It cites a 2006 ABS survey, which found that mature workers were also the least likely group to take days off due to their own illness or as a carer. In the two week period prior to the survey nearly half the number of mature workers had days off, compared to workers aged 25-34.
ABS data indicates that mature age workers are less likely to experience work-related injuries compared to younger workers.
In fact, the AHRC quotes research that indicates mature workers are so good for business that they deliver an average net benefit of $1,956 per year to their employer compared to the rest of the workforce -a result of increased retention, lower rates of absenteeism, decreased costs of recruitment and greater investment returns on training.
A further advantage of recruiting and retaining older workers is that their primary motivator is not always pay – flexible working conditions and interest in their work are often major drivers in mature age workers’ decision to remain employed.
With a rapidly shrinking workforce, it makes good sense for Australian small businesses to commit more than ever before to recruit on competence alone and to implement flexible workplace practices to attract and retain all their employees.
To find out more about workforce trends, our aging workforce, ageism, anti-discrimination legislation and how you can benefit from recruiting and retaining mature aged workers, visit the sources of this article – www.humanrights.gov.au, and www.anta.com.au, each of which has links to a range of resources, statistics, publications and information for employers and mature aged job seekers.
