Mining
Age by Industry
Age by Occupation
Age by Education
Age by Working Arrangements
Age by Industry Trends
Age by Industry
The average age (mean) of the Mining industry is 39.3 years. The chart below displays the age distribution of workers in Mining. The largest proportion of workers are in the 40 to 44 year age group (17.4 per cent), followed 30 to 39 years (16.9 per cent).
AGE BY INDUSTRY
Mining
Age grouping
ABS (2001) Labour Force Australia
Projections of the age profile of the Mining industry against the age profile of the population in ten years time, shows that there could be considerable variation between these two profiles. Most noticeable is the diversion at the 25 to 34 years and 55 years and over age groups, demonstrating a higher proportional concentration of people aged 25 to 55 years compared to the Australia population.
Mining
Workforce Population Age Profile Year 2004
Age by Occupation
The oldest employees within Mining are Managers and Administrators, aged 45.1
years on average and Intermediate Clerical, Sales, and Service Workers, whose
average age is 40.5 years. The youngest group is Professionals, aged 37.4 years
on average.
AGE BY OCCUPATION
Mining
Occupation
ABS (2001) Labour Force Australia
Age by Education
The level and currency of post-secondary qualifications held by workers within Mining demonstrates the ability of the industry to sustain its productivity into the future. Forty-two per cent of all workers in Mining have not post-secondary education. The majority of the workers, who do hold a post-secondary qualification, have a certificate level qualification (34 per cent). Younger people aged 15 to 44 years, have a greater proportion of workers who have obtained qualifications. 59.9 per cent of people in this age group have qualifications, compared to 54.1 per cent of workers aged 45 years and over. Eighty-four per cent of workers aged 45 years and over who do hold post-secondary qualifications, obtained them before 1980 and negligible numbers of workers in this age group studied in 2000-01. For workers aged less than 45 years, 50.2 per cent had completed their qualification prior to 1990.
Table: Highest Post-secondary Qualification by Age
| Highest Qualification | 15 to 44yrs | 45yrs and over | Total |
|---|---|---|---|
| Postgraduate Degree Level | 2.4% | 2.3% | 2.4% |
| Graduate Diploma and Graduate Certificate Level | 1.4% | .5% | 1.1% |
| Bachelor Degree Level | 15.0% | 8.7% | 13.1% |
| Advanced Diploma and Diploma Level | 4.3% | 6.0% | 4.8% |
| Certificate Level | 34.4% | 32.6% | 33.8% |
| No Post-secondary Education | 40.1% | 45.9% | 41.9% |
| Other | 2.4% | 4.1% | 2.9% |
| Total | 100.0% | 100.0% | 100.0% |
Table: Year of Completion of Post-secondary qualification by Age
| Year completed qualification | 15 to 44yrs | 45yrs and over | Total |
|---|---|---|---|
| Before 1971 | 34.6% | 9.5% | |
| 1971-1980 | 11.3% | 49.0% | 21.6% |
| 1981-1985 | 18.2% | 7.7% | 15.3% |
| 1986-1990 | 20.7% | 3.8% | 16.1% |
| 1991-1995 | 25.5% | 1.9% | 19.0% |
| 1996-1997 | 9.1% | 1.0% | 6.9% |
| 1998-1999 | 6.9% | 1.9% | 5.5% |
| 2000-2001 | 8.4% | 6.1% | |
| Total | 100.0% | 100.0% | 100.0% |
Age by Working Arrangements
The working arrangements of employees within Mining are highly variable, with only one in eight workers employed on a standard 40 hour week basis. A large proportion of workers in this industry are employed for more than 40 hours a week (72 per cent). There are a significantly higher proportion of workers aged less than 45 years, who work more than 40 hours a week (74 per cent), compared to 67 per cent of older workers. Working beyond the standard 40 hour week, raises questions about the sustainability of workers as they age.
| Year completed qualification | 15 to 44yrs | 45yrs and over | Total |
|---|---|---|---|
| 1-15 hours | 2.3% | 2.0% | 2.2% |
| 16-24 hours | 2.0% | 4.0% | 2.6% |
| 25-34 hours | 3.2% | 4.0% | 3.4% |
| 35-39 hours | 5.9% | 8.5% | 6.7% |
| 40 hours | 12.6% | 14.4% | 13.2% |
| 41-48 hours | 23.9% | 22.9% | 23.6% |
| 49 or more hours | 50.1% | 44.3% | 48.3% |
| Total | 100.0% | 100.0% | 100.0% |
Age by Industry Trends
The Mining industry faces a number of challenges in recruiting and retaining a skilled workforce for the future. The industry has an ‘old economy’ image, which has reduced it’s attractiveness to potential workers, when compared to other industries. The decline in rural populations in key Mining regions because of the permanent loss of youth has accentuated the challenges associated with building a skilled workforce. There is also a decline in funding for minerals industry disciplines and a reduction in professional development programs. Careers are often insecure and there is a prevailing homogenous culture brought about by the industries often remote geographic location and work practices.
To adapt to the implications of population ageing the Mining industry must examine its existing organisational arrangements and capabilities. To be successful the industry must:
- Anticipate and meet changing market and community needs.
- Apply leadership necessary to succeed in the global marketplace.
- Transform its culture to manage age dynamics, while retaining its strengths.
- Define and embed a new set of capabilities, which reflect the profile of an ageing workforce.
- Anticipate and capitalise on new technology, ensuring skilling and re-skilling of workers of all ages.
- Meet the needs of high calibre staff.
- Quickly adapt business models and workforce planning to changing needs.
Source:
The Empower Group& Business Work and Ageing (2002) Transition to Retirement & The Aging Workforce Presentation, 13/09/02.
