By Taryn Quach, Multicultural Advisor, Multicultural Advisory Service
Within the aged care sector, we know that staff turnover is high. The figures are shocking when compared across other industries. Research shows that across all employment sectors in 2021, the turnover was 7.5% – that is people who left their employer. However, in residential care, the total number was 29% (2020 Workforce Census) and in home care, turnover was 34% with 30% of Registered Nurses and 35% of Personal Care Workers leaving their roles in the previous 12 months.
Retention of staff is becoming a huge issue. We know that inclusion can play a big role in the retention of staff. If staff feel that they are treated fairly and respectfully, are valued and belong, they are more likely to stay in their roles.
Leaders play a big part in this. Studies show that what leaders say and do makes up to a 70% difference as to whether an individual reports feeling included. This is important — if people feel included, they are more likely to speak up, go the extra mile, and collaborate — all of which ultimately lifts organisational performance and staff retention (Harvard Business Review).
Inclusive leadership also has many more benefits for an organisation some of which include:
- Innovation developed using every team member’s knowledge and experience
- More diverse perspectives as every employee’s voice is heard
- Better workplace relations because of open and safe communication
- Happier, engaged employees who feel listened to, valued, and that they belong
- Trust built between teams and their leader
Inclusive leadership is emerging as an essential skill in today’s business market.
The Multicultural Advisory Service in collaboration with Anglicare will be conducting two professional development workshops in Brisbane and Toowoomba on Inclusive Leadership. These workshops will explore what inclusive leadership is and the skills and traits needed to be an inclusive leader.
View the event flyer here.