The intergenerational workforce of the future

Maret Staron

THINK PIECE | Maret Staron, Manager TAFE NSW ICVET

One of the key influences on learning environments of the future will be the intergenerational workforce of the future. There will be significant changes over the next 10 years as we accommodate the needs of not only Generation X and Y, but also the aging workforce – the latter remaining the predominant employees, according to Robert Chritchley.

TAFE NSW ICVET (International Centre for VET Teaching and Learning) commissioned two papers on the intergenerational workforce, as part of a series of think pieces to inform the research project Designing Professional Development for the Knowledge Era.

Both papers were by experts in their field - Avril Henry on Generation X and Y and Robert Critchley on the aging workforce.

Avril Henry (2006) in her paper The changing face of the workforce and intergenerational impacts, focuses on the shift occurring in how organisations need to think about attracting and retaining employees, especially those designated as belonging to Generation X and Generation Y. Henry examines the motivators of these generations and what may commit them to certain employers. Access to learning and development, effective and inspiring leadership and work-life balance that includes flexibility are important factors. Generation X and Y are interested in learning environments where employers invest in their learning and development, they have access to coaching and mentoring, and easy access to people, networks, resources through technology. They desire workplace environments that:

cater to a mobile population
redesign jobs regularly
enable greater flexibility
create more inclusive, collaborative work environments
involve multiple and changing stakeholders, and
increasingly people will choose to be contractors, consultants and self employed.

However, 80% of the future workforce growth in the next decade will come from people older than 45 years of age and by the 2020s, the number of people retiring will exceed those entering the workforce (Critchley, 2006).

Robert Critchley in his paper The ageing workforce – to rewire or rust goes on to say that there will be only three people in work for every person over 65 compared with the current ratio of 6:1 and in Australia, for every new young person entering the labour market today, there are seven workers over the age of 45 available. It appears that (pgs 2-3):

‘Older workers are the key people in ensuring the knowledge transfer to organisations and younger people is achieved effectively. Over the last decade, there have been many examples of knowledge, wisdom, and [even] the history of an organisation being let go in the flight to youth by many workers. …There are many ingrained prejudices associated with employing older workers … and stereotypes abound.’

As outlined by Critchley, older workers have a lot to offer, providing a wider skills base, broader experience and wisdom with a solid work ethic and flexibility. He goes on to say that employers need to recognise that older workers are capable of filling most work roles into their 60’s and beyond and do learn new concepts and technologies. ‘The fastest growing portion of the workforce over the next 10 years will be the 45 plus worker’ (p5). In his paper, Critchley gives a number of tips for the intergenerational workforce - Generation X, Generation Y, Boomers and Veterans - working together.

Professional development strategies of the future will need to respond to such integrated and challenging working and learning environments.

HENRY, Avril 2006 The changing face of the workforce and intergenerational impacts (93 KB)

CRITCHLEY Robert K, 2006 The ageing workforce – to rewire or rust (201 KB)

ICVET Promoting Emerging Practice, TAFE NSW International Centre for VET Teaching and Learning

May 2006 Headlines

The intergenerational workforce of the future