Attitudes

• Section 1
• Challenges
• Attitudes
• Skills
• Employability
• Employer Expectations
• Learner Expectations
• Benefits
• Section 2
• Presentation
• Presenter's Support
• Section 3
• 3 Hour Workshop
• Section 4
• 3 Hour Workshop
• Section 5
• Contacts/Links

Perceptions

Negative perceptions and attitudes towards a mature aged workforce persist, with both recruiters and indeed, other/fellow workers often viewing older employees as less productive and lacking in the capacity to learn or adapt to changes in the workplace. Many mature workers, for both financial reasons or because of a desire to continue employment beyond the 'prescribed' retirement age, are disadvantaged because of both attitudinal and systemic factors in current workforce arrangements

Work arrangements

Retirement intentions play a key role in determining what older workers consider an 'ideal' job, with part time, casual or flexible options becoming favoured in preference to full time work. For mature aged workers to actively contribute within the confines of current job requirements and working arrangements, there needs to be a high level of flexibility and examination of current workplace systems and practices

Age diversity

There is a considerable lack of awareness of age discrimination legislation across the nation, further exacerbated by variations in legislation across states and territories. This may be reflected in recruitment practices and workplace behaviours, negatively impacting on mature workers in relation to employment opportunities and career options