When it comes to recruiting new workers, thinking outside the square may provide solutions to meeting workforce demand. Two aged care providers tell AAA about their novel initiatives to attract people to the sector.
When an aged care resident dies, a dignified and open process is important for loved ones, fellow residents and staff.
The first research of its kind has highlighted the importance of workplace conditions, support and culture in understanding why aged care employees stay or leave the sector.
As aged care enters the era of increased competition for clients, new mapping tools that tap into rich demographic, consumer and psychographic data could revolutionise how providers target the right people with the right material.
As more facilities are encouraged to participate in the national rollout of quality indicators in aged care, stakeholders continue to debate key aspects of the program.
After years of debate, the certificate III in aged care has been replaced with a common qualification across aged care and disability, while mandated work placements have been put in place. But is it enough to address longstanding sector concerns?
The delayed release of the Federal Government’s audit of workforce programs has stalled the development of a sector workforce strategy, much to the annoyance of aged care providers, unions and professional groups.
The failure of successive governments to invest in a national elder abuse strategy means that authorities are in the dark as to the scale of the issue or which prevention and intervention strategies work best, researchers and agencies have warned.
The government has raised the prospect of a new national advocacy service for aged care clients, but the existing state-based agencies are being backed by key stakeholders in arguing for the status quo – with some improvements.
Merger, amalgamation and partnership activity is at unprecedented levels in aged care, as the not-for-profit sector faces profound challenges. Now there are stark predictions that within the next decade not-for-profits will make up just a third of the sector.
Whether it is in large groups or one on one, those in the business tell Natasha Egan that leisure and recreation pursuits should be tailored for each individual.
In the second part of her series exploring the age discrimination facing mature-age job seekers, Jackie Keast looks at the advantages of hiring older workers.
This hotel group developed a training program in conjunction with National Seniors Australia pitched at over 50s looking for work – and is reaping the benefits.
Meet Ron Di Giorgio, one of the many Australians struggling to find work because of their age. In this in-depth series, Jackie Keast examines the ageism rife in recruitment, and emerging ideas to change it.