UPDATE: As companies increasingly recognize the value of experience, midlife career changes are gaining momentum. Career coach Leah Lambart emphasizes that seeking new opportunities later in life can be uplifting rather than demoralizing, despite concerns of ageism in the workplace.
Employers are actively looking for mature workers, especially in sectors like healthcare, tourism, and retail. Lambart highlights that industries such as aged care and community services value the life experience that older candidates bring. She notes, “There are certain industries where that lived experience and having a bit of grey hair is probably seen as a positive.”
In a significant statement at the National Ageing Research Institute (NARI) Annual Summit, Chris Eaton, General Manager of People and Culture at Chobani Australia, shared that older workers are seen as “critical” to their operations in Dandenong, Victoria. “They’re actually our most skilled people in our team… we couldn’t operate without them,” Eaton stated, reinforcing the importance of intergenerational skill transfer.
The tourism sector, which employs around 290,000 people directly and indirectly in Victoria, is also eager to engage more mature workers. Chris Porter, COO of the Victorian Tourism Industry Council, noted that many job seekers in this field are aged between 35 and 60. “We want to engage more mature workers into our workforce because of the opportunities that they bring to our teams,” he said.
For those considering a career shift, Lambart advises updating resumes to reflect the last 15 years of experience, ensuring they are concise and relevant. She encourages job seekers to enhance their LinkedIn profiles to showcase technological proficiency and suggests enrolling in free online courses for skills like Excel or using modern tools such as ChatGPT.
In a compelling success story, Lambart recounted working with a woman who, after facing redundancy, was apprehensive about re-entering the job market. With a proactive approach focusing on leveraging her industry experience, she secured a new role within just six weeks.
Employers are now prioritizing skills over age, with many companies offering “returnship” programs designed for older individuals looking to re-enter the workforce after a hiatus. Lambart advises candidates to approach companies directly or consider volunteering to gain experience.
As these trends unfold, job seekers over 50 are encouraged to tap into their networks and actively seek out employers who value diversity in age. The landscape is shifting, and opportunities abound for those willing to make the leap.
Stay tuned for more developments in how industries adapt to a more inclusive workforce that values age and experience.
