Building a Diverse Workforce Brings New Energy to the Aged Care Sector

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The aged care sector in Australia is facing an unprecedented challenge: balancing a critical shortage of workers with the need to build diverse and dynamic teams. Diversity in age, gender, and culture is not just about meeting quotas, it’s about fostering innovation, driving better outcomes, and creating a workplace where all individuals can thrive. Given aged care is service oriented, the workforce needs to reflect the diverse needs of the residents and communities it serves. This means opening doors for individuals of all genders, generations, and backgrounds, introducing their unique talents, to breathe new energy into the sector.

At P.J. Recruitment, we’ve seen firsthand how a diverse workforce transforms aged care providers, improving not just their bottom line but the care they deliver. Yet, challenges persist. 

Aged care employers struggle to attract younger talent, while seasoned professionals – particularly older women – often face barriers despite their unmatched expertise and energy. At the same time, cultural diversity remains an underutilised strength in the sector, despite the profound benefits it brings to staff cohesion and resident satisfaction. It’s time to address these issues head-on and rethink how we recruit, retain, and support a diverse workforce.

The Case for Gender Diversity in Aged Care Leadership

One striking trend in aged care recruitment is the disparity between gender representation in different levels of leadership. At P.J. Recruitment, 70% of our middle management placements are women. For us, this is an encouraging statistic in an industry where emotional intelligence, empathy, and leadership are paramount. However, the numbers shift dramatically at the executive level, where 70% of placements are men. This gender imbalance at the top can perpetuate systemic challenges, limiting the perspectives and approaches necessary for innovation.

Breaking this trend requires aged care providers to challenge biases in executive hiring and actively seek out female leaders with the skills, resilience, and vision to lead through complex challenges. We consistently see, when engaged to recruit C-Suite roles, both an inability to attract female executive talent. This is for two reasons, we have seen: (1) we find often there is a lack of curiosity in women to explore more senior roles than they are in (2) a reluctance to switch employers and (3) a lack of gender diversity in the aged care sector at the leadership level. This means typically, that our candidate talent pool is majority men. However, one recent example at P.J. Recruitment involved an exceptional female candidate, a 60’ish year-old executive who exemplifies the value of age and gender diversity. Her extensive experience, coupled with the energy, zest, and ambition to work another decade, made her an ideal candidate. However, her age posed a barrier in a hiring process steeped in misconceptions about older workers. We advocated for her, demonstrating her potential to invigorate the organisation and bring stability and wisdom to the leadership team. Stories like hers highlight the importance of advocating for gender equity across all levels of leadership, ensuring that talent and potential—not outdated stereotypes—shape hiring decisions.

The Untapped Potential of Older Workers

Age diversity is another crucial aspect of building a strong workforce. In an industry that often values experience and stability, older workers bring unique advantages. They have deep reserves of knowledge, emotional intelligence, and a steadying influence that younger teams can benefit from. Yet, many aged care providers hesitate to hire older workers, fearing they may lack the energy or adaptability required for the job.

This is far from the truth. Workers in their 60s, like the executive candidate we mentioned earlier, are proving every day that they have the energy, commitment, and innovative mindset to excel. In fact, research shows that older workers often bring enhanced problem-solving skills, stronger interpersonal abilities, and a sense of purpose to their roles. As residents of aged care facilities increasingly seek connection and trust, having caregivers and leaders who reflect their own lived experiences can create stronger bonds and better outcomes.

Employers need to shift their mindset and recognise that hiring older workers is not a compromise—it’s a strategic advantage.

Bridging the Gap with Younger Workers

On the opposite end of the spectrum, attracting younger talent remains one of the biggest hurdles for aged care recruitment. The perception of aged care as an “unsexy” career path often discourages millennials and Gen Z from considering roles in the sector. Working in environments like retirement villages or caring for people over 55 is often seen as uninspiring compared to the allure of tech startups, creative industries, or high-growth sectors.

To combat this, aged care organisations need to reframe the narrative. Aged care is not just about routine caregiving—it’s about making a real difference in people’s lives. It’s a sector that offers unparalleled opportunities for leadership, creativity, and meaningful impact. Highlighting stories of young professionals who have thrived in the industry, showcasing career progression opportunities, and emphasising the sector’s future-oriented approach (including the integration of technology) can help reshape perceptions.

At P.J. Recruitment, we encourage our clients to rethink how they present aged care roles to younger candidates. For example, incorporating flexible working arrangements, mentorship programs, and opportunities for skill-building can make these roles more appealing. We’ve also seen success when organisations involve younger employees in decision-making processes, giving them a sense of ownership and investment in their work.

Cultural Diversity as a Key Driver of Better Care

In a multicultural society like Australia, cultural diversity in the aged care workforce is essential. Residents come from a wide range of cultural backgrounds, and having caregivers and leaders who can relate to their language, customs, and traditions fosters a deeper sense of trust and belonging. Culturally aligned care improves resident satisfaction and contributes to better overall health outcomes.

At P.J. Recruitment, we’ve had the privilege of placing candidates from a variety of cultural backgrounds into roles where their unique skills and perspectives make a significant impact. For example, we recently worked with an aged care provider serving a large migrant community. By hiring bilingual staff and leaders who understood the cultural nuances of the residents, the provider was able to drastically improve resident engagement, grow their business and improve customer and employee satisfaction. A triple whammy!

The Business Case for Diversity

Diversity in age, gender, and culture doesn’t just benefit employees—it drives better outcomes for organisations as well. Research consistently shows that diverse teams are more innovative, more productive, and better at problem-solving. In aged care, where the needs of residents are highly individualszed, having a workforce with varied perspectives ensures a broader range of solutions and approaches.

Younger workers often bring fresh ideas and technological fluency, improving processes and resident engagement. Older employees, on the other hand, bring patience, empathy, and a deep understanding of interpersonal dynamics, making them invaluable in leadership and mentoring roles. Culturally diverse employees offer unique insights and the ability to build stronger relationships with residents from similar backgrounds. Gender diversity fosters a balance in decision-making and creates a more inclusive organisational culture.

How P.J. Recruitment is Driving Change

At P.J. Recruitment, we see our role as more than just finding candidates—we’re committed to transforming the aged care workforce for the better. Here’s how we’re making a difference:

  • Championing Gender Equity: We actively identify and promote talented female leaders for executive roles, challenging clients to look beyond traditional biases.
  • Advocating for Older Candidates: We highlight the value of experience, emphasising the energy and commitment that older professionals bring to the table.
  • Engaging Younger Talent: We work with aged care organisations to create roles and career paths that appeal to younger generations, ensuring a steady pipeline of new talent.
  • Promoting Cultural Diversity: We help clients build inclusive workplaces where staff from all backgrounds feel valued, enabling them to serve their residents better.

The aged care sector is at a crossroads. With workforce shortages threatening the quality of care, embracing diversity in age, gender, and culture is no longer optional—it’s essential. By breaking down barriers and rethinking recruitment strategies, aged care organisations can unlock the full potential of their workforce and create a culture of innovation, compassion, and resilience.

P.J. Recruitment is proud to be part of this journey. We’re committed to building diverse teams that bring new energy to aged care, ensuring that residents receive the best care possible and that organizations thrive. Together, we can create a sector where everyone, regardless of their age, gender, or background, has the opportunity to make a difference.

If you’re keen to explore what diversity in recruitment strategy in the war on talent looks like, reach out. (02) 9144 4544. We’re here to help transform aged care, one leader at a time.

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