(^36) ABC October 2017 busnews.com.au
HEALTH AND WELLBEING NIKKI BROUWERS
Nurtureyourmaturestaff
W
hen you think about the changing
face of the modern workforce, it comes
as no surprise that employers across
all industries are being encouraged
to change their practices to better accommodate
mature-aged workers.
The bus industry is no stranger to employing mature-
aged workers, with current statistics showing it has a
higher rate of older workers than any other industry.
It is simply ‘good for business’ for bus operators to
accommodate the needs of older workers. Diversi¾ed
and¿exible work practices can provide a huge boost to
the industry.
Earlier this year I had a fantastic conversation with a
mature bus driver who sought my help with a problem he
was having in the workplace. The driver felt as though he
may have reached his time with his employer as he was
¾nding it dif¾cult to deal with younger drivers. Comments
he received or overheard from younger passengers made
him feel as though he was being bullied while on the job.
He felt it was out of his capacity as a mature-aged driver to
be able to cope or deal with this type of behaviour.
What we discussed in depth during our conversation
were techniques for him to use to strengthen his own
resilience to better manage the offending comments at the
time they occurred instead of leaving them to manifest. We
discussed many tactics and techniques including quotes
he could use, all of which made him feel empowered to
continue on with his employment. He informs me that he
is still working with the same operator today.
As employers, we should celebrate that the majority of
bus drivers are more mature in age and that their culture
and values may be different to their passengers and in turn
should offer a diversi¾ed workforce that accommodates
this. And employees should be open to learning new
techniques and tactics that help them get the most out of a
diversi¾ed workforce.
OLD IS NEW
Ultimately what needs to happen is a shift in perceptions
around the de¾nition of old, as the age at which people
get labelled ‘old’ is actually quite young. People are told
they’re old at 45, but they are also being told they are
expected to work to 70.
There is a misconception that workers need to be young
and 100 per cent¾t to be in work however we simply don’t
have the labour market for people to think that way.
Current world’s best practice maintains that work, and
staying at work, is a positive health choice, particularly for
mature workers. This philosophy is backed by a strong and
growing collection of empirical evidence.
When there is a clear understanding of the health
bene¾ts of work with all parties, it promotes and supports
upgrades in work capacity and workers’ connection with
the workplace. Bus operators are in a better position than
Nikki Brouwers
The Interact Group
founder and
managing director
p: 02 9460 2444
f: 02 9957 1000
e: nikki@
interactgroup.com.au
Don’t drive past the talent that’s already in your depot, writes Nikki Brouwers
larger multinationals to offer the ¿ exibility older workers
need as their ability to offer such people part-time work,
¿ exible roles, work-near-home arrangements and other
forms of workplace ¿ exibility is strengthened by the
very nature of their operations. Workers could perform
a number of roles within a large sector of the business,
including management, driving, depot, of¾ ce, and on the
grounds of the operation.
The bene¾ ts to the industry in offering this type of
¿ exible workplace is proven in international research that
shows older workers will repay that ¿ exibility by being
more likely to stay with a company for many years and are
less likely to take sick leave. By being already aware of
what’s happening in their employees’ lives, the culture is
more conducive to ¿ exibility.
Examples of ¿ exible work arrangements within the bus
industry may include:
- A driver who returns to work following an injury to a
role tailored to their new capacity. - An of¾ ce worker who requires a work-from-home
arrangement to accommodate a change in their capacity
to be physically present onsite full-time or part-time. - A parent who returns to work following paternity leave
and works in a job-share arrangement suited to the hours
he/she can perform each week. - A student who is studying who works part-time at the
depot.
The modern workplace is changing and adapting and
you will have staff that might want to have some ¿ exibility
as they balance other interests in their lives, such as
travel, or adventure, or involvement with family and other
interests. It’s important to recognise and respect the life
workers have outside of work.
Technology has opened the workplace to adopt ¿ exible
work arrangements. From smartphones and tablets to
remote email access, workers can now be accessible
outside of physically being present in the of¾ ce.
Technology could play a huge part in your ability to
offer ¿ exible work arrangements to older workers given
they can continue to perform their day to day tasks without
needing to be physically present onsite.
There is also a large range of affordable ergonomics
solutions for workstations that can help accommodate
older workers in the workplace. There are some really
simple design features that don’t cost a lot of money.
Studies have shown older workers make fewer workers’
compensation claims than younger employees.
The bus industry impressively balances traditional
family-owned businesses with modern workplace
practices and I am fortunate enough to have seen
¾ rst-hand the success that bus operators have had,
where, through adopting a more diversi¾ ed and ¿ exible
workforce, they have positively embedded the health
bene¾ ts of work amongst drivers and staff whilst
increasing productivity of their business.