Using creative workforce strategies to address sector-wide shortages

Sandra Hills OAM

Chief Executive Officer, Benetas

As an industry, we are all acutely aware of the impact that workforce shortages have had on our sector’s ability to meet the growing demand of an ageing population.

In October, the Committee for Economic Development of Australia (CEDA) released its Duty of Care: Aged-Care Sector Running on Empty report recommending three strategies to fix workforce issues.

One of the recommendations called for the prioritisation of aged care worker housing in regional areas as well as options for rental assistance.

While this is very much a sector-wide issue, Benetas has continued to focus on strategies to help attract and retain staff in a sector that is struggling to retain its workforce.

During the height of the COVID-19 pandemic, Benetas converted four unused accommodation units in Bendigo into short-term employee accommodation.

Of the many lessons learned from the COVID-19 pandemic, it was the importance of our healthcare workers, including those working in aged care to have suitable housing, close to their workplace.

At the time, ensuring comfortable and convenient housing for our team members, while also minimising the risk of transmission of the virus to their families and our residents, was a key focus of our COVID response.

Unsurprisingly, even after the COVID risks and restrictions have eased, the units have been continually full.

This strategy has not only made it easier for employees working at our neighbouring St Laurence Court aged care home at Eaglehawk, it has since helped attract and retain our workforce in the area.

Benetas has also provided employees with letters to show local real estate agencies and to engage with agents about the importance of their work.

The letters are designed to highlight how crucial aged care workers are to the local area and to the residents they care for. Since the letters were introduced, most real estate agents have been open to the idea of prioritising housing for aged care staff.

Benetas is exploring other ways to address workforce issues, by focussing on how we can help our team members to build a career with us.

Our SPARK traineeship program has been in place since 2019, allowing participants to complete on the job training while they undertake a Certificate 3 in Individual Support.

During the training they learn and gain confidence and when they finish their traineeships, they continue their employment as fully trained and qualified personal care workers.

A total of 47 have completed the program over the past four years, including 37 in residential aged care and 10 in community home care with a completion rate of 58 per cent.

Following a successful pilot, we recently rolled out our Manager Skills Training Program, which supports foundational and ongoing skill and capability development for all employees at a manager or team-leader level.

The program is delivered through short learning modules and helps ensure key management processes are well understood and implemented.

Last year, we established a new Talent Acquisition team, focused on attracting and retaining team members and building talent pools for the future.

In partnership with our Residential and Community Health and Care leaders, this team has attended and presented at local job fairs, exhibitions and recruitment events.

The events generated numerous applicant leads from qualified health professionals and students interested in joining our team.

In August 2022, Benetas team members presented to nursing students from Federation University about career opportunities in aged care. They talked about their career journey and experience, their passion for the aged care sector and the unique career pathways available to nursing students.

We have also partnered with ACCPA to deliver the Transition to Practice education program focussed on supporting graduate and experienced Registered Nurses and Enrolled Nurses to transition into aged care. As part of the program, participants attend weekly education sessions and work closely with senior Benetas nurses.

Addressing sector-wide shortages is no quick fix.

It needs government and sector-wide collaboration to address the systemic issues facing our industry.

As demand for our services continues to increase, we need to create some capacity in the system for innovation to enable providers to work together and our amazing workforce to grow their career in aged care.

Benetas is committed to working internally, with fellow providers and with government to find new ways to attract qualified and passionate people to the industry in the long-term.