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EDITOR
Is age really just a number? Did you know that in Australia, you are classified (by the Bureau of Statistics at least) as a ‘mature age worker’ if you are over 45 years of age?
Age discrimination that is currently rife in our workplaces is out-moded, counter-productive and, at the end of the day, simply dumb.
We all know that ‘mature age’ is just the nicer way of saying ‘old’. Since when did a 45th birthday make you an older worker, and how come we were never told?
We have an ageing population in this country, we are facing a decade that will see many workers with valuable skills the workforce and we are already facing a skills shortage across a wide range of sectors.
Now, at this point, it is only fair to point out (albeit, with a decent sigh of relief and only the very slightest hint of smugness) that I am still a decade off entering the ‘mature age worker’ category. But this isn’t about the O-word, this is about that the fact that like many people I know, I like to think that I will continue to work – at least in some capacity – until I am well into my 70s, and even into my 80s if it’s possible. How odd is it that we live in a working culture that idolises those that continue to contribute to their industry and maintain active, full lives, including work, well into their latter years, yet there is a very real tendency towards ageism in our workplaces. Don’t believe me? Ask a few ‘mature age workers’ you know about their chances of moving employer as they approach 60 years of age and see what they say. So, why do we revere old Australians that have continued to work, yet knee-jerk away from ‘older’ workers – those that fall into the 45 to 64 years old statistical bracket? The sad fact is that while we like the idea of keeping people in the workforce longer, and know that we should be seeking out and holding on to skills and experience - practically, employers will all too often see 45 years old as a cut off age for new employees. This has to change.
If we want to protect and build on the productivity of this great working nation of ours, we need to keep skills in the workforce, and we need to keep adding to those skills. And even more importantly, we need to learn from those ‘older workers’ that have seen it all, and have invaluable experience to offer. Does that sound like a bit of a rant to you? It does to me, yet I believe it’s a rant that’s worth the effort – and for what it’s worth, I think that 45 should be considered ‘older’ only in the same sense that my five-foot height should be considered ‘tall’! Moving on, we take a look at one of the interesting elements of the May Budget (an no, there is no Budget rant coming, it’s too cold to give valuable heat to politicians!) – the changes to FBT on company vehicles.
ISSUE 197 JUNE 2011 Geelong Business News, an Adcell Print Group publication, is mailed to more than 5000 businesses in the G21 region. If you would like to receive Geelong Business News at your business please contact us. Publisher Maureen Tayler manager Caroline Tayler editor Davina Montgomery editor@geelongbusiness.com.au
FOR ADVERTISING, Vinnie Kerr M 0409 427 473 vinnie@adcellgroup.com.au
Trina Currie M 0402 268 624 trina@adcellgroup.com.au
The company car has traditionally been one of the most coveted perks for employees, but is it still worth it? The burden of compliance with FBT is over the top and fast becoming unmanageable - particularly for small to medium sized businesses that have relied on the offer of a company car to lure prized employees.
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We also take a look at the new rules around SMSFs.
Read online at:
www.geelongbusiness.com.au www.adcellgroup.com.au/readgbn
Until the next financial year … Davina Montgomery
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