Some organisations haven’t yet realised how an ageing population impacts their industry. Even those that want to do more to support their older workers often don’t know where to start. The videos, white paper and infographics on this page help build the business case for being “ageing workforce ready” and provide a best practice framework for implementing change.
This video is a great introduction to the opportunities and risks an ageing population creates for employers. If you want to build a business case for ‘ageing workforce ready’ initiatives in your business, then this video along with the white paper “The Age Difference” are good places to start.
This video explains why discrimination based on age is no longer acceptable.
This video describes work-related factors and how to support older workers by addressing the root causes of workplace stress. By tackling the problems that create workplace issues we can better protect and promote employee mental health and wellbeing across the lifespan.
AWR Benefits to Organisations
Despite the identified risks, Australian employers have been slow to engage with the realities of an ageing workforce. Older workers are exposed to workplace psychosocial stressors, that can affect their mental health and wellbeing, during both late career navigation and in the transition to retirement. On the other hand, there are opportunities to be harnessed; an ageing workforce has the potential to positively impact organisations’ capacity, reputation and performance.
AWR Benefits to Employees
When an organisation engages with the realities of an ageing workforce, enhances age diversity, and addresses stressors experienced by older workers, the benefits for individual employees are tangible. These benefits include:
Positive organisational culture
The project activities introduce and reinforce practices that protect and promote a better working environment for older workers.
Improved health and wellbeing
A positive organisational culture is known to improve employee health and wellbeing. In addition, specific organisational practices can address the needs of older workers.
Tackling age discrimination
Implementing initiatives to directly decrease age discrimination will have a positive impact on older individuals in the workforce, and those seeking to re-enter the workforce.
Better transition-to-retirement options
Creating an environment in which people can proactively decide how they would like to work as they age allows individuals to experience a better transition to retirement.
Freedom to keep working
With workplace and societal improvements for older people, along with the economic need for a strong labour force, people can choose to unretire or keep working productively indefinitely.