How employers can best support senior workers in the healthcare industry

Doctor's Appointment. Close up a medical consultation between a male doctor and female patient

Australians are increasingly working to older ages due to an ageing society, and this is set to grow since the government will raise the retirement age from 65 to 67 by 2023 [1]. While older workers can often be more skilled, experienced and productive, they may also be the most vulnerable and susceptible to injury at work [2].

Senior workers in the healthcare industry

According to the Australian Bureau of Statistics the healthcare sector employed more than 300,000 older workers, which is 15 per cent of their workforce, making this the leading sector in hiring mature workers [3].

Older workers are good for business. In January 2018, Australians aged 65 and over had a workforce participation rate of 13 per cent, up from eight per cent in 2006 [4]. The expected increased participation of mature employees in the workforce will produce a $55 billion (or 2.7 per cent) increase in national income by 2024 to 2025 [5]. Specifically for employers, the loyalty and low absenteeism of older workers was calculated as being worth $27 billion in 2015 [6]. These statistics show that retaining mature employees has a positive effect on your business by reducing ongoing hiring and training costs.

Risk of injury to older workers in the healthcare industry

Even though a lot of injuries occur in the 45 to 49 age category, older workers are more susceptible to injury and have a longer return to work journey. Last year, icare recorded 1,150 claims within the healthcare industry for the age bracket of workers 60 and over costing around $25 million dollars.

Ageing is inevitable. Our bodies will change as we age with reduced muscle strength and endurance, bone density, joint mobility, cognitive processing and reaction times. However, the effects of ageing will vary from person to person.

Helping workers return to work: what you can do as an employer

Once there has been an injury, there are several ways you can help your workers through the recovery process and their return to work.

  1. Raise awareness

    Make sure everyone in the organisation, from senior management to employees and contractors, is aware of the expectation that older workers should feel supported.

  2. Think about workplace design

    What caused the injury in the first place? Can changes be made to accommodate the worker, so they are safer and can do their job better? Job redesign or rotation may help manage the risks.

  3. Consider flexible working arrangements

    This might mean job-sharing, part-time arrangements, working remotely, or creating a mixed role with fewer or lower physical requirements. Be creative, depending on the requirements of your workers and your organisation.

  4. Support open communication

    Encourage two-way communication with your workers so they feel comfortable in addressing and discussing any potential health and safety issues.

  5. Have suitable duties available in case of injury

    Ensuring you have suitable duties available for injured workers is beneficial in decreasing the chances of your workers feeling isolated from their workplace.

As an employer, it's important for you to understand the needs, capabilities and skills of your workforce – regardless of age. 

It's important that you have the appropriate preventative and return-to-work measures in place, which will set you up for success and enable you to best support your workers and design a safe and healthy working environment for your employees.

References

[1] Concern about workplace cover for older workforce, The Sydney Morning Herald

[2] Supporting older workers in the workplace, WorkSafe Queensland

[3] We want you – Boom sectors for older workers, Older Workers (as of November 2013)

[4] Older Australia at a glance, Australian Institute of Health and Welfare