The aged care sector is at a critical juncture. Australia's population is aging rapidly, with the number of people over 65 projected to grow from 16% of the population in 2021 to 20% by 2041. This demographic shift, coupled with recent government reforms and evolving resident needs, is creating an unprecedented demand for a skilled and compassionate aged care workforce.
This environment presents significant challenges and opportunities for the aged care sector over the next five years. Providers must strategically plan and adapt their workforce models to ensure they can continue to deliver high-quality, person-centred care in a sustainable way. The ability to future-proof your aged care workforce will be key to meeting these demands.
the looming workforce shortfall
A severe and persistent workforce shortage is the most pressing issue. Government and industry projections paint a stark picture. Demand for care and support workers is projected to significantly outpace workforce supply, with a gap of approximately 211,430 full-time equivalent (FTE) positions by 2050, according to a report by Jobs and Skills Australia. This highlights the urgent need for providers to strategically plan and adapt their workforce models to ensure they can continue to deliver high-quality, person-centred care in a sustainable way. The ability to future-proof the aged care workforce will be key to meeting these demands.
key strategies for building a resilient workforce
To combat these challenges, aged care providers must adopt a multi-faceted approach focused on attraction, retention, and innovation.
1. redefining the employee value proposition
To attract new talent and retain existing staff, providers must make aged care a more appealing career choice.
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increasing pay and benefits:
Recent wage increases are a crucial step. Providers need to ensure pay and conditions are competitive, reflecting the demanding and highly skilled nature of the work.
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career pathways:
The new generation of workers, Gen Z in particular, want clear career progression. Providers should offer structured pathways for professional development, including specialisations in areas like dementia care or palliative care.
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fostering a positive culture:
A supportive, respectful, and valued work environment is essential for retaining staff and combating burnout. Leadership and communication play a pivotal role in this.
2. embracing technology and innovation
Technology will be a game-changer, improving efficiency and enhancing the quality of care.
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streamlining operations:
Automation and AI can take over administrative tasks, freeing up care workers to focus on direct resident care. This also helps meet regulatory requirements like mandated care minutes tracking.
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digital staffing solutions - the 30 second revolution:
Thanks to modern staffing apps, the process of posting a vacant shift has been reduced from what was once a 35-40 minute process to less than half a minute.
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telehealth and remote monitoring:
These technologies will become standard, enabling proactive health management, reducing GP/hospital visits, and providing a more flexible care model, particularly for residential care.
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data-driven workforce planning:
Facilities will use data analytics to forecast future staffing needs, identify skills gaps, and optimise rostering to better match carers with client needs.
3. shifting to a human-centred, flexible model
The future of the aged care workforce will be defined by flexibility and personalisation.
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diverse workforce:
The workforce is becoming more diverse, with a high percentage of aged care professionals born overseas. Aged Care providers must embrace this diversity and build a culturally competent workforce to meet the needs of a diverse resident base.
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flexible working arrangements:
Offering flexible schedules and part-time options will be key to attracting a wider talent pool, including people with family and caring responsibilities and younger demographics.
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strategic recruitment:
While local recruitment and retention are paramount, skilled migration and travel nursing will continue to be an essential part of the solution to fill critical short-term gaps.
the road ahead
The next five years will be a period of significant change for the aged care sector. While the staffing challenges are immense, government reforms and a growing focus on workforce development present a clear opportunity for providers to build a more sustainable and resilient workforce. By prioritising technology, improving the employee experience, and embracing flexibility, the sector can not only meet the demands of an aging population but also deliver on the promise of high-quality, person-centred care.
Are you prepared for the demands of the next five years? Contact Randstad Health and Aged Care today to discuss how we can help you re-evaluate your current staffing strategy and develop a clear plan to future-proof your organisation.
Call 1300 289 817 or
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Matt Hodges
national director - health & aged care
