged over 55 being five times less likely to change jobs compared to those aged 20-24. (Source: SafeWork SA)

Current Industry Stats

Recent statistics indicate a projected growth rate of 10.2% in the industry over the next five years, signalling a robust demand for skilled professionals. The median age of professionals in our industry stands at 34 years, with a stark gender disparity – only 2% of the workforce is female. This statistic underscores the pressing need for more inclusive recruitment practices. Furthermore, the median weekly earnings for professionals in our sector is around $2,120, higher than the average across all jobs. This presents an opportunity for businesses to leverage competitive salaries as a tool for attracting and retaining top talent. (Source: Labour Market Insights)

Can age diversity help address labour shortages in Australia?

Labour shortages pose significant challenges for the construction industry. However, age diversity could be part the solution. With Australians living longer and retiring later, there’s a vast pool of mature talent waiting to be tapped. These workers often bring a strong work ethic, reliability, and a wealth of knowledge that can be invaluable in addressing labour gaps. Moreover, by fostering an age-inclusive work culture, businesses can attract and retain talent, ensuring project continuity and maintaining client trust.

Tips for businesses to foster age diversity

• Inclusive Recruitment: Ensure job advertisements appeal to all age groups. Exclude date of birth from application forms to avoid unconscious bias.
• Flexible Work Arrangements: Offer part-time, remote, or flexible hours to cater to the needs of mature workers.
• Mentorship Programs: Pair younger employees with mature workers to facilitate knowledge transfer and foster mutual respect.
• Continuous Training: Provide training opportunities for workers of all ages to ensure everyone stays updated with the latest industry trends and technologies.
• Promote Success Stories: Share stories of mature workers who have made significant contributions to the business, inspiring others and breaking stereotypes.

Age-diverse training opportunities

Training isn’t just for the young. Mature-age apprenticeships and training programs are gaining traction, offering older individuals a chance to upskill, reskill, or even embark on a new career path. These programs recognise the value of life experience, translating it into job-ready skills. With initiatives like the Skills Checkpoint for Older Workers and the Skills and Training Incentive, mature workers are equipped with the tools they need to succeed. Businesses, in turn, benefit from a skilled and diverse workforce. (Source: Jobs and Skills WA)

Mature-age apprenticeships are a viable option for those considering a career shift. These apprenticeships offer a unique blend of hands-on work experience while allowing individuals to pursue vocational qualifications, such as Certificate II, Certificate III, or a Diploma. Full-time apprenticeships typically span 3-4 years, combining on-the-job training with classroom studies. However, mature-age apprentices can negotiate individual training programs, potentially reducing the qualification time. If a mature age apprentice has transferable skills from previous life and work experiences, they might qualify for RPL credits, shortening the training period. (A mature-age apprentice is someone who starts an apprenticeship at 21 years or older.) (Source: Training.com.au)

Combatting Age Discrimination 

Age discrimination can be detrimental to the morale and productivity of older workers. It’s essential to offer training, skill development, and promotion opportunities equally to all workers. Ensuring that workers are aware of behaviours that could be perceived as harassment or discrimination based on age is crucial. Businesses should also focus on promoting and supporting age diversity through policies and practices. Retaining experienced workers is vital for businesses. The loss of such workers can lead to increased costs in recruitment and training. To improve the retention of mature-age workers, businesses should address age discrimination, restructure work practices to include flexible work options, develop mentoring programs, and avoid making assumptions about when older workers might retire. 

By embracing the strengths of both young and old, businesses can navigate the challenges of the need for aging workforces, drive innovation, and ensure long-term success. The future is increasingly age-diverse, and it’s time we embrace it in our workforce.

For more industry insights, check out these related articles:

• Labour shortages: implications for contractors and subcontractors

• What licences and registrations you need when starting an electrical contracting business