Mature Workers Matter

1. Mature Workers Matter University of Adelaide 2 June 2011

2. MATURE WORKERS MATTER “The typical aged care worker is female, born in Australia, aged 50, married, with at least 12 years of schooling + post school qualifications, working 16 – 34 hours a week.” ACSA Our Clients and Our Workforce presentation

4. MATURE WORKERS MATTER Workforce Statistics • 93% residential & 91% community workers are female (NILS, 2008). • 60% residential care workers aged over 45 + & 70% community care workers aged 45 + Aust workforce 36.7% (NILS, 2008). HACC workforce 56% 45 + (HACC, 2006). • 2/3rds residential and 60% of community workers are part-time. 29% are casual (more in community care) (NILS, 2008). • 2/3rds residential & 3/4s community workers Australian born (NILS, 2008). • 1 in 4 PCs & CCW and 1 in 5 RNs have to be replaced each year by their current employer (NILS, 2008).

5. MATURE WORKERS MATTER Particular Challenges for Mature Workers • Very manual nature of work • Majority of workforce made up of women • Very high workloads • Significant stress • Sandwich generation • People working longer

7. MATURE WORKERS MATTER Older Workers Rock • Experienced • Dedicated • Outstanding work ethic • Skilled • Lots of us • Empathy with residents/clients • Loyal

9. MATURE WORKERS MATTER • Attracted to work because they find working with clients rewarding. • Very committed to high quality care – balance high work loads, complex client/carer issues, legal & regulatory responsibilities, internal & external reporting, human resource issues. • Pay rate is lower than comparative industries which exacerbates feeling of being undervalued. • Job satisfaction very important: • Good team and management support (supportive work environment) • Being valued by managers, clients and the community • Good work conditions eg family-flexible work arrangements, ongoing learning opportunities, salary packaging, more time caring, autonomy, career pathways etc • Enough staff to share work load reducing the feeling of pressure and stress (this was seen as more important than a pay rise in some areas)

10. MATURE WORKERS MATTER ACS Mature Workers Matter Project, funded by Employers Mutual Ltd. Project Purpose • Build leadership capability around mature workforce matters • Support the implementation of practical interventions to improve the working experience of mature workers • Provide resources to keep workers in good health and free from injury

12. MATURE WORKERS MATTER Project Outcomes • Web-based Resource Kit • E-learning module • Industry Case Studies • Champion’s Projects – progress reports • List of tools and resources • Champions will • Participate in series of 4 Master Classes • Continue to meet for peer support • Implement and measure success of their projects • Offer mentor support to industry • Keep mature worker matters on the agenda

13. MATURE WORKERS MATTER Project Process • Steering Group made up of key stakeholders • Consultation with Senior Managers, HR staff, Supervisors/Coordinators and mature workers • Series of 4 Master Classes • Appointment of Industry Champions

15. MATURE WORKERS MATTER Consultation Findings Identified a Need For: • More sophisticated understanding and application of flexible work practices • Examination of job design and individual workability • Exploration of different staffing models and organisation structures • Implementation of career pathways and transition to retirement incorporating new roles such as mentoring, training, coaching etc • Considering how technology can reduce manual handling risks • Rethinking wellbeing programs and what incentives would increase uptake • The important place of consultation and conversations

16. MATURE WORKERS MATTER Learning’s So Far • Although a lot of interest and enthusiasm in the topic, workload and nature of a not for profit industry means that commitment to attending a series of 4 master classes is problematic – overcome with flexible options • Designing and implementing projects within the master class time frame difficult – alternatives offered • Flexible arrangements often available but work culture not conducive • Some interventions reliant on increased funding • Need transformational change and thinking outside the square but sustainable change is more likely to happen incrementally

18. MATURE WORKERS MATTER Master Classes • Decision makers - HR, OHS or Site Managers / Coordinators • A community of 30 practitioners with 10 regularly involved • Four three hour sessions over 5 month period

19. MATURE WORKERS MATTER Master Class Program 1 Why Mature Workers Matter 2 Return to Work Conversations 3 Flexible Work Practices 4 Work Organisation & Job Design

21. MATURE WORKERS MATTER Master Class Projects • Mentoring projects • Health & Wellbeing • Manual handling • Interviewing mature workers • Job redesign

22. MATURE WORKERS MATTER • Master Class content • Case studies • Projects detail • Resources • Podcasts, Checklists • Champion profiles

24. MATURE WORKERS MATTER MOST IMPORTANT ADVOCATES FOR WORKING IN SECTOR ARE EXISTING WORKERS • Look After Your Current Workforce And They Will Provide The Best Care Possible • Look After Your Current Workforce And They Will Attract The Future Workforce

25. QUESTIONS ? THANKS FOR FUNDING FROM EMPLOYERS MUTUAL LTD Carol Mohan HACC Service Support & Development Officer Aged & Community Services SA & NT Inc Telephone: 8338 7111 Email: hacc@agedcommunity.asn.au