Significant Staff Shortages In Aged Care

Earlier today multiple news outlets including 9News and The Guardian announced that government projections have identified the Top 10 jobs that will need a new influx of trained workers in the coming five years. Sadly, but unsurprisingly, within that Top 10 were aged and disability care support workers.

This will not be a surprise to those within the sector that have felt the significant strain of workforce shortages. Unfortunately, this is having negative flow-on impacts. For example, employees are experiencing burnout due to continually covering additional shifts, there is also increased anxiety within the sector about the future of providing care to those who need it. Not to mention the stagnancy that results from just keeping afloat means both individuals and businesses don’t have the time, resources or energy to focus on growth.

According to the SMH, 65,000 workers are leaving the aged care sector each year. A report released by The Committee for Economic Development of Australia shared that the aged care skills shortage had doubled in nine months, with the sector now facing an annual shortage of 35,000 workers – up from 17,000 in August last year – just to meet basic care needs, with a further 8000 to meet new staffing mandates. These concerns were articulated in the recently released Complispace, Aged Care Workforce Report, Impossible Task: Workers View’s on the Rising Demands of Aged Care.

Our eyes will remain on government announcements in the coming months as the Albanese Government has stated they hope to address these staff shortages with the upcoming jobs and skills summit next month, as well as increased spending on vocational education and training.

But in the meantime, how can aged care providers take matters into their own hands?

Prioritise available workforce resources to those consumers with high-impact, high-prevalence risks.
Communicate the reality of workforce shortages with consumers and their families.
Rationalise workforce resources to limit the non-essential services offered if necessary.
Consider increasing flexible work hours/work-life balance as this was consistently rated by employees as an important factor in retention. While it may seem like an impossible feat with a shortage of staff, consider offering flexible work arrangements where possible and ensure employees are having sufficient breaks.
Consider placing a pause on accepting new consumers.
Invest in the professional development and career progression of your existing team to enhance their skills. Our online tailored webinars can meet the needs of your workforce.
Consider assistive technology to monitor health indicators, reduce labour where possible and save time and valuable resources.
Save time by purchasing Done-for-You Resources that are designed by industry experts for your service to easily adapt and customise
Look to reward and recognition incentives as ways to encourage retention. This can be opportunities for professional development which benefits staff, consumers and organisations alike.