We are in the midst of a global ageing phenomenon which impacts all levels of society, including the workforce.
The trend towards an older workforce means it is important to understand the role work plays in facilitating successful ageing. Creating work that preserves the wellbeing and social, psychological and mental capital of older workers is imperative to organisations and nations alike. Work practices which benefit mature workers have been shown to also benefit organisations. As an example, a 2014 study of 93 German small-to-medium enterprises found that age-friendly organisational practices (such as: age-neutral recruiting activities; equal access to training for all ages; training for managers on how to deal with an age-diverse workforce; and promoting an age-friendly culture) were positively associated with both a positive age diversity climate and also on business outcomes. For example, executives reported increased returns on assets and business growth. Boehm et al., 2014, P. Psych
At the same time, mature workers are increasingly needing to balance work pressures against care responsibilities that arise from the growing demand for non-institutionalised care for elders and other family members. It therefore is vital that our research focus extends beyond the organisation.
Through our research we aim to address these, and other crucial challenges associated with work and ageing.
This research has the potential to transform organisations by creating new knowledge which can be used to leverage the attraction, retention and engagement of mature workers.
The model presented below provides an overview of the main research aims of the CEPAR ‘Organisations and the Mature Workforce’ research stream.
Curtin University Human Research Ethics Committee (HREC) has approved this study (HREC number HRE2019-0053)