In today’s society an employer cannot afford not to engage its ageing workforce, particularly when it comes to appreciating their specific needs and wants as an older employee. In fact, retaining ageing staff may be just as important as attracting ageing employees.
At the age of 54, Jane Fletcher* decided to enter retirement. In retrospect she felt she retired too young and a few years later, she was on a mission to invest her skills and knowledge in an area of interest. She wanted something to keep her occupied; volunteer work crossed her mind. Like a typical baby boomer, she was loyal to her employers, having spent a significant stint at a small not-for-profit for 17 years.
The second time around, Jane had her ideal employer tick box ready.
The ageing of Australia’s population has been particularly apparent since the 1960s and is attributed to falling mortality and fertility rates combined with the effect of a baby boom generation as it moves into the older age brackets. Over the past two decades the workforce (and especially the full-time workforce) has been ageing at a rate faster than the general population. Workers in education and health are amongst the oldest workers; fewer younger people and more older women in the workforce. 
