The document discusses managing a multigenerational workforce and preparing for an aging population. It provides: 1) An overview of key challenges of an aging workforce like engaging and retaining older workers, supporting late career planning, capturing critical knowledge, and creating a flexible multigenerational workforce. 2) A case study of the Roads and Traffic Authority in NSW and their "MyJourney" program to retain older workers, support future planning, and share knowledge. 3) An interactive session where participants brainstorm actions their organization can take by 2020 to gain accreditation as a "mature age friendly" employer, focusing on executive support, succession planning, knowledge retention and cultural change.

1. generational diversity
…towards 2020
Alison Monroe, President NEEOPA
www.neeopa.org
Managing Director, SageCo Pty Ltd
www.sageco.com.au

2. what will we cover?
 workforce ageing (5 mins)
...an overview of key risks, challenges, opportunities for action
 MyJourney @ RTA NSW (5 mins)
…case study
 ‘The Year is 2020’ (35 mins)
…interactive session

3. NSW EEO Practitioners’ Association
 www.neeopa.org
 8 forums per year
 networking
 collaboration
 share best practise
 research
 access to case studies
 Bi annual ADES Survey

4. what is driving workforce ageing?
 increased longevity
 decreased fertility
 baby boomers’ retiring

5. sample - workforce benchmarking
Age Band (ABS) <24 25-34 35-44 45-54 55+
Utilities Company 14% 18% 17% 31% 20%
Utilities Sector 8% 20% 29% 33% 10%
Total Workforce 19% 22% 24% 22% 13%
Population 18% 18% 18% 17% 29%
Snapshot of the data story:
• positive representation (14%) of new labour market entrants compared to Sector
• fairly well balanced in the ‘prime age group’ 25-34
• 45+ age group (51%) significantly higher than industry (43%) and total workforce (35%)
• staff aged 55+ represent a combined total of over 5 000 years of organisational knowledge!
© SageCo 2011

6. ageing workforce challenges
include how to…
 engage & retain mature workers
 support late career planning / transition to retirement
 capture critical knowledge
 create a flexible, multigenerational workforce
 attract mature age workers with skills and experience
…what are your priorities?

7. what have they
told us?

8. we want older workers
late career marginalised by
opportunities happy to work
younger managers
longer, but
differently
want to fully
participate and support wanted
stay engaged for future planning
care giving is
an issue
retain our
want to feel
want equal access knowledge and
more valued
to training and expertise
promotion

9. Roads and Traffic Authority
MyJourney
the story so far
Jeanette Wenborn
HR Partner
May 2011

10. The RTA workforce
• 180 offices
• 20,000 km roads
• 5,000 bridges
• 3630 traffic signal sites
• 7,000+ staff
• 2,500 staff aged 50+

11. What did we do?
2007 - 2009
• 27 x RTA experts
• 30 x knowledge transition activities
2010
• 20 x MyJourney seminars
• 650 participants aged 55+
The journey continues in 2011...

12. MyJourney impact
I have developed a flexible work
proposal and/or spoken to my manager/HR
about flexible work options
13%
14% Yes
I plan to
No
73%

13. MyJourney impact
I have undertaken a health check
27%
Yes
I plan to
52% No
21%

14. MyJourney impact
I have taken steps to intentionally
share my knowledge with others
29%
45% Yes
I plan to
No
26%

15. MyJourney project
Critical project success factors…
• Executive advocacy – Chief Executive
• Strong internal project driver / owner
• Integration with HR Strategy
• Workforce sustainability
• Succession planning
• Flexible work
• Knowledge retention
• Cultural change and engagement

16. hypothetical
The year is 2020
The Australian Government has hit target of accrediting 1000 organisations
as ‘mature age friendly’ employers and service providers
To achieve this accreditation, your organisation has shown best practice in
this area
What needs to happen between now and 2020 to make this happen?
Prepare a bullet point presentation to your CEO and Executive leadership
team (who are sitting at the next table and to whom you will present your
plans shortly...)

17. 7 minutes
1. Quickly appoint a scribe / spokesperson
2. You have 7 minutes to brainstorm and capture key ideas
to present to the executive team (refer to handouts)

18. 3 minutes
1. Spokesperson stand up please
2. Move to the next table and take a seat
3. You have 3 minutes to present to the executive team
4. The executive team listen in silence and make notes
5. When the spokesperson has finished, turn your chair to face
away from the group and await next step

19. 3 minutes
1. CEO and Executive team discuss and debate the presentation
• what would work?
• what would not?
• why?
• what was missing?
2. Spokesperson listens in silence and jots down notes

20. 5 minutes
1. Spokesperson returns to their original work team and debriefs
2. Refine the plan based on feedback
3. Determine the 3 ‘most important’ things that will be done and be
ready to present

21. what do you now know?
what could be your next step?