Why Experience Still Matters for Older Workers in Australia

Young workers are key to a strong, resilient workforce — especially as Baby Boomers retire and industries struggle to find workers. Employers who design jobs with younger workers’ needs in mind see higher engagement, lower turnover, and better outcomes. By improving job quality, career opportunities, and support, employers can help workers succeed and strengthen their business at the same time.     Explore Amanda Briggs & Madeleine Sirois evidence-driven recommendations here: https://lnkd.in/ei6mTWYf      #youngworkers #employerpractices #jobquality #SharedValue

The next generation of talent is ready — but are employers ready for them? As Baby Boomers retire and birth rates decline, the need for skilled workers is growing fast. Yet young people—ages 16 to 24—remain one of the most underutilized labor pools, facing higher unemployment and underemployment than older workers. Attracting and retaining this next generation requires more than filling open roles. It means rethinking job quality, creating real advancement opportunities, and building workplaces that align with what young workers value most. Employers who get this right won’t just fill positions—they’ll future-proof their workforce. #FutureOfWork #TalentDevelopment #WorkforceStrategy #YouthEmployment #HRLeadership

As I return from several months of parental leave this New York Times opinion piece about how to make workplaces more sustainable for working moms - and in fact, more sustainable for all workers - resonates. People crave work/life balance and the structures that make it attainable. To put it simply - people have, need and want a life outside of work. A good read for managers and executives in positions with power to shape the culture of their workplace and think of how best to retain top talent. #Worklifebalance #workculture

🧩 Extending Working Lives: The Role of Human-Centered Policies As populations age, older workers are an increasingly vital part of the global workforce, yet many still face barriers to continuing meaningful, productive work. A new ILO publication explores how human resource policies and workplace culture can help older adults stay engaged, healthy, and valued in their roles. Core Realities: • Age bias persists: Many workplaces still underestimate the contributions of older employees, leading to underutilized experience and skills. • Health & flexibility matter: Supportive environments, with flexible hours, ergonomic design, and health initiatives, extend both productivity and well-being. • Reskilling & inclusion: Lifelong learning and intergenerational collaboration are key to harnessing the full potential of an aging workforce. • Strategic HR leadership: Employers play a pivotal role in creating policies that integrate older workers rather than phase them out. What must shift: It’s time to move from age as a barrier to age as an asset — designing workplaces that recognize longevity as strength and inclusion as strategy. 🔗 https://lnkd.in/eHR73afG #OlderWorkers #AgeDiversity #WorkforceInclusion #HumanResources #ActiveAgeing

According to a recent poll, 43% of U.S. workers believe opportunities for growth at their current job are limited or nonexistent. This is especially so for Baby Boomers (48%) and Gen X (49%). This article from WorldatWork’s Workspan Daily shares what you can do when workers feel trapped in their career path, “unsure of what’s next” and that growth is eluding them. https://lnkd.in/gAbQ_kNa #WorldatWork #WorkspanDaily #CareerDevelopment #TotalRewards #TR #HRStrategy #HumanResources #HR #Workforce #LearningAndDevelopment

The Rise of Senior Talent: A New Global Work Era. The OECD Employment Outlook 2025 sends a clear message: the future of work will be multigenerational — and driven by experience. Far from stepping aside, people over 55 are redefining the very concept of employment, entrepreneurship, and longevity at work. According to the OECD, employment among workers aged 55–64 has reached record levels across developed economies. In the United States, 57% of those aged 60–64 remain active in the workforce, and an impressive 32% of those aged 65 and over continue working. Nearly three in ten people in their seventies are self-employed — proof that the desire to create, contribute, and remain relevant does not fade with age.

The Rise of Senior Talent: A New Global Work Era. The OECD Employment Outlook 2025 sends a clear message: the future of work will be multigenerational — and driven by experience. Far from stepping aside, people over 55 are redefining the very concept of employment, entrepreneurship, and longevity at work. According to the OECD, employment among workers aged 55–64 has reached record levels across developed economies. In the United States, 57% of those aged 60–64 remain active in the workforce, and an impressive 32% of those aged 65 and over continue working. Nearly three in ten people in their seventies are self-employed — proof that the desire to create, contribute, and remain relevant does not fade with age.

The Rise of Senior Talent: A New Global Work Era. The OECD Employment Outlook 2025 sends a clear message: the future of work will be multigenerational — and driven by experience. Far from stepping aside, people over 55 are redefining the very concept of employment, entrepreneurship, and longevity at work. According to the OECD, employment among workers aged 55–64 has reached record levels across developed economies. In the United States, 57% of those aged 60–64 remain active in the workforce, and an impressive 32% of those aged 65 and over continue working. Nearly three in ten people in their seventies are self-employed — proof that the desire to create, contribute, and remain relevant does not fade with age.

STAFFING RIDDLE OF THE DAY: - The labour force participation rate for older workers (55-64) has increased. - Youth employment (15-24) is lower than ever. If they do work at all, it is mostly part-time. - Mid-career professionals in Canada (mostly in the millennial age range) are leaving their corporate roles at an increased rate of 32% since 2020 for self employment. - Of the workers you have, disengagement is at an all-time high. More than 60% of employees say they aren't feeling engaged at work. What's your strategy today and for the next few years when you think about retention, succession and workforce planning? Drop your ideas below! #agediversity #employeeengagement #workforceplanning #peopleandculture #hrconsultant #canada

As Australia’s life expectancy rates increase, employers will need to design work experiences that consider the needs of older workers. Here’s how Australian retail store Bunnings is doing just that. Changes to the demographic make-up of your organisation can have profound impacts on organisational culture – both in a positive and negative way, depending on whether you create the conditions that allow for cohesion.