workforce
was trying something different, and that was 38 per cent. And
22 per cent said they were not paid enough. So there’s a real
opportunity to have a look at those reasons for leaving and see
if we can address some of those in order to retain workers.
You said what emerged from HESTA’s discussions with peak
bodies, unions, employers and members was a vivid picture of
a dynamically changing industry. What were some of the key
things you were repeatedly hearing?
This issue of a dynamically changing industry was very strong
from all the interviews we did. Also, societal and demographic
changes. For example, the fact that dementia care is now core
business in this area. The ‘Uber-isation’ of care was mentioned a
lot, with more consumer directed care, having greater choice as
consumers, and new care models and new skills.
Both employees and employers put forward a range of
suggestions to improve retention and attract new staff. What
were some that stood out to you?
The things that employers are doing to retain aged care workers
or attract them are very interesting. First of all, it’s clear that they
are adapting their business models. I think the key area of change
is switching to more service-oriented approaches and doing that
to attract and retain not only clients but also employees.
There was a strong focus on flexible rosters and greater
certainty of hours for employees. This is something we heard from
employees as well as employers. Also, if we’re going to address
this tremendous need to have a growing workforce, there is an
opportunity to look at retention of experienced, older employees.
How do we support workers to stay in the industry?
When we asked employees why they would stay in the
industry, the key themes were better working conditions and
greater employee recognition. They felt that would make a
big difference to their job satisfaction and engagement. Also,
employees said they want more time to care for their clients, and
they want to cut through some of the red tape that surrounds
their roles.
What do you hope people will take away from this report?
The key aspect is the incredible opportunity in the aged care
sector. This industry is on the cusp of significant change, and there
is such an opportunity for both employers and employees in the
sector. It’s an exciting time to be involved in this industry, but I also
think it will be a challenge to be proactive and thoughtful in how
we attract and retain employees.
If, as a country, we are going to look after our elders in a
sustainable way and deliver high-quality service, we need to focus
on the workforce, on giving them the recognition they’re looking
for, on addressing their working conditions, and on cutting some
of the red tape. The organisations that will do very well in the
future will be those that focus on these challenges. That’s the key
takeout we hope people will see in the report. ■
SUBSCRIBE FOR LESS
THAN $2 A WEEK
THE LATEST NEWS AND RESOURCES FOR
HEALTH CARE PROFESSIONALS
Nursing Review is essential reading for
anyone involved in the healthcare sector in
Australia. It provides unrivalled coverage of
specialist topics from features and opinion
pieces, to international news and profiles.
• Latest news and resources for all health
care professionals
• Comprehensive coverage of a diversity
of topics
• Analysis of the major issues facing the
health sector as a whole
• Delivered free of charge
• 6 issues per year
• Only publication in the country dedicated
to reporting issues important to nurses
Please call 02 9936 8666 or email [email protected] to find out more.
agedcareinsite.com.au 29