Actions detail
Ngā taipitopito mahi
Actions 2, 4, 6 and 11 are not included in this table because they can either be
implemented immediately or be completed without a more detailed work programme
| Action | Agencies | Breakdown of work included in action |
|---|---|---|
|
Action 1 Research and assess the needs of older workers for training, upskilling and vocational education, and the barriers to access (including appropriateness and availability). Based on the outcomes of this work, provide advice on how to increase older workers' uptake of training, upskilling and vocational education |
MOE and MSD, supported by TEC |
This will include work to: |
|
Action 3 |
MSD (with local and regional support), TEC and Office for Seniors |
This will include work to: a. improve engagement with older workers b. improve the suitability of online tools for older workers, including updating www.connected.govt.nz with information specific for older workers c. hold in-person job and training expos for older workers. These will look different across regions depending on the labour market needs and the characteristics of older workers, but will involve cross-government agency collaboration (for example, between regional MBIE and MSD staff, and local government), collaboration with local iwi/hapū and Māori organisations, and involvement of other community stakeholders (for example, Regional Skills Leadership, Groups, Chambers of Commerce and groups focused on Pacific and other ethnic communities, including former refugees). Importantly, these expos will be developed to be a comfortable and engaging experience for older workers. |
| Action 5 Make sure the needs of older workers and the barriers they face to finding work and staying employed are fully considered and addressed in:
Make sure that the final products resulting from this work are accessible and well promoted, potentially through a targeted awareness campaign |
MSD, MBIE and OfS |
This will include work to: a. improve services so older workers are comfortable using them b. increase the number of older workers receiving intensive employment support c. design and trial an intensive intervention specifically for older workers facing imminent job loss, or who have just lost their jobs d. assess the feasibility of financial support for older workers to make it easier for them to access the skills and vocational education they need. |
| Action 7 Review the Mature workers toolkit to ensure that it continues to provide employers with practical support to hire, develop and retain older workers. Make sure that the toolkit is promoted widely. |
MBIE and OfS | The review will monitor usage of the Mature workers toolkit and seek feedback from employers and workers to identify opportunities for improved or additional content for the toolkit. This could include: a. additional real-life examples showing the benefit of hiring and retaining older workers from both the employers and employees’ point of view and reflecting a diverse range of situations and people b. advice and tips on providing in-work training and upskilling. |
| Action 8 Research incentives and barriers for employers in providing more opportunities for older workers to benefit from flexible work arrangements. Prioritise groups (in alignment with other employment action plans): Māori, women, Pacific people, disabled people, former refugees, recent migrants and ethnic communities |
MBIE | This will include: a. identifying and developing the research scope and methodology b. conducting research c. identifying next steps based on the research findings d. providing advice to Ministers on options and incentives to remove barriers to employers providing more opportunities for older workers to benefit from flexible work arrangements |
|
Action 9 Research opportunities and incentives for employers to provide greater opportunities for older workers to participate in training in the workplace. Prioritise groups (in alignment with other employment action plans): Māori, women, Pacific people, disabled people, former refugees, recent migrants and ethnic communities |
MBIE | This will include: a. identifying and developing the research scope and methodology b. conducting research c. identifying next steps based on the research findings d. providing advice on opportunities and incentives for employers to provide greater opportunities for older workers to participate in training in the workplace |
|
Action 10 Improve understanding across, industry groupings and sectors of the effects and opportunities of an ageing workforce. Do this in collaboration with relevant key stakeholders (such as iwi/hapū and Māori organisations, Regional Skills Leadership Groups, Workforce Development Councils², employers and unions) |
MBIE and MSD, supported by TEC |
This collaborative work with relevant key stakeholders will focus on exchanging information to identify sectors with: a. workforce gaps that older workers could fill given the right support, training, or encouragement b. significant ageing workforces where people may need training, upskilling or other supports to remain in that work c. ageing workforces where people are unlikely to stay in those roles as they age. |