Yikes! A shrinking labour market!
I recently attended a breakfast launch in Sydney of the Australian Government’s series entitled “Workforce Tomorrow”.Reflective of the “Workforce Tomorrow Report”, drafted by the Department of Employment and Workplace Relations, it addresses the shrinking labour market and growing number of workers aged over 45 years.
Kevin Andrews MP, (Minister for Employment and Workplace Relations) pointed out that as a result of an ageing population (or the new in-phrase is “Population Ageing”) and a tighter labour market with skills in demand, that many businesses may “face adverse consequences” unless they are prepared to adapt.
It appears all major industry and occupational groups will be affected.
Although the Australian Government suggests that it’s addressing these issues through the Welfare to Work measures and Workplace Relations reform, there’s a definite underlying responsibility that’s surfacing beneath the employer.
There was a particularly poignant massage delivered by our Prime Minister Mr. John Howard, on the day to employers, regardless of their size.
In essence he said that if a company was to remain competitive and economically viable, they would need to consider tapping into a wider and more diverse pool of labour. Plus, they will need to create more flexible and diverse workplaces and recruit from a broader range of employees.
Supported by a 2005–06 Federal Budget allocating $50 million to the Employer Demand and Workplace Flexibility Strategy, the changes are said to embrace a larger demographic.
Bedsides the ageing population, employers are encouraged to employ from other traditionally underrepresented groups in the workforce such as people with a disability.
It appears that the strategy will provide wage subsidies and workplace modifications for businesses that employ people with a disability, as well as training and tools to help employers better manage older workers.
The Australian Government is currently working with peak business groups to develop demonstration employment projects in some of the industries that are suffering most from labour shortages.
Approximately $2 million has been made available for three years commencing 2005–06 to fund recruitment, employment and retention projects to increase participation in the workforce by people from the target groups.
Taken from the Australian Bureau of Statistics, there will be a prospective shortfall of 195,000 workers over the next five years, spread evenly across industries and occupations. In relative terms South Australia will be most affected by ageing and the Northern Territory the least. However in line with the size of their populations, NSW, Victoria and Queensland will have the largest employment shortfalls.
As you may recall, in the November 2004 issue of C&T we covered (then tagged) “Mature Aged” issues and although numbers have increased, there remains a trend from full-time work towards part-time work. The refreshed figures state that between July 1990 and July 2005 part-time employment increased at an annual rate of 3.6 percent, with full-time employment increasing at an annual rate of 0.9 percent.
In addition a detailed Monash report, estimates for film, radio and television, a forecast reduction in an annual employment growth rate of 0.27 percentage points from 2004-05 to 2009-10.
It’s favorable compared to the labour intensive markets of Mining and Agriculture at approx 1.5 percentage points. Of the remaining listed 52 industries in the report only those equal to, or lower than, film/radio/TV were; Health Services, Community Services, Food Retailing, Construction Services, Agriculture and Water/Drains.
What can we do for the future?
Be more innovative in our approach to a shrinking talent pool. How?
We need to mentor, coach and train to create a more diverse workforce, whilst retaining mature aged employees through phased retirement.
Also consider child care facilities for primary carers and modify the workplace for those with disabilities whilst taking advantage of related Government incentives.
If you’re interested in learning more about this initiative, DEWR (The Department of Employment and Workplace Relations) is running a series of Better Connections workshops and Wise Workforce Workshops (formerly Business Learning Networks) in regional areas to help develop solutions to local employment issues. Just phone 02 6121 6807
posted by Karl Jansson @ 7:51 PM
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