The Northern Rivers Times
January 25, 2024!!!
44 SENIORS & HEALTH NEWS
Addressing Ageism and Ableism in the Workplace environmental barriers exist. • This shift focuses on ensuring work aligns with the individual rather than expecting the individual to conform to the workplace. 7. Occupational Health Support: • Occupational health services should act as advocates for workers, providing ongoing support to enable them to remain in work rather than merely returning to work.
By Jeff Gibbs A recently released report sheds light on the persistent challenges of ageism and ableism in the workplace, emphasizing their interconnected nature and how older workers often internalize these biases. Urgent measures are recommended for employers to combat ageism, enhance access to training, and prioritize employees’ health for sustained competitiveness in the post-pandemic recovery. The report, conducted by the International Longevity Centre and drawing on research from the Vrije Universiteit Amsterdam and the University of Kent, reveals that despite the formal prohibition of ageism and ableism under the Equality Act of 2010, these biases remain prevalent in the workplace, frequently overlapping. Key findings and recommendations from the report include: 1. Urgent Action on Ageism: • Employers are urged to promptly address ageism in the workplace. • Better access to training and
professional development opportunities for older workers is essential for competitiveness in the postpandemic recovery. 2. Training Perception Gap: • There is a perception gap where both employers and older workers view training and professional development as more relevant for younger individuals. • Ageist and ableist language is still
common, with older workers often unfairly characterized as less motivated or less capable of undertaking training. 3. Internalization of Age Norms: • Older workers frequently internalize age norms, believing they are “too old” for training and promotions. • This self-imposed ageism hinders older employees from seeking health support, potentially exacerbating
conditions and leading to premature retirement. 4. Economic Impact: • Eliminating ageism at work has the potential to significantly boost GDP, as demonstrated by ILC research across G20 countries. • Enabling older workers to participate at rates observed in Iceland could result in an average annual GDP boost of 7%. 5. Inclusive Work Environments:
• Employers must create inclusive work environments to effectively navigate an aging workforce. • Educational initiatives are recommended to dispel ageist and ableist assumptions among managers and staff. 6. Social Model of Disability: • Employers should adopt the social model of disability, emphasizing that conditions are disabling only when
Dr. Brian Beach, Senior Research Fellow, emphasizes the need for organizations to act proactively to create inclusive work environments, while Dr. Mariska van der Horst advocates for challenging the decline narrative associated with aging and emphasizing the social model of disability. The report concludes that efforts to address ageism and ableism must go hand in hand, requiring a comprehensive approach to create workplaces that truly value and support their diverse aging workforce.
Boosted Work Bonus Unlocks Extra Income for Older Australians By Jeff Gibbs Older Australians seeking to work without impacting their pension are greeted with positive news as the new year brings a significant enhancement to pension working rules. Effective January 1, the Work Bonus receives a substantial increase of $4,000, establishing a permanent annual limit of $11,800. This adjustment, resulting from ongoing pension working rule reforms, allows working pensioners to gain an additional $2,000, eliminating barriers for those eager to work in later life. Understanding the mechanics of the enhanced Work Bonus
is crucial. Thankfully, there’s no need for a separate application; individuals only need to declare their income, and the myGov/Centrelink portal provides convenient online access to the Work Bonus balance. Key Points of the Enhanced Work Bonus: • Under existing rules, the first $300 of fortnightly work income is pension income testexempt, with the unused portion accumulating in a Work Bonus income bank. • The $4,000 permanent increase is added to the $7,800 annual limit, enhancing flexibility for individuals who work intensely in shorter periods. The extra $4,000 is applied at
the start of the year. • As of January 1, 2024, the permanent increase allows individuals to earn $453 per fortnight without impacting their pension, potentially enabling them to take on extra shifts. • The Work Bonus operates alongside the pension income free area, enabling eligible
pensioners to earn up to $657 per fortnight. Illustrative Examples: Single Pensioners: 1. John: An age pensioner working as a school crossing supervisor earning $400 a fortnight. Only $100 is counted under the pension income test, ensuring John receives the maximum Age
Pension rate. 2. Julie: An age pensioner working as an accountant for three fortnights, earning $6,000. With her Work Bonus income bank higher than her income, none of the $6,000 is assessed under the income test, allowing Julie to retain $6,700 for future earnings.
Couples: • Carol and Rob: A couple receiving the Age Pension. Carol’s work income of $700 and Rob’s self-employment income of $220 result in a combined assessed income of $400 a fortnight, leading to a $20 reduction in their combined pensions. In conclusion, the enhanced Work Bonus provides a significant income-boosting opportunity for older Australians while maintaining pension eligibility. For more information, individuals can contact Services Australia through Centrelink offices, phone (13 23 00), or online at Services Australia.
