Congratulations!

[Valid RSS] This is a valid RSS feed.

Recommendations

This feed is valid, but interoperability with the widest range of feed readers could be improved by implementing the following recommendations.

Source: https://olderworkers.com.au/feed/

  1. <?xml version="1.0" encoding="UTF-8"?><rss version="2.0"
  2. xmlns:content="http://purl.org/rss/1.0/modules/content/"
  3. xmlns:wfw="http://wellformedweb.org/CommentAPI/"
  4. xmlns:dc="http://purl.org/dc/elements/1.1/"
  5. xmlns:atom="http://www.w3.org/2005/Atom"
  6. xmlns:sy="http://purl.org/rss/1.0/modules/syndication/"
  7. xmlns:slash="http://purl.org/rss/1.0/modules/slash/"
  8. >
  9.  
  10. <channel>
  11. <title>Older Workers</title>
  12. <atom:link href="https://olderworkers.com.au/feed/" rel="self" type="application/rss+xml" />
  13. <link>https://olderworkers.com.au</link>
  14. <description></description>
  15. <lastBuildDate>Thu, 13 Jun 2024 03:39:18 +0000</lastBuildDate>
  16. <language>en-US</language>
  17. <sy:updatePeriod>hourly</sy:updatePeriod>
  18. <sy:updateFrequency>1</sy:updateFrequency>
  19. <generator>https://wordpress.org/?v=4.8.1</generator>
  20. <item>
  21. <title>Administrative Assistant (Part-Time)</title>
  22. <link>https://olderworkers.com.au/jobs/administrative-assistant-part-time/</link>
  23. <pubDate>Thu, 13 Jun 2024 03:39:12 +0000</pubDate>
  24. <dc:creator><![CDATA[consult@beachwagner.com.au]]></dc:creator>
  26. <guid isPermaLink="false">https://olderworkers.com.au/?post_type=job_listing&#038;p=1340069</guid>
  27. <description><![CDATA[**Job Title: Administrative Assistant (Part-Time)** **Company: Beach Wagner Pty Ltd** **Location: Brisbane / Spring Hill** **Hours: Up to 15 hours&#160;&#8230;]]></description>
  28. <content:encoded><![CDATA[<p>**Job Title: Administrative Assistant (Part-Time)**</p>
  29. <p>**Company: Beach Wagner Pty Ltd**</p>
  30. <p>**Location: Brisbane / Spring Hill**</p>
  31. <p>**Hours: Up to 15 hours per week**</p>
  32. <p>**About Us:**<br />
  33. At Beach Wagner, we believe in the power of experience. As a dynamic and growing engineering consultancy, we are seeking a part-time Administrative Assistant of mature age. We value the wisdom and perspective that comes with life experience, and we are committed to providing opportunities for lifelong learning and development.</p>
  34. <p>**Job Description:**<br />
  35. The Administrative Assistant will provide essential support to our team by managing day-to-day administrative tasks. This role is perfect for someone who enjoys keeping things organized and running smoothly.</p>
  36. <p>**Key Responsibilities:**<br />
  37. &#8211; Keeping our office files and databases tidy and up-to-date<br />
  38. &#8211; Assisting with financial records and transactions using MYOB<br />
  39. &#8211; Managing payroll using MYOB<br />
  40. &#8211; Coordinating office activities and operations<br />
  41. &#8211; Assisting in vendor relationship management</p>
  42. <p>**Qualifications:**<br />
  43. &#8211; Mature age with a strong work ethic<br />
  44. &#8211; Proficiency in MYOB software<br />
  45. &#8211; Excellent organizational and time management skills<br />
  46. &#8211; Strong verbal and written communication skills<br />
  47. &#8211; Ability to work independently and as part of a team</p>
  48. ]]></content:encoded>
  49. </item>
  50. <item>
  51. <title>Operations Coordinator</title>
  52. <link>https://olderworkers.com.au/jobs/operations-coordinator/</link>
  53. <pubDate>Fri, 12 Apr 2024 03:20:09 +0000</pubDate>
  54. <dc:creator><![CDATA[Matt Higgins]]></dc:creator>
  56. <guid isPermaLink="false">https://olderworkers.com.au/?post_type=job_listing&#038;p=442607</guid>
  57. <description><![CDATA[Operations Coordinator Vacancy no: 518720 Work type: Permanent &#8211; Full Time Location: Darwin NT Australia Categories: Administration &#160; Cleanaway is&#160;&#8230;]]></description>
  58. <content:encoded><![CDATA[<p><img class="" src="https://publicstorage.dc2.pageuppeople.com/621/ClientPublicFile/85b11742-5cec-499f-8448-4fbd2ce9f7bb.jpg" width="306" height="118" /></p>
  59. <h2>Operations Coordinator</h2>
  60. <p>Vacancy no:</p>
  61. <dl class="job-fields">
  62. <dd><span class="job-externalJobNo">518720</span></dd>
  63. </dl>
  64. <dl class="job-fields">
  65. <dt>Work type:</dt>
  66. <dd><span class="work-type permanent---full-time">Permanent &#8211; Full Time</span></dd>
  67. </dl>
  68. <dl class="job-fields">
  69. <dt>Location:</dt>
  70. <dd><span class="location">Darwin NT Australia</span></dd>
  71. </dl>
  72. <dl class="job-fields">
  73. <dt>Categories:</dt>
  74. <dd><span class="categories">Administration</span></dd>
  75. </dl>
  76. <p>&nbsp;</p>
  77. <p>Cleanaway is Australia’s largest waste management organisation with over 7,500 employees working at over 400 sites. We have been around in Australia for over 50 years, delivering solutions that offer extraordinary benefits not just for our customers, but for our communities and the environment we live in. Cleanaway provides sustainable waste management solutions to a range of customers including councils, small businesses, large corporate entities and government agencies.</p>
  78. <p><strong>About the role:</strong></p>
  79. <p>The Operations Coordinator is a pivotal role in the team that involves the coordination of all daily services to ensure services are delivered for scheduled and contracted requirements to meet a consistently high standard. No two days are the same as you liaise with operational management to continuously improve service delivery, resolve issues and evaluate new work opportunities in a timely manner.</p>
  80. <ul>
  81. <li>Report on contractual matters, opportunity pipelines and competitor activity to management.</li>
  82. <li>Identify opportunities to promote Cleanaway businesses within the Region.</li>
  83. <li>Maintain customer service standards and identify service solutions to assist customer retention.</li>
  84. <li>Utilise company resources including applicable software to monitor and improve driver productivity and fleet efficiency.</li>
  85. </ul>
  86. <p><strong>About you:</strong></p>
  87. <p>Our ideal candidate will bring an outgoing, resilient, personality to the role, with a genuine “can do” attitude, with a strong attention to detail and well-developed relationship-building skills.</p>
  88. <ul>
  89. <li>Proven skills around financial principles.</li>
  90. <li>Excellent verbal and written communication skills.</li>
  91. <li>Excellent negotiation and conflict management skills.</li>
  92. <li>Proven ability to effectively manage time and competing priorities.</li>
  93. <li>Intermediate IT skills (Microsoft Office Suite, Database and Customer Relationship Management tools)</li>
  94. </ul>
  95. <p><strong>Why Cleanaway:</strong></p>
  96. <ul type="disc">
  97. <li>Flexible, hybrid, working arrangements available.</li>
  98. <li>Zero harm safety culture: the safety, health and wellbeing of our people and the communities where we operate are our first and foremost consideration.</li>
  99. <li>Strong job security: high growth Australian-owned essential service business.</li>
  100. <li>Australia’s largest waste management company: career progression and development opportunities.</li>
  101. <li>Sustainability is taken seriously at Cleanaway: contributing to reducing waste for the planet.</li>
  102. <li>Company commitment to diversity and inclusion programs: 18 weeks paid primary carer leave top-up and flexible working arrangements.</li>
  103. <li>Great company benefits: Company share scheme, company discounts, salary packaging, flu vaccinations, EAP and more.</li>
  104. </ul>
  105. <p>Cleanaway is an employer of equal opportunity and encourages and values diversity and inclusion. We welcome applications from First Nations peoples, mature age and early careers, and people from all cultural backgrounds.</p>
  106. <p><b>Advertised:</b> <span class="open-date"><time datetime="2024-04-10T00:45:00Z">10 Apr 2024 </time></span>AUS Central Standard Time<br />
  107. <b>Applications close:</b></p>
  108. ]]></content:encoded>
  109. </item>
  110. <item>
  111. <title>Superannuation Advisor</title>
  112. <link>https://olderworkers.com.au/jobs/superannuation-advisor/</link>
  113. <pubDate>Fri, 12 Apr 2024 03:05:04 +0000</pubDate>
  114. <dc:creator><![CDATA[Matt Higgins]]></dc:creator>
  116. <guid isPermaLink="false">https://olderworkers.com.au/?post_type=job_listing&#038;p=442535</guid>
  117. <description><![CDATA[Job available in these locations: Melbourne, VIC, Australia Wollongong, NSW, Australia Perth, WA, Australia Sydney, NSW, Australia Could you be&#160;&#8230;]]></description>
  118. <content:encoded><![CDATA[<p><img class="" src="https://awaresuper.csod.com/clientimg/awaresuper/careersite/Aware_Logo_Horizontal_RGB.png" width="244" height="93" /></p>
  119. <div class="p-panel p-p-b-md">
  120. <div>
  121. <div class="p-gridlayout cols-12-device-none cols-8-device-md">
  122. <div class="p-gridcol">
  123. <div class="p-view-jobdetailslocations">
  124. <div class="p-panel p-p-b-sm">
  125. <div>
  126. <h4 class="p-sectionheader p-f-sz-xl p-t-default" title="Job available in these locations:" data-tag="locationsTitle">Job available in these locations:</h4>
  127. </div>
  128. </div>
  129. <div class="p-gridlayout cols-12-device-none cols-6-device-md gutter-horizontal-lg-device-none">
  130. <div class="p-gridcol"><span class="p-text p-f-sz-lg p-t-muted  p-f-w-n" data-tag="LocationDisplayTitle">Melbourne, VIC, Australia</span></div>
  131. <div class="p-gridcol"><span class="p-text p-f-sz-lg p-t-muted  p-f-w-n" data-tag="LocationDisplayTitle">Wollongong, NSW, Australia</span></div>
  132. <div class="p-gridcol"><span class="p-text p-f-sz-lg p-t-muted  p-f-w-n" data-tag="LocationDisplayTitle">Perth, WA, Australia</span></div>
  133. <div class="p-gridcol"><span class="p-text p-f-sz-lg p-t-muted  p-f-w-n" data-tag="LocationDisplayTitle">Sydney, NSW, Australia</span></div>
  134. </div>
  135. </div>
  136. </div>
  137. </div>
  138. </div>
  139. </div>
  140. <div class="p-panel p-p-t-xs">
  141. <div>
  142. <div class="p-gridlayout gutter-horizontal-md-device-none gutter-vertical-sm-device-none">
  143. <div class="p-gridcol col-12-device-none">
  144. <div class="p-view-jobdetailsad">
  145. <div class="p-panel p-p-b-xl">
  146. <div>
  147. <div id="" class="p-htmlviewer" data-tag="">
  148. <p><strong><span style="font-size: small;">Could you be super helpful?</span></strong></p>
  149. <p><span style="font-size: small;">As one of Australia’s largest profit-for-members superannuation funds, we always remember whose money it is and whose future we’re looking after. Our 1.1m+ members. These are the people who inspire what we do and how we do it, every day.<br />
  150. And we walk our talk, inside as well as out. That care and inclusion, and a focus on better futures, also extends to the people who work at Aware Super. We are proud of our well-resourced and successful development and wellbeing programs, available to all our staff.</p>
  151. <p>But don&#8217;t take our word for it, the 2023 AFR BOSS Best Places to Work, 2023 Money Magazine’s Best and Canstar’s Best Value Super Fund in Australia awards back these claims. And while it’s nice to be recognised, we don&#8217;t do it for the accolades. We work to help everyone get more from their super, so they can get more for their future.</p>
  152. <p>Sound good? Learn more about us and what we do at https://awaresuper.com.au</span></p>
  153. <p>&nbsp;</p>
  154. <p><strong><span style="font-size: small;">Your New Role</span></strong></p>
  155. <p><span style="font-size: small;">As a Superannuation Adviser at Aware Super, your primary focus in the role is to provide compliant and high quality intrafund advice to our members.</span></p>
  156. <p><span style="font-size: small;"><strong>We currently have 1 x permanent position and 1 x contract position (for 12 months) available. This role can be based in either Melbourne, Sydney, Wollongong or Perth locations.</strong></span></p>
  157. <p><span style="font-size: small;"><strong> </strong></span></p>
  158. <p>Your responsibilities include;</p>
  159. <ul>
  160. <li><span style="font-size: small;">Producing and reviewing SOAs according to compliance standards;</span></li>
  161. <li><span style="font-size: small;">Maintaining your industry knowledge by completing the prescribe CPD points annually;</span></li>
  162. <li><span style="font-size: small;">Acting in the best interest of our members when providing advice;</span></li>
  163. <li><span style="font-size: small;">Completing intrafund advice appointments via phone and videoconferencing.</span></li>
  164. </ul>
  165. <p><strong><span style="font-size: small;"> </span></strong></p>
  166. <p><strong><span style="font-size: small;">How do you exceed our expectations?</span></strong></p>
  167. <p><span style="font-size: small;">You genuinely care about financial well-being of members and want to provide them with quality financial advice and guidance to achieve better retirement outcomes. You will have demonstrated experience in a similar role within a superannuation fund (preferably) or in a financial planning environment.</span></p>
  168. <p><span style="font-size: small;">In addition, you will have;</span></p>
  169. <ul>
  170. <li><span style="font-size: small;">A relevant tertiary degree to meet FASEA requirements;</span></li>
  171. <li><span style="font-size: small;">A minimum of 2 years experience in a similar role providing superannuation advice;</span></li>
  172. <li><span style="font-size: small;">Sound industry knowledge and a thorough understanding of the legal and compliance framework within the financial services industry (specifically financial planning);</span></li>
  173. <li><span style="font-size: small;">The ability to have engaging and meaningful conversations with members; and</span></li>
  174. <li><span style="font-size: small;">An existing registration (ASIC) as a financial adviser.</span></li>
  175. </ul>
  176. <p>&nbsp;</p>
  177. <p><strong><span style="font-size: small;">Employee Experience</span></strong></p>
  178. <p><span style="font-size: small;">We understand that not everyone works in the same ways. We offer flexibility so that you can perform your role at your best.</span></p>
  179. <p><span style="font-size: small;">We love working at Aware Super because our hard work is rewarded by:</span></p>
  180. <ul>
  181. <li><span style="font-size: small;">A culture of career growth and development, backed by a commitment to internal career mobility</span></li>
  182. <li><span style="font-size: small;">Abundant well-being offerings like a health &amp; fitness reimbursement, work from home technology reimbursement, salary continuance insurance and organisation-wide meeting free zones</span></li>
  183. <li><span style="font-size: small;">Career defining opportunities such as high-impact projects to scale our business and industry leading products and services development</span></li>
  184. </ul>
  185. <p><span style="font-size: small;"> </span></p>
  186. <p><strong><span style="font-size: small;">The Aware Super difference</span></strong></p>
  187. <p><span style="font-size: small;">At Aware Super, we believe that diversity of thought, background and experience creates better outcomes for our members and communities and a stronger sense of belonging for our people. We value a diverse workplace and strongly encourage women, Aboriginal &amp; Torres Strait Islander people, people with cultural and linguistic diversity, LGBTQIA+ individuals, people with disabilities, and mature-age individuals to apply. We are proud to be consistently recognised as an Employer of Choice for Gender Equality and our CEO, Deanne Stewart, is a Pay Equity Ambassador.</p>
  188. <p>Applicants must have the right to work in Australia and will be subject to police and bankruptcy checks.</span></p>
  189. </div>
  190. </div>
  191. </div>
  192. </div>
  193. </div>
  194. </div>
  195. </div>
  196. </div>
  197. ]]></content:encoded>
  198. </item>
  199. <item>
  200. <title>Training Facilitator</title>
  201. <link>https://olderworkers.com.au/jobs/442320/</link>
  202. <pubDate>Thu, 11 Apr 2024 03:08:30 +0000</pubDate>
  203. <dc:creator><![CDATA[Matt Higgins]]></dc:creator>
  205. <guid isPermaLink="false">https://olderworkers.com.au/?post_type=job_listing&#038;p=442320</guid>
  206. <description><![CDATA[&#160; Title:  Training Facilitator Location:  Keysborough, VIC, AU, 3173 The Opportunity Veolia ANZ is seeking an experienced Training Facilitator to join their&#160;&#8230;]]></description>
  207. <content:encoded><![CDATA[<p><img class="" src="https://d2q79iu7y748jz.cloudfront.net/s/_headerimage/1960x400/a695c094b6c246a2a7bde1c89e42639a" alt="Veolia Environmental Services logo" width="334" height="68" /></p>
  208. <p><img src="https://www.veolia.com/sites/g/files/dvc4206/files/styles/logo_mobile_retina/public/logo-veolia.png" alt="Logo" /></p>
  209. <p>&nbsp;</p>
  210. <div class="joblayouttoken rtltextaligneligible displayDTM ">
  211. <div class="inner fontcolorb6a533a1">
  212. <div class="row">
  213. <div class="col-xs-12 fontalign-left">
  214. <h1><span class="joblayouttoken-label">Title:  </span><span class="rtltextaligneligible" lang="en-GB" xml:lang="en-GB" data-careersite-propertyid="title">Training Facilitator</span></h1>
  215. </div>
  216. </div>
  217. </div>
  218. </div>
  219. <div class="joblayouttoken rtltextaligneligible displayDTM ">
  220. <div class="inner fontcolorb6a533a1">
  221. <div class="row">
  222. <div class="col-xs-12 fontalign-left"><span class="joblayouttoken-label">Location:  </span>Keysborough, VIC, AU, 3173</div>
  223. </div>
  224. </div>
  225. </div>
  226. <div class="joblayouttoken rtltextaligneligible displayDTM ">
  227. <div class="inner fontcolorb6a533a1">
  228. <div class="row">
  229. <div class="col-xs-12 fontalign-left">
  230. <div>
  231. <div>
  232. <div>
  233. <h2><b>The Opportunity</b></h2>
  234. </div>
  235. <div>
  236. <p>Veolia ANZ is seeking an experienced Training Facilitator to join their National Customer Experience team at our Keysborough office. This newly created role will be responsible for designing, developing, implementing, and delivering a comprehensive national Customer Experience training and development program. This program will support the CX team across all pillars, ensuring consistent and effective training aligned with the company&#8217;s goals and standards.</p>
  237. </div>
  238. </div>
  239. <div>
  240. <div>
  241. <h2><b>What&#8217;s on offer</b></h2>
  242. </div>
  243. <div>
  244. <p>&nbsp;</p>
  245. <ul>
  246. <li>Join a global leader in ecological transformation</li>
  247. <li>6 month fixed term contract</li>
  248. <li>Collaborative and supportive team environment</li>
  249. <li>Opportunity to drive change and collaborate with a variety of departments across the business</li>
  250. </ul>
  251. </div>
  252. </div>
  253. <div>
  254. <div>
  255. <h2><b>What you&#8217;ll be responsible for</b></h2>
  256. </div>
  257. <div>
  258. <p>&nbsp;</p>
  259. <ul>
  260. <li>Design, develop, and deliver competency training programs to address identified needs while adhering to established governance frameworks</li>
  261. <li>Improve on existing onboarding processes to ensure new starters are fully equipped to take on their role</li>
  262. <li>Continuously improve the approach of competency across the business through hands-on learning and process review assessments</li>
  263. <li>Assist with learning and development improvement projects across the wider Veolia Waste Services business</li>
  264. </ul>
  265. </div>
  266. </div>
  267. <div>
  268. <div>
  269. <h2><b>What you&#8217;ll need to be successful</b></h2>
  270. </div>
  271. <div>
  272. <p>&nbsp;</p>
  273. <ul>
  274. <li>3+ years experience as a learning and development professional within a team environment</li>
  275. <li>Exceptional stakeholder engagement skills, strong negotiation, influencing, collaboration, coaching and facilitation capabilities</li>
  276. <li>Experience in producing training materials</li>
  277. <li>Proficiency in Salesforce required</li>
  278. <li>Waste industry experience or similar desired but not essential</li>
  279. </ul>
  280. <p>Veolia’s AlwaysSafe culture means that we care about the safety of people on our sites.  We operate a zero tolerance drug and alcohol approach and shortlisted candidates must be prepared to undertake a full pre-employment medical check which includes drug and alcohol screening. Shortlisted candidates must also be willing to undergo a National Police Clearance.</p>
  281. </div>
  282. </div>
  283. <div>
  284. <div>
  285. <h2><b>A Veolia Career</b></h2>
  286. </div>
  287. <div>
  288. <p><b>All of our employees are entitled to:</b></p>
  289. <ul>
  290. <li>Our Veolia Cares policy enables parental leave to be offered from day one of your employment regardless of whether you’re on a permanent or fixed term contract</li>
  291. <li>Employee share plan</li>
  292. <li>Annual salary review with bonus</li>
  293. <li>Support to pursue educational and development opportunities</li>
  294. <li>Access to endless career options and pathways, Veolia promotes from within</li>
  295. <li>Employee Assistance Program (EAP)</li>
  296. <li>Bupa health insurance discount</li>
  297. <li>Corporate Discounts</li>
  298. <li>Fitness Passport</li>
  299. <li>Volunteer Opportunities</li>
  300. <li>Salary sacrificing (i.e. super, novated leases)</li>
  301. </ul>
  302. <p><b>We are a Circle Back Initiative Employer and commit to respond to every applicant.</b></p>
  303. <p>Our environmental solutions help customers preserve and renew our natural resources, creating a better future for our planet. Here, you’ll have the opportunity to build your career, and a more sustainable world.</p>
  304. <p>At Veolia we value diversity, equity and inclusion, we are committed to providing working environments where everyone is included and treated fairly and with respect. We welcome applications from Aboriginal and/or Torres Strait Islander peoples.</p>
  305. <p>We also welcome applications from veterans, people with disability, all gender identities, mature age and early careers, members of the LGBTIQA+ community, and people from all cultural backgrounds. We also encourage our Veterans to visit our Veterans at Veolia webpage.</p>
  306. </div>
  307. </div>
  308. </div>
  309. </div>
  310. </div>
  311. </div>
  312. </div>
  313. ]]></content:encoded>
  314. </item>
  315. <item>
  316. <title>Service Consultant</title>
  317. <link>https://olderworkers.com.au/jobs/service-consultant/</link>
  318. <pubDate>Thu, 11 Apr 2024 03:00:25 +0000</pubDate>
  319. <dc:creator><![CDATA[Matt Higgins]]></dc:creator>
  321. <guid isPermaLink="false">https://olderworkers.com.au/?post_type=job_listing&#038;p=442305</guid>
  322. <description><![CDATA[Job available in these locations: Melbourne, VIC, Australia Perth, WA, Australia Wollongong, NSW, Australia &#160; Could you be super helpful?&#160;&#8230;]]></description>
  323. <content:encoded><![CDATA[<p><img class="" src="https://awaresuper.csod.com/clientimg/awaresuper/careersite/Aware_Logo_Horizontal_RGB.png" width="283" height="108" /></p>
  324. <div class="p-panel p-p-b-sm">
  325. <div>
  326. <h4 class="p-sectionheader p-f-sz-xl p-t-default" title="Job available in these locations:" data-tag="locationsTitle">Job available in these locations:</h4>
  327. </div>
  328. </div>
  329. <div class="p-gridlayout cols-12-device-none cols-6-device-md gutter-horizontal-lg-device-none">
  330. <div class="p-gridcol"><span class="p-text p-f-sz-lg p-t-muted  p-f-w-n" data-tag="LocationDisplayTitle">Melbourne, VIC, Australia</span></div>
  331. <div class="p-gridcol"><span class="p-text p-f-sz-lg p-t-muted  p-f-w-n" data-tag="LocationDisplayTitle">Perth, WA, Australia</span></div>
  332. <div class="p-gridcol"><span class="p-text p-f-sz-lg p-t-muted  p-f-w-n" data-tag="LocationDisplayTitle">Wollongong, NSW, Australia</span></div>
  333. </div>
  334. <p>&nbsp;</p>
  335. <p><strong><span style="font-size: medium;">Could you be super helpful?</span></strong></p>
  336. <p><span style="font-size: medium;">As one of Australia’s largest profit-for-members superannuation funds, we always remember whose money it is and whose future we’re looking after. Our 1.1m+ members. These are the people who inspire what we do and how we do it, every day.<br />
  337. And we walk our talk, inside as well as out. That care and inclusion, and a focus on better futures, also extends to the people who work at Aware Super. We are proud of our well-resourced and successful development and wellbeing programs, available to all our staff.</p>
  338. <p>But don&#8217;t take our word for it, the 2023 AFR BOSS Best Places to Work, 2023 Money Magazine’s Best and Canstar’s Best Value Super Fund in Australia awards back these claims. And while it’s nice to be recognised, we don&#8217;t do it for the accolades. We work to help everyone get more from their super, so they can get more for their future.</p>
  339. <p>Sound good? Learn more about us and what we do at https://awaresuper.com.au</span></p>
  340. <p><strong><span style="font-size: medium;">Your New Role</span></strong></p>
  341. <ul>
  342. <li><span style="font-size: medium;">Start date – <strong>Monday 13 May 2024</strong></span></li>
  343. <li><span style="font-size: medium;">2-week full time training program</span></li>
  344. <li><span style="font-size: medium;">Required to attend the office for the first 3 months, before Hybrid arrangements can be discussed</span></li>
  345. <li><span style="font-size: medium;">Full time opportunities – based in Melbourne, Wollongong or Perth<br />
  346. </span></li>
  347. </ul>
  348. <p><span style="font-size: medium;">Our members are at the heart of our organisation. As an inbound phone Service consultant, you will be the face of our business, providing superannuation, insurance and retirement service, support, and education to members.  This role is available in a full-time capacity and we are a business that values flexibility and bringing your whole self to work. Your responsibilities will include:</span></p>
  349. <ul>
  350. <li><span style="font-size: medium;">Ensuring optimum levels of service are provided by responding to enquiries professionally, listening and developing rapport with the member and taking all necessary action to solve member problems within agreed service levels;</span></li>
  351. <li><span style="font-size: medium;">Ensuring effective follow up to guarantee the member enquiries are resolved effectively;</span></li>
  352. <li><span style="font-size: medium;">Member retention, identifying and understanding member needs, and undertaking problem solving and analysis to provide appropriate resolution to their enquiry; including providing general advice or referring members to a Financial Planner (where appropriate).<br />
  353. </span></li>
  354. </ul>
  355. <p><span style="font-size: medium;"><strong>How do you exceed our expectations?</strong></span></p>
  356. <p><span style="font-size: medium;">You will have demonstrated experience and a genuine passion for customer service and providing exceptional service to customers/members. In addition you will have:</span></p>
  357. <ul>
  358. <li><span style="font-size: medium;">Knowledge and experience in the superannuation or financial services industry (desired but not essential)</span></li>
  359. <li><span style="font-size: medium;">Intermediate computer literacy.</span></li>
  360. <li><span style="font-size: medium;">Experience in a customer service or contact centre environment</span></li>
  361. <li><span style="font-size: medium;">Exceptional customer service skills;</span></li>
  362. <li><span style="font-size: medium;">Capacity to work collaboratively and in a team environment;</span></li>
  363. <li><span style="font-size: medium;">Problem solving and analytical skills;</span></li>
  364. <li><span style="font-size: medium;">Ability to be flexible and adaptable to change;</span></li>
  365. </ul>
  366. <p><strong><span style="font-size: medium;">Employee Experience</span></strong></p>
  367. <p><span style="font-size: medium;">We understand that not everyone works in the same ways. We offer flexibility so that you can perform your role at your best.</span></p>
  368. <p><span style="font-size: medium;">We love working at Aware Super because our hard work is rewarded by:</span></p>
  369. <ul>
  370. <li><span style="font-size: medium;">A culture of career growth and development, backed by a commitment to internal career mobility</span></li>
  371. <li><span style="font-size: medium;">Abundant well-being offerings like a health &amp; fitness reimbursement, work from home technology reimbursement, salary continuance insurance and organisation-wide meeting free zones</span></li>
  372. <li><span style="font-size: medium;">Career defining opportunities such as high-impact projects to scale our business and industry leading products and services development</span></li>
  373. </ul>
  374. <p><strong><span style="font-size: medium;">The Aware Super difference</span></strong></p>
  375. <p><span style="font-size: medium;">At Aware Super, we believe that diversity of thought, background and experience creates better outcomes for our members and communities and a stronger sense of belonging for our people. We value a diverse workplace and strongly encourage women, Aboriginal &amp; Torres Strait Islander people, people with cultural and linguistic diversity, LGBTQIA+ individuals, people with disabilities, and mature-age individuals to apply. We are proud to be consistently recognised as an Employer of Choice for Gender Equality and our CEO, Deanne Stewart, is a Pay Equity Ambassador.</p>
  376. <p>Applicants must have the right to work in Australia and will be subject to police and bankruptcy checks.</span></p>
  377. ]]></content:encoded>
  378. </item>
  379. <item>
  380. <title>Australian workers are getting older, but a lot of bosses aren’t on board</title>
  381. <link>https://olderworkers.com.au/news/australian-workers-are-getting-older-but-a-lot-of-bosses-arent-on-board/</link>
  382. <pubDate>Tue, 14 Nov 2023 07:29:22 +0000</pubDate>
  383. <dc:creator><![CDATA[Matt Higgins]]></dc:creator>
  384. <category><![CDATA[News]]></category>
  385. <category><![CDATA[employ older workers]]></category>
  386. <category><![CDATA[experience matters]]></category>
  387. <category><![CDATA[jobs for 50 plus]]></category>
  388. <category><![CDATA[jobs for over 50's]]></category>
  389. <category><![CDATA[mature age employment]]></category>
  390. <category><![CDATA[mature age jobs]]></category>
  391. <category><![CDATA[Mature age jobs Melbourne]]></category>
  392. <category><![CDATA[mature age jobs Sydney]]></category>
  393. <category><![CDATA[mature age workers]]></category>
  394. <category><![CDATA[older workers]]></category>
  395. <category><![CDATA[olderworkers]]></category>
  396. <category><![CDATA[olderworkers.com.au]]></category>
  397.  
  398. <guid isPermaLink="false">https://olderworkers.com.au/?p=397095</guid>
  399. <description><![CDATA[A tight jobs market could be a boon for older job seekers, but the often-overlooked demographic still faces a fight&#160;&#8230;]]></description>
  400. <content:encoded><![CDATA[<p>A tight jobs market could be a boon for older job seekers, but the often-overlooked demographic still faces a fight against deliberate and subconscious bias.</p>
  401. <div class="container relative mx-auto mt-4">
  402. <div class="gap-x-grid grid-areas-rowSideBar lg:grid lg:grid-cols-rowSideBar">
  403. <div class="grid-in-main">
  404. <div class="grid-cols-9 gap-x-grid lg:grid">
  405. <div class="col-span-8">
  406. <div class="mb-5">
  407. <div class="mb-1">
  408. <div><img class="w-full" src="https://wp.thenewdaily.com.au/wp-content/uploads/2021/11/1662430296-GettyImages-1202320160-e1662685840497.jpg?resize=1313,876&amp;quality=90" alt="Older workers are being welcomed back amid the ongoing labour shortage. " width="596" height="397" /></div>
  409. <div class="">
  410. <p class="mt-1 text-sm text-grey-500">Older workers are being welcomed back amid the ongoing labour shortage. <span class="font-serif italic">Photo: Getty</span></p>
  411. </div>
  412. </div>
  413. </div>
  414. </div>
  415. </div>
  416. </div>
  417. <div class="grid-in-side">
  418. <div class="sticky top-[84px] pb-0 sm:pb-[40px]">
  419. <div class="w-full" data-ad-id="sidebar-01">
  420. <div class="flex w-full items-center justify-center h-auto">
  421. <div id="div-gpt-sidebar-01">
  422. <div id="gpt_unit_/22160690092/desktop-sidebar-01_0" data-google-query-id="CK2TpI_lwoIDFeVVnQkd61sAbg">
  423. <div id="google_ads_iframe_/22160690092/desktop-sidebar-01_0__container__">The job hunt can be tough for anyone, but older Australians are often eliminated early on.</div>
  424. </div>
  425. </div>
  426. </div>
  427. </div>
  428. </div>
  429. </div>
  430. </div>
  431. </div>
  432. <div class="container relative mx-auto">
  433. <div class="gap-x-grid border-b border-grey-300 grid-areas-rowSideBar lg:grid lg:grid-cols-rowSideBar">
  434. <div class="grid-in-mainB">
  435. <div class="grid-cols-9 gap-x-grid lg:grid">
  436. <div class="col-span-7">
  437. <div class="mb-6 ">
  438. <p class="mb-4 font-serif text-article-body">Indeed talent strategy adviser Lauren Anderson said while there has been an uptick in older Australians looking for work based on recent economic challenges, the population in general is working longer.</p>
  439. <p class="mb-4 font-serif text-article-body">“After all, 55 today looks different to 55 a couple of decades ago,” she said.</p>
  440. <p class="mb-4 font-serif text-article-body">Some organisations, such as <a class="underline" href="https://www.smh.com.au/business/workplace/the-secret-weapon-behind-the-bunnings-workforce-20230621-p5died.html" data-layer-click="true">Bunnings</a>, are “leading the way” in cultivating a diverse workforce.</p>
  441. <p class="mb-4 font-serif text-article-body">But others are dragging their feet; Ms Anderson said by doing so, they’re depriving their younger workers of mentors, and representation for their older customers or clients.</p>
  442. <p class="mb-4 font-serif text-article-body font-bold">Obstacles for older job seekers</p>
  443. <p class="mb-4 font-serif text-article-body">With the increasing economic pressures on everything from housing to food, older Australians looking to stay employed or get back in the game are at a significant disadvantage.</p>
  444. <p class="mb-4 font-serif text-article-body">This could have dire repercussions, particularly for <a class="underline" href="https://www.thenewdaily.com.au/life/2023/05/22/homelessness-housing-crisis" data-layer-click="true">older women, who form one of Australia’s fastest-growing homeless demographics</a> thanks to a lifetime of earning lower wages than men, <a class="underline" href="https://www.thenewdaily.com.au/finance/superannuation/2023/05/01/women-superannuation-balances-gap" data-layer-click="true">accumulating less superannuation than men</a>, and takings more breaks from work to bear children and care for family.</p>
  445. <p class="mb-4 font-serif text-article-body">A 2016 Australian Human Rights Commission report found people aged 55 years and over made up about a quarter of the national population, but only 16 per cent of the total workforce.</p>
  446. <p class="mb-4 font-serif text-article-body">The report also found older people face longer periods of unemployment, with the average duration of unemployment for mature-age people sitting at 68 weeks, compared to 30 weeks for 15 to 24-year-olds and 49 weeks for 25 to 54-year-olds.</p>
  447. <p class="mb-4 font-serif text-article-body">The age at which an employee would be considered an older worker varies between industries, although a 2021 Australian HR Institute report found the majority of HR leaders, academics and business leaders surveyed classified an ‘older worker’ as someone aged between 61 and 65.</p>
  448. <div class="border-1 m-x-auto w-full mb-4">
  449. <div class="mb-1"><img class="w-full" src="https://wp.thenewdaily.com.au/wp-content/uploads/2022/09/1662528435-GettyImages-1338651934.jpg?resize=582%2C374?w=582quality=90" alt="" width="492" height="316" /></div>
  450. <p class="text-sm text-grey-500">Older workers can be a valuable resource for organisations. <em>Photo: Getty</em></p>
  451. </div>
  452. <div class="clear-both my-5 block border-y border-grey-300 py-4">
  453. <div class="grid grid-cols-1 gap-x-grid gap-y-4 sm:grid-cols-2 sm:gap-y-0">
  454. <div></div>
  455. <div>
  456. <div class="mb-1 font-sans text-article-thumb-category-title uppercase tracking-[1px]"> Stereotypes</div>
  457. </div>
  458. </div>
  459. </div>
  460. <p class="mb-4 font-serif text-article-body">High salary expectations and a lack of technological skills were among the top reasons behind a reluctance to take on older workers in the report, but experts told <em>TND </em>knowledge and experience should trump everything else.</p>
  461. <p class="mb-4 font-serif text-article-body">Fiona Macdonald, industrial and social policy director at the Australia Institute’s Centre for Future Work, said presumptions that older workers won’t have, or be able to pick up, relevant skills, or are more prone to injury, are stereotypes that contribute to ageism.</p>
  462. <p class="mb-4 font-serif text-article-body">The AHRC also found <a class="underline" href="https://humanrights.gov.au/our-work/mature-workers-2-myths-and-facts-around-older-workers" data-layer-click="true">these sort of presumptions have been disproved</a>.</p>
  463. <p class="mb-4 font-serif text-article-body">“There are lots of benefits to hiring older workers,” Dr Macdonald said.</p>
  464. <p class="mb-4 font-serif text-article-body">“Older workers can often mentor younger workers; older workers will have a lot of knowledge that’s very difficult to transfer into a younger workforce if you don’t have that diversity.”</p>
  465. <p class="mb-4 font-serif text-article-body">Dr Macdonald said the onus is on employers to improve their recruitment practices and open their minds to a more diverse talent pool, including in regards to age.</p>
  466. <p class="mb-4 font-serif text-article-body font-bold">Sidestepping ageism</p>
  467. <p class="mb-4 font-serif text-article-body">But older workers can help matters by proactively networking, and thinking “creatively” about what kind of jobs to apply for.</p>
  468. <p class="mb-4 font-serif text-article-body">Information such as university graduation dates, or dates in general, on a resume can be a dead giveaway to age.</p>
  469. <p class="mb-4 font-serif text-article-body">But you don’t have to include them on a resume if you’re concerned about making it through the first stage of an application process, Ms Anderson said, as long you’re also not misrepresenting yourself or your age.</p>
  470. <div class="border-1 m-x-auto w-full mb-4">
  471. <div class="mb-1"><img class="w-full" src="https://wp.thenewdaily.com.au/wp-content/uploads/2022/04/1651126777-Older-hospo-worker-Getty-28-04-22.jpg?resize=582%2C327?w=582quality=90" alt="Hospitality worker" width="449" height="252" /></div>
  472. <p class="text-sm text-grey-500">Some industries tend to employ a younger demographic, but they could be missing out on a large talent pool. <em>Photo: Getty</em></p>
  473. </div>
  474. <p class="mb-4 font-serif text-article-body">She said upskilling by completing courses to keep skills and knowledge up to date could also be beneficial, as can getting a trusted friend to look over your resume and make sure you’re not selling yourself short.</p>
  475. <p class="mb-4 font-serif text-article-body">And if you feel confident and comfortable doing so, feel free to bring up your age during a job interview to address any potential misgivings a potential employer might have.</p>
  476. <p class="mb-4 font-serif text-article-body">At 3.7 per cent, the<a class="underline" href="https://www.abs.gov.au/media-centre/media-releases/unemployment-rate-rises-37-cent-july" data-layer-click="true"> unemployment rate is still significantly lower than it was pre-pandemic</a>, and Dr Macdonald said the tight labour market could lead to more opportunities for mature workers.</p>
  477. <p class="mb-4 font-serif text-article-body">“When the labour market’s tight, employers are … willing to think a bit more creatively about diversity in the workforce,” she said.</p>
  478. <p class="mb-4 font-serif text-article-body">“The other thing [is that] there has been much more focus on flexibility at work in recent times, and I think that can be really important for some older workers who often have other responsibilities [and] may be, depending on their age, wanting to transition out of full-time work.”</p>
  479. <p>Source: Thenewdaily</p>
  480. </div>
  481. </div>
  482. </div>
  483. </div>
  484. </div>
  485. </div>
  486. ]]></content:encoded>
  487. </item>
  488. <item>
  489. <title>Employers are less ageist but ‘inexplicable’ discrimination against older workers persists</title>
  490. <link>https://olderworkers.com.au/news/employers-are-less-ageist-but-inexplicable-discrimination-against-older-workers-persists/</link>
  491. <pubDate>Tue, 14 Nov 2023 05:39:32 +0000</pubDate>
  492. <dc:creator><![CDATA[Matt Higgins]]></dc:creator>
  493. <category><![CDATA[News]]></category>
  494. <category><![CDATA[experience matters]]></category>
  495. <category><![CDATA[jobs for 50 plus]]></category>
  496. <category><![CDATA[jobs for older workers]]></category>
  497. <category><![CDATA[mature age employment]]></category>
  498. <category><![CDATA[mature age jobs]]></category>
  499. <category><![CDATA[Mature age jobs Melbourne]]></category>
  500. <category><![CDATA[mature age jobs Sydney]]></category>
  501. <category><![CDATA[mature age workers]]></category>
  502. <category><![CDATA[older workers]]></category>
  503. <category><![CDATA[olderworkers]]></category>
  504. <category><![CDATA[olderworkers.com.au]]></category>
  505.  
  506. <guid isPermaLink="false">https://olderworkers.com.au/?p=397078</guid>
  507. <description><![CDATA[Employers are becoming less ageist, changing their view of what age is considered old and increasingly recognising that mature workers&#160;&#8230;]]></description>
  508. <content:encoded><![CDATA[<p>Employers are becoming less ageist, changing their view of what age is considered old and increasingly recognising that mature workers are often more reliable, committed and able to cope with stress.</p>
  509. <p>This is reflected in research by the Australian HR Institute and Australian Human Rights Commission, which found many organisations in 2023 defined “older” employees as 61-65 years of age, compared with 50-55 years of age in 2021.</p>
  510. <section class="_1Rw6X" data-testid="article-body-top">
  511. <div class="_1ysFk" data-testid="article-body">
  512. <div class="_1665V _2q-Vk" data-testid="body-content">
  513. <p>The institute’s fifth survey on attitudes to age among employers – to which 297 HR professionals replied – found fewer employers have an age limit for candidates.</p>
  514. <p>When its regular surveys began in 2014, more than half of employers (52 per cent) had a cut-off age, but only 18 per cent had age limits this year.</p>
  515. </div>
  516. <div class="_1665V _2q-Vk" data-testid="body-content">
  517. <p>But age-related bias continues to exist about older and younger workers, including views that younger workers are less resilient and older workers are not as good with technology.</p>
  518. <div class="ymInT noPrint _3by58" data-testid="related-story"></div>
  519. <p>Only one quarter of employers were open to hiring workers aged over 65 “to a large extent”, while one in six organisations (18 per cent) said they would exclude candidates aged 65 or over from recruitment entirely, despite the fact two-thirds of the HR professionals said they were having difficulty finding staff.</p>
  520. <p>The report, out on Monday, noted that there were 439,000 vacancies in the Australian economy in February 2023 – nearly double the pre-pandemic figure.</p>
  521. <p>Nationally, the <a href="https://www.theage.com.au/business/the-economy/the-great-un-retirement-jobs-boom-lures-older-workers-back-20221220-p5c7ns.html" data-track-relatedarticle="inarticlelink">workforce grew by nearly 491,000 workers</a> between October 2019 and October 2022, of which 186,000 – or 38 per cent – were aged 55 or over.</p>
  522. </div>
  523. </div>
  524. </section>
  525. <section class="vPaWe" data-testid="article-body-bottom">
  526. <div class="_1ysFk">
  527. <div>
  528. <div class="_1665V _2q-Vk" data-testid="body-content">
  529. <p>Professor Marian Baird, head of the Discipline of Work and Organisational Studies at the University of Sydney, said it was positive to see some changing attitudes from employers on age. “However, it’s very disappointing to still see discrimination occurring.”</p>
  530. <p>“Over-50-women’s employment is the most significant growth in Australia’s labour force. This is also positive, but only if they are treated well and can find good quality, flexible work that recognises all the care demands many have,” she said.</p>
  531. <div class="_3nhoI noPrint HLj_F" data-testid="video-player">
  532. <div class="_2GXIh">
  533. <figure class="_3LMN2">
  534. <div class="_2aqgO">
  535. <div>
  536. <h3 class="_103zr" data-testid="video-heading"><span style="font-size: 16px;"><img class="" src="https://cf-images.ap-southeast-2.prod.boltdns.net/v1/static/3910869709001/2ae777d4-3e2e-4fa6-8d00-410ab580cf79/603534c0-7a98-4b9c-b5d5-36b910b880fd/1280x720/match/image.jpg" alt="Ben Fordham weighs in on author Jane Caro's 'ageism' claim" width="485" height="272" /> </span></h3>
  537. </div>
  538. </div>
  539. </figure>
  540. </div>
  541. <div>
  542. <div class="_2G0FB">
  543. <p>2GB host Ben Fordham has cheekily suggested setting up a GoFundMe page for author Jane Caro and her husband after ageism comments.</p>
  544. </div>
  545. </div>
  546. </div>
  547. <p>Gerwyn Davies, research and policy specialist at the HR Institute, said only four per cent of the growth in employment is among workers aged 55 and above, but they make up 20 per cent of the workforce.</p>
  548. <p>“They have not kept pace with other age groups [in the past year]. This is a massive shift,” he said.</p>
  549. </div>
  550. <div class="_1665V _2q-Vk" data-testid="body-content">
  551. <p>The slowdown was possibly partly because employers were trying to get workers back into offices, and mature workers preferred flexibility.</p>
  552. <p>“Increasing longevity is forcing people to recognise they need to work for longer, and we are seeing growing willingness of employers to take on older staff,” Davies said.</p>
  553. <p>“The perception of what constitutes an older worker has risen, which is good news from the point of view of both employers and employees.”</p>
  554. <p>The survey found the majority of employers think older workers are stronger on loyalty, attendance, durability and “awareness”, while younger workers had better “physical capability, ambition and proficiency in using technology”.</p>
  555. </div>
  556. <div class="_1665V _2q-Vk" data-testid="body-content">
  557. <p>“Many respondents surveyed report no difference between older and younger workers in terms of job performance, concentration, ability to adapt to change, energy levels and creativity,” it noted.</p>
  558. <p>As <a href="https://www.smh.com.au/link/follow-20170101-p578jj" data-track-relatedarticle="inarticlelink">longer life</a> means Australians need more savings, Age Discrimination Commissioner, Kay Patterson, said it was positive that 73 per cent of employers had employed <a href="https://www.smh.com.au/link/follow-20170101-p5cmmk" data-track-relatedarticle="inarticlelink">older workers</a> in the past year.</p>
  559. <figure class="_3ujPS _3x3-4 RMwbY _2XZQH" data-testid="image">
  560. <div class="_1lwW_" tabindex="0" role="button" aria-label="enlarge image"><picture class=""><source srcset="https://static.ffx.io/images/$zoom_1.26%2C$multiply_0.9788%2C$ratio_1.5%2C$width_756%2C$x_0%2C$y_0/t_crop_custom/q_86%2Ce_sharpen:60%2Cf_auto/a37d59803053e996401444019a2aae3f6c955921, https://static.ffx.io/images/$zoom_1.26%2C$multiply_1.9577%2C$ratio_1.5%2C$width_756%2C$x_0%2C$y_0/t_crop_custom/q_62%2Ce_sharpen:60%2Cf_auto/a37d59803053e996401444019a2aae3f6c955921 2x" media="(min-width: 1024px)" /><source srcset="https://static.ffx.io/images/$zoom_1.26%2C$multiply_1.0159%2C$ratio_1.5%2C$width_756%2C$x_0%2C$y_0/t_crop_custom/q_86%2Ce_sharpen:60%2Cf_auto/a37d59803053e996401444019a2aae3f6c955921, https://static.ffx.io/images/$zoom_1.26%2C$multiply_2.0317%2C$ratio_1.5%2C$width_756%2C$x_0%2C$y_0/t_crop_custom/q_62%2Ce_sharpen:60%2Cf_auto/a37d59803053e996401444019a2aae3f6c955921 2x" media="(min-width: 768px)" /><img src="https://static.ffx.io/images/$zoom_1.26%2C$multiply_0.7725%2C$ratio_1.5%2C$width_756%2C$x_0%2C$y_0/t_crop_custom/q_86%2Ce_sharpen:60%2Cf_auto/a37d59803053e996401444019a2aae3f6c955921" srcset="https://static.ffx.io/images/$zoom_1.26%2C$multiply_0.7725%2C$ratio_1.5%2C$width_756%2C$x_0%2C$y_0/t_crop_custom/q_86%2Ce_sharpen:60%2Cf_auto/a37d59803053e996401444019a2aae3f6c955921, https://static.ffx.io/images/$zoom_1.26%2C$multiply_1.545%2C$ratio_1.5%2C$width_756%2C$x_0%2C$y_0/t_crop_custom/q_62%2Ce_sharpen:60%2Cf_auto/a37d59803053e996401444019a2aae3f6c955921 2x" alt="Employers think older workers are more resilient but less technologically savvy, stereotypes that Kay Patterson says must be broken." width="584" height="390" /></picture></div><figcaption class="_3CZmy"><span class="_2Li3P">Employers think older workers are more resilient but less technologically savvy, stereotypes that Kay Patterson says must be broken.</span><cite class="ojLwA"><span class="_30ROC">CREDIT:</span>SHUTTERSTOCK</cite></figcaption></figure>
  561. <p>Changes to working arrangements since the pandemic, when remote working became common, helped employers realise older workers had similar skill levels to younger peers.</p>
  562. <p>“We need to debunk the myths ageism perpetuates and encourage employment across ages: sometimes employers are discriminating against younger people who have ‘not got enough experience’, so it’s not just going one way,” said Patterson, a former senator.</p>
  563. </div>
  564. <div class="_1lC_G"></div>
  565. <div class="_1665V _2q-Vk" data-testid="body-content">
  566. <p>Lyn Tuit, a marketing and communications executive and chair of Alliance Francaise de Sydney, said she had not experienced ageism in the Australian workplace, and that the combination of younger and older people in teams benefits both groups, and their employer.</p>
  567. <p>“One of the joys of working with a younger team is both parties bring something,” said Tuit, who describes her life-stage as at the beginning of her 70s.</p>
  568. <p>“What an employer gets is someone who’s likely to stay, is not on the ladder upwards, so has longevity [at that workplace], and who will be able to mentor younger staff &#8230; and provide an alternative point of view.”</p>
  569. <p>A key to maintaining workplace currency is embracing new technology, she said, and staying “up to or nearly up to” levels of proficiency younger workers have.</p>
  570. <p>That discrimination against hiring older workers continues at nearly one in five organisations was “inexplicable” in the face of staff shortages, said Sarah McCann-Bartlett, Australian HR Institute chief executive.</p>
  571. </div>
  572. <div class="_1lC_G"></div>
  573. <div class="_1665V _2q-Vk" data-testid="body-content">
  574. <p>She said it “does not match up with the reality” in workplaces that skills and experience of different age groups complement each other, benefiting the organisation.</p>
  575. <div class="ymInT noPrint _3by58" data-testid="related-story"></div>
  576. <p>“The research shows the perception of [HR] respondents is that older and younger workers have different skill sets, and that creates a more diverse workforce and provides the ability for older workers mentoring younger workers and vice versa,” she said.</p>
  577. <p>The workforce participation rate of people aged 55 to 64 was 69.4 per cent this year, compared with 45 per cent in 1995.</p>
  578. <p>Source: SMH</p>
  579. </div>
  580. </div>
  581. <div class="_2QXvK _3xMIO noPrint"></div>
  582. </div>
  583. </section>
  584. <p>&nbsp;</p>
  585. ]]></content:encoded>
  586. </item>
  587. <item>
  588. <title>Bunnings sees benefits of valuing older workers</title>
  589. <link>https://olderworkers.com.au/news/bunnings-sees-benefits-of-valuing-older-workers/</link>
  590. <pubDate>Tue, 14 Nov 2023 05:29:41 +0000</pubDate>
  591. <dc:creator><![CDATA[Matt Higgins]]></dc:creator>
  592. <category><![CDATA[News]]></category>
  593. <category><![CDATA[employ older workers]]></category>
  594. <category><![CDATA[experience matters]]></category>
  595. <category><![CDATA[jobs for older workers]]></category>
  596. <category><![CDATA[jobs for over 50]]></category>
  597. <category><![CDATA[mature age jobs]]></category>
  598. <category><![CDATA[Mature age jobs Melbourne]]></category>
  599. <category><![CDATA[mature age workers]]></category>
  600. <category><![CDATA[older workers]]></category>
  601. <category><![CDATA[olderworkers]]></category>
  602. <category><![CDATA[olderworkers.com.au]]></category>
  603.  
  604. <guid isPermaLink="false">https://olderworkers.com.au/?p=397076</guid>
  605. <description><![CDATA[&#8216;Since we&#8217;ve existed, we’ve valued having a diverse workforce and that&#8217;s included older workers,&#8217; says CPO The Ministry of Social&#160;&#8230;]]></description>
  606. <content:encoded><![CDATA[<p>&#8216;Since we&#8217;ve existed, we’ve valued having a diverse workforce and that&#8217;s included older workers,&#8217; says CPO</p>
  607. <p><img class="" src="https://cdn-res.keymedia.com/cdn-cgi/image/f=auto/https://cdn-res.keymedia.com/cms/images/us/038/0321_638350730503807614.png" alt="Bunnings sees benefits of valuing older workers" width="572" height="343" /></p>
  608. <p>The Ministry of Social Development (MSD) recently launched an initiative to connect older workers with employers. The pickyourpath.nz website is seen not only as an opportunity for the semi-retired who might be looking to mix short-term employment with retirement and regional travel, but also for organisations looking to recruit older workers.</p>
  609. <p>One company that already knows the benefits of employing older workers is Bunnings.</p>
  610. <p>“Since we’ve existed, we’ve valued having a diverse workforce and that&#8217;s included older workers,” says Damian Zahra, chief people officer at Bunnings.</p>
  611. <p>“We&#8217;ve known for a really long time that our older team members play a really important part in creating a great place to work. They bring so much life experience, industry knowledge and trade experience &#8211; and our customers tell us regularly that they love that.”</p>
  612. <h3><strong>Older workers make great mentors</strong></h3>
  613. <p>Mature workers sharing their knowledge and wisdom doesn’t only benefit customers, adds Zahra.</p>
  614. <p>“It&#8217;s terrific for our organisational culture and they actually become great mentors for a lot of our younger team as well.”</p>
  615. <p>The ages of staff at Bunnings range from just 15 to some in their late 80s and even one person who’s 91.“For a lot of our older team members, while many have joined up post another career, a lot have been with us for their whole working life,” he says.</p>
  616. <p>On average, roughly a third of Bunnings’ store team members are more than 50 years old while about <a href="https://www.hcamag.com/nz/specialisation/diversity-inclusion/retirement-is-changing-many-new-zealands-seniors-still-at-work/464583" target="_blank" rel="noopener">14% are aged over 60</a>.</p>
  617. <p>It wasn’t that Bunnings specifically set out to employ older workers when establishing its first warehouse branch nearly 30 years ago, says Zahra.</p>
  618. <p>“An important part of our strategy for a long time has been to reflect the communities we operate in – that’s in our DNA. Part of that is embracing the wisdom that older team members bring.”</p>
  619. <h3><strong>Multigenerational team helps business grow</strong></h3>
  620. <p>Without doubt, this openness <a href="https://www.hcamag.com/nz/specialisation/recruitment/government-launches-website-linking-older-workers-to-employers/463452" target="_blank" rel="noopener">to older workers</a> has helped the business grow, says Zahra. Not only are there benefits from the collegiality and insight a multigenerational team brings, but the mix of perspectives helps with innovating and decision-making, especially when helping customers solve problems.</p>
  621. <p>“Reverse mentoring is actually very important, too,” he says, with many younger team members able to help seniors with aspects such as technology. “For a lot of our younger team, it&#8217;s their first job, so having the calmness of someone who&#8217;s got more life experience is really valuable. Our customers love it.”</p>
  622. <p>Two years ago, the organisation introduced a Retiring Well programme that provides employees with support and information on transitioning into retirement. It allows them to plan ahead and provides advice on how they can enjoy financial, emotional and physical wellbeing in retirement.</p>
  623. <p>“We also work closely with our team members to implement a tailored pathway to their retirement, which can allow them to reduce their hours over time to support a gradual transition,” says Zahra.</p>
  624. <p>Some opt to change departments, for instance, to avoid heavy lifting, or for some it might mean a reduction in work hours or days over a period of time.</p>
  625. <h3><strong>Workplace flexibility and older workers</strong></h3>
  626. <p>One of the other benefits offered — which is well received by those of more senior years, as well as younger members — is the Travelling Team Member policy.</p>
  627. <p>Not many people know about this outside of Bunnings but because we are lucky enough to have a network of stores across Australia and New Zealand, team members are able to work at different locations instead, so they have the flexibility not just based on hours, but also on location,” he says.</p>
  628. <p>One older couple, who’ve been Travelling Team members for seven years, has been touring Australia with a caravan and worked at over 20 Bunnings stores.</p>
  629. <p>“Workplace flexibility is something our team tells us they value enormously, regardless of which stage of life they&#8217;re at,” says Zahra.</p>
  630. <p>“For a younger team member, it might be because they&#8217;re studying, or maybe those who have family commitments require flexibility. And we also find the same value for older team members who need flexibility to do things that are really important to them.”</p>
  631. <h3><strong>More flexible approach to recruitment and training</strong></h3>
  632. <p>The organisation’s flexibility extends to recruitment too &#8211; with written applications just as welcome from those who prefer to avoid tech – as well as the company’s approach to training, which also supports all ages.</p>
  633. <p>“<a href="https://www.mckinsey.com/mhi/our-insights/older-workers-are-good-for-business-aarp-ceo-jo-ann-jenkins" target="_blank" rel="noopener">Older team members</a> value training as much as younger team members do too,” says Zahra.</p>
  634. <p>“We like to think we create a place where everyone feels like they can be themselves and a really important part of that is that all of our team members, younger and older, can feel like their contributing to our high performing culture.”</p>
  635. <p>Source: hcamag.com</p>
  636. ]]></content:encoded>
  637. </item>
  638. <item>
  639. <title>Digital Manager</title>
  640. <link>https://olderworkers.com.au/jobs/397056/</link>
  641. <pubDate>Tue, 14 Nov 2023 04:38:51 +0000</pubDate>
  642. <dc:creator><![CDATA[Matt Higgins]]></dc:creator>
  644. <guid isPermaLink="false">https://olderworkers.com.au/?post_type=job_listing&#038;p=397056</guid>
  645. <description><![CDATA[Digital Manager 21 Harris St, Pyrmont NSW 2009, Australia Full-time Job Description Why is this an exciting opportunity? Be a&#160;&#8230;]]></description>
  646. <content:encoded><![CDATA[<p><img class="" src="https://c.smartrecruiters.com/sr-company-images-prod-aws-dc5/58822766e4b0680b1154ae69/460c99a2-0cdc-4028-9b14-1e5dbbca67cb/huge?r=s3-eu-central-1&amp;_1533630521819" alt="Zenith logo" width="189" height="106" /></p>
  647. <p class="job-title"><strong>Digital Manager</strong></p>
  648. <ul class="job-details">
  649. <li><span class="job-detail"><span class=" c-spl-job-location "><span class="c-spl-job-location__place">21 Harris St, Pyrmont NSW 2009, Australia</span></span></span></li>
  650. <li class="job-detail">Full-time</li>
  651. </ul>
  652. <div class="job-sections">
  653. <div>
  654. <section id="st-jobDescription" class="job-section">
  655. <div>
  656. <p class="title"><strong>Job Description</strong></p>
  657. </div>
  658. <div class="wysiwyg">
  659. <p><strong><u>Why is this an exciting opportunity?</u></strong></p>
  660. <p>Be a part of the Publicis Groupe family, one of the world’s most progressive and dynamic modern communications businesses, enjoying all the perks that come with our network offering:</p>
  661. <ul>
  662. <li>A comprehensive Wholeself program supporting Physical, Mindful and Financial wellbeing</li>
  663. <li>A creative, fun, and rewarding office environment backed up by our <strong>Publicis Liberté</strong> flexibility approach “working your way, with us!”</li>
  664. <li>Access to our Global AI Platform, <strong>Marcel</strong>, connecting Publicis Groupe employees with opportunities for career mobility and collaboration across our global network</li>
  665. <li>Extensive Learning &amp; Development opportunities, including more than 15,000 learning programs via our online learning platform Marcel Classes</li>
  666. <li>A culture of open feedback and support to reach your goals through our Career Conversations program</li>
  667. <li>A committed Diversity, Equality and Inclusion strategy driven through our <strong>Viva! Women, Égalité, enABLE </strong>and<strong> Embrace </strong>(reconciliation action plan) programs</li>
  668. <li>Work Your World program enabling employees the flexibility to work from anywhere in the world for up to 6 weeks per year</li>
  669. <li>Parental leave policy with up to 18 weeks paid primary carer leave and generous secondary carer benefits</li>
  670. <li>Access to counsellors, psychologists, and professionals through<strong> Sonder</strong> &#8211; an all-in-on digital wellbeing technology platform designed to support psychological, medical &amp; safety needs</li>
  671. </ul>
  672. <p>&nbsp;</p>
  673. <p><strong><u>About Zenith</u></strong></p>
  674. <p>At Zenith, our mission is to take brands to new heights. We believe marketing is a powerful investment that can build and grow brands and increase business profitability. So, we unlock opportunities for growth by placing consumer behaviour, attitudes, and insights at the heart of everything we do.</p>
  675. <p>Central to this vision is the knowledge that we are only as good as our people. To grow our clients&#8217; business we need to attract, retain, develop, and grow the best and brightest talent in the industry. We know it is not the sum of one, but the sum of all of us that make us great.</p>
  676. <p>Our agency purpose is to Inspire Growth – Growth of Our People, Growth of Our Clients, Growth of Our Brand and Growth of Our Business. We’re determined to eradicate any barriers that prevent our people from reaching their fullest potential.</p>
  677. <ul>
  678. <li>We offer progressive flexible working options to everyone at all levels – It’s not a policy. It’s behaviour led and reinforced through our values</li>
  679. <li>Mental health &amp; wellbeing is something we take seriously – It’s championed by our own people internally and is a regular conversation</li>
  680. <li>We have a lot of fun – Even in this virtual world, we’re constantly looking at reinventing how we’re connecting with each other</li>
  681. </ul>
  682. <p>&nbsp;</p>
  683. <p><strong><u>The transformation you will experience</u></strong></p>
  684. <p>This is an incredible opportunity to join Zenith as a <strong>Digital Manager. </strong>You might be an established Manager or, a driven Senior Digital Executive who has a successful track record of handling accounts proactively and are ready to take your next step.</p>
  685. <p>The beauty of this role is that you’ll get to take ownership of your work and operate with autonomy – you will have the opportunity to spearhead the day to day running of 4 accounts, with the support of a Digital Executive and Coordinator who will oversee campaign implementation. The clients you’ll get to partner with are leading brands within various categories including FMCG, fintech, pharmaceuticals and smart home technology. The dynamic nature of these accounts will lend you the platform to broaden your scope for creative and strategic thinking, as well as harness your digital expertise to put new ideas forward to test.</p>
  686. <p>This is an opportunity to lend your depth of knowledge across all digital media, and manage the planning and implementation of best-in-class campaigns across paid social, programmatic display, YouTube, and some search. You will work closely with a fully resourced team including offline specialists to integrate the digital offering seamlessly into the media plan. With confidence, you will be able to manage up/down proactively, knowing when to escalate issues to the Digital Director and how to guide the development of juniors within the team.</p>
  687. <p>Your scope will include:</p>
  688. <ul>
  689. <li>Planning – compiling digital/performance media plans, leveraging Groupe deals and presenting these direct to the client; integrating digital into the client advertising mix</li>
  690. <li>Working closely with the Digital Director to guide digital strategy</li>
  691. <li>Team management – you will be responsible for managing workflow; training the Executive and Co-ordinator to ensure all campaign set up/optimisations/reporting and finance are completed to deadline</li>
  692. <li>Overseeing campaign implementation with the support of the Executive and Co-ordinator</li>
  693. <li>Craft expertise – leading optimisation decisions, and mentoring the Executive in the application of optimisations and setting up bid rules within bid management platforms</li>
  694. <li>Client contact – acting as the day-to-day client team &amp; client contact across digital/performance channels</li>
  695. <li>Financial and invoice management</li>
  696. </ul>
  697. <p>&nbsp;</p>
  698. <p><strong><u>What you’re looking for</u></strong></p>
  699. <ul>
  700. <li>A supportive and collaborative culture</li>
  701. <li>Clients who are open to be challenged and working progressively</li>
  702. <li>Fulfil your career ambitions in a business large enough to accommodate them &#8211; we have one of the finest mobility programs GLOBALLY!</li>
  703. </ul>
  704. <p>&nbsp;</p>
  705. <p><strong><u>What type of person will be successful in this role</u></strong></p>
  706. <p>You’ll possess:</p>
  707. <ul>
  708. <li>Experience in a similar role, preferably from an agency environment</li>
  709. <li>Experience in media planning – plan creation and management, reach planning and forecasting – across digital/performance media channels</li>
  710. <li>Fundamental knowledge and working experience across CM360/DCM, DV360 (Display and YouTube), Meta, Google Ads / Bing Ads, Google Analytics</li>
  711. <li>Experience with brand safety tools (e.g., Double Verify)</li>
  712. <li>Financial management skills preferably with Spectra MD</li>
  713. <li>Team management skills – mentor, coach, task manage and quality control work from the junior members of the team. Set example of correct attitude and levels of professionalism</li>
  714. <li>Presentation skills – you can confidently present to clients and articulate digital/performance media plans in an effective and simple way.</li>
  715. <li>An analytical skill set – you can confidently analyse data and write compelling insights</li>
  716. <li>Attention to detail and clarity</li>
  717. <li>Time management and organisation</li>
  718. </ul>
  719. <p>&nbsp;</p>
  720. <p><em>Zenith, as a part of Publicis Groupe, believes that to deliver the best solutions to our clients, our people need to reflect the diverse communities in which our clients operate. We value diversity and the skills, knowledge and experience that difference brings to our culture and solutions. We encourage applications from Indigenous Australians, people with disability, people from diverse cultural and linguistic backgrounds, mature age workers, and lesbian, gay, bisexual, transgender, and intersex (LGBTI) people. We are committed to providing reasonable adjustments for employees with disabilities and for candidates in our application process. If you need assistance or adjustment due to a disability, please contact us.</em></p>
  721. </div>
  722. </section>
  723. </div>
  724. </div>
  725. ]]></content:encoded>
  726. </item>
  727. <item>
  728. <title>APEX Associate Product Director</title>
  729. <link>https://olderworkers.com.au/jobs/apex-associate-product-director/</link>
  730. <pubDate>Tue, 14 Nov 2023 04:31:02 +0000</pubDate>
  731. <dc:creator><![CDATA[Matt Higgins]]></dc:creator>
  733. <guid isPermaLink="false">https://olderworkers.com.au/?post_type=job_listing&#038;p=397052</guid>
  734. <description><![CDATA[&#160; Company Description About Publicis Media Exchange (PMX): PMX is the central investment practice for Publicis Media, responsible for the&#160;&#8230;]]></description>
  735. <content:encoded><![CDATA[<section id="st-companyDescription" class="job-section">
  736. <div>
  737. <p><img class="" src="https://c.smartrecruiters.com/sr-company-images-prod-aws-dc5/58822766e4b0680b1154ae69/9df82c5e-1b8d-44b5-81bb-93e9efe87231/huge?r=s3-eu-central-1&amp;_1533635739398" alt="Publicis Media logo" width="183" height="116" /></p>
  738. <p>&nbsp;</p>
  739. <p class="title">Company Description</p>
  740. </div>
  741. <div class="wysiwyg">
  742. <p><strong>About Publicis Media Exchange (PMX):</strong></p>
  743. <p>PMX is the central investment practice for Publicis Media, responsible for the smart application of investment by leveraging scale, marketplace innovation, deeper partnerships and intelligence.</p>
  744. <p>We are client-centric and operate on the principles of trust, transformation &amp; talent.</p>
  745. <p>We are a passionate team focused on delivering growth for Publicis Groupe by educating and driving adoption of Publicis Groupe solutions including Precision, APEX, Partnerships, and Value Management.</p>
  746. </div>
  747. </section>
  748. <section id="st-jobDescription" class="job-section">
  749. <div>
  750. <h2 class="title">Job Description</h2>
  751. </div>
  752. <div class="wysiwyg">
  753. <p><strong>About the Job!</strong></p>
  754. <p>We are looking for an Associate Product Director to join our centralised PMX team is this an exciting opportunity to deliver bespoke, diverse products that range but are not limited to digital display, audio, outdoor, gaming, social through to influencer marketing.</p>
  755. <p>You will be responsible for the development and delivery of the APEX product strategy. Working closely with the APEX commercial team, you are responsible for conceptualising and implementing new products which solve our clients&#8217; challenges.</p>
  756. <p>Leverage a growth mindset paired with your expertise within advertising to deliver APEX product strategy.</p>
  757. <p>Reporting into the Head of APEX ANZ, your day-to-day responsibilities will include:</p>
  758. <p><strong>Product</strong></p>
  759. <ul>
  760. <li>Develop and execute APEX product roadmap and strategy in collaboration with cross-functional teams</li>
  761. <li>Identify market trends and customer needs to ideate and launch new ad products</li>
  762. <li>Partner closely with commercial team to understand advertiser requirements and leverage market insights</li>
  763. <li>Oversee the end-to-end product development process, including gathering requirements, defining product features, managing the product lifecycle, media effectiveness framework.</li>
  764. <li>Define the commercial model behind the product  &#8211; processes, strategy, commercial potential</li>
  765. <li>Develop and implement product toolkits, milestones, and go-to-market collateral in collaboration with cross-functional teams</li>
  766. <li>Work with APEX commercial leads to seek and evaluate vendor partnerships that enhance product capabilities and drive innovation.</li>
  767. <li>Development of automated reporting capabilities &#8211; both for clients and internally with a focus to improve workflows, automation, and visualization to reduce effort and improve insight.</li>
  768. </ul>
  769. <p><strong>Client servicing / media partnerships</strong></p>
  770. <ul>
  771. <li>Build strong and trusted relationships with the media agencies within the Groupe – Spark Foundry, Starcom, Zenith, Razorfish etc.</li>
  772. <li>Ensure full alignment and compliance on products</li>
  773. <li>Ensure ongoing, regular agency engagement.  Work closely with APEX commercial leads to scope, develop and rollout the product with key agency stakeholders, regional, global stakeholders</li>
  774. <li>Build and grow relationships with media partners. Ensure full alignment and compliance on products</li>
  775. </ul>
  776. <p><strong> </strong></p>
  777. <p><strong>Life at Publicis Groupe</strong></p>
  778. <ul>
  779. <li>Taking time out – enjoy your Birthday off, additional 5 days leave after 2 years’ service, inclusive leave policies such as Fertility Treatment, Flexible Public Holidays, Gender Affirmation and Miscarriage leave</li>
  780. <li>DE&amp;I – we care about people showing up as their authentic self. Get involved in one of our Employee Resource Groups to contribute beyond your day to day.</li>
  781. <li>Wholeself – access our EAP, flu vaccinations and regular seminars and events supporting your physical, mental and financial wellbeing</li>
  782. <li>Grow &amp; Develop – enjoy extensive L&amp;D opps through our online learning platform, Marcel, a Next Gen board, regular internal sessions, Buddy Up (our mentor program), paid study days and access to the MFA and ACA for industry learnings</li>
  783. <li>Celebrate – we’re big on celebrating and shouting out about great work. We’ve got informal and regular formal awards, anniversary celebrations and referral bonuses.</li>
  784. <li>Work, your way – our Publicis Liberté flexible working approach means we value your contribution, not where you’re sitting</li>
  785. </ul>
  786. <p>&nbsp;</p>
  787. <p><em>At Publicis Groupe we believe that our people are our greatest asset. Our people are chosen for their personalities, their ethics and professional qualities without any exclusion, preferential treatment or discrimination. We are proud to be an equal opportunities employer and do not discriminate by reason of age, gender, gender identity, race, sexual orientation, nationality, religion or disability or any other difference. We encourage applications from all qualified individuals and will provide appropriate assistance for candidates with disabilities or special needs throughout the recruitment process upon request</em>.</p>
  788. </div>
  789. </section>
  790. ]]></content:encoded>
  791. </item>
  792. </channel>
  793. </rss>
  794.  

If you would like to create a banner that links to this page (i.e. this validation result), do the following:

  1. Download the "valid RSS" banner.

  2. Upload the image to your own server. (This step is important. Please do not link directly to the image on this server.)

  3. Add this HTML to your page (change the image src attribute if necessary):

If you would like to create a text link instead, here is the URL you can use:

http://www.feedvalidator.org/check.cgi?url=https%3A//olderworkers.com.au/feed/

Home · About · News · Docs · Terms

 
Copyright © 2002-9 Sam Ruby, Mark Pilgrim, Joseph Walton, and Phil Ringnalda