Resources

The National Nursing Workforce Strategy – Volume 1 Research Report (2024) presents findings from consultations with nearly 6,000 stakeholders, highlighting challenges such as workforce shortages, burnout, and limited career progression. It underscores the need for systemic reforms in education, leadership, and workplace culture to ensure a sustainable nursing workforce.

This resource from SSI provides information and strategies for recruiting and supporting an aged care workforce for the future.

The Productivity Commission’s 2022 report reviews aged care employment, finding most workers are already directly employed. It warns against banning indirect employment, which could reduce workforce flexibility and worsen shortages. The report recommends improving job quality and training across all employment types to strengthen the sector and ensure quality care.

The 2020 SkillsIQ discussion paper examines vocational education and training (VET) student work placements in Australia's aged care sector. It highlights the need for standardised, high-quality placements, stronger collaboration between education providers and industry, and flexible models to better prepare students for the workforce. International comparisons suggest increasing practical training hours

This review conducted by Korn Ferry based on the objective to assess the current state challenges in the Australian aged care workforce with a focus on workforce architecture, leadership, remuneration, attraction and retention.

The 2022 IZA study used a Discrete Choice Experiment to assess job preferences among Australian aged care workers. Key valued attributes included training opportunities, adequate staffing, and job autonomy. Nurses prioritized professional development over pay increases, while casual workers emphasized sufficient staffing. These insights inform strategies for workforce attraction and retention

The 2025 TasCOSS Care Workforce Archetype Report introduces five care worker archetypes—Bridge, System Warrior, Idealist, Philomath, and Creator—to better understand motivations and challenges in Tasmania’s community services sector. It highlights systemic issues like burnout, low wages, and undervaluation, and offers tailored strategies to improve recruitment, retention, and workforce sustainability.

The HumanAbility Aged and Disability Sector Profile outlines workforce trends, noting high female participation, part-time work, and growing demand. Key challenges include high turnover, burnout, and training gaps. The report emphasizes the need for sustainable workforce strategies to meet rising care needs driven by population ageing and expanding disability support services

The HumanAbility Workforce Plan 2024 outlines strategies to address workforce shortages, skills gaps, and training needs across Australia’s care sectors, including aged care. It emphasises the importance of career pathways, inclusive practices, and better workforce data. The plan supports a sustainable, responsive workforce to meet future care and support demands.

The 2020 SkillsIQ discussion paper, developed with Macquarie University, invites stakeholders to reimagine the role of Personal Care Workers (PCWs) in aged care. It emphasizes aligning PCW skills with evolving care recipient needs, advocating for enhanced training and integration within multidisciplinary teams to ensure holistic, person-centered care delivery.