as old as your doubt, as young as
your self-confidence, as old as
your fear, as young as your hope,
as old as your despair" Douglas MacArthur (1880-1964)
With longer and healthier working lives comes an opportunity for many people to work longer and possibly change career pathways. Career development and planning support can contribute significantly to enhancing employee motivation and productivity.
Work and life balance impacts workers of every generation. Flexibility has become increasingly more important in the workplace. The ability to work part-time or flexible hours has been found to be the most important facilitator, after good health, for older people to work beyond retirement age1.
To attract and retain older workers, employers need to create the culture, systems and processes that support and facilitate work flexibility.
It is critical to build a workplace culture that values older workers and designs work to maximise the participation of older workers. Workplaces can:
- promote a positive, age-friendly workplace culture
- take an age-inclusive approach to recruitment
- better match work for older workers
- provide options for alternative or enriched work roles
- provide and promote flexible work options
- help workers transition to retirement
- use technology to help older workers participate at work.
To take action, download the Work Design guidance material.
- Managing a healthy ageing workforce: a national business imperative
- State Services Authority: an ageing workforce
- Employee mobility for professional development
- Managing in a Flexible Work Environment
- Your Rights at Retirement
- Case study - National Australia Bank - MyFuture program (PDF, 99.3 KB)
- Working Together: Promoting Mental Health and Wellbeing at Work (PDF, 13.7 MB)
- Diversity Council of Australia's Unconscious Bias Unplugged program