In Australia, the community sector plays a central role in the delivery of a wide range of social services such as housing and homelessness support, education and employment support, and health and social care. This model of social service delivery is enabled by a diverse workforce spanning multiple occupations, skill levels, and backgrounds. However, pre-existing workforce challenges are being compounded by new and emerging realities that affect the potential demand and supply of workers in the community sector, such as an ageing population and rising enrolments in the NDIS.
To address the challenges of workforce attraction and retention in the community sector, it is necessary to understand the process underlying an individual's decision to apply for, and stay in, a job.
CPF has been engaged by Anglicare Southern Queensland (Anglicare) to conduct exploratory mixed-methods research to provide key recommendations identifying potential employment models that could be piloted by Anglicare in the future. A key component of the final report will be a list of practical recommendations for Anglicare and the broader community sector, including proposed actions, resources, and guidelines for the evaluation of a pilot employment model.
A fundamental finding of this research, which reinforces previous studies, is the strong intrinsic motivation that draws people to this work. The desire to make a meaningful contribution to community well-being and supporting individuals stands out as a primary attraction factor to this form of work. Being a positive role model for young people facing a range of challenges was a particularly important attraction factor for people drawn to youth work.
However, these motivators are weighed up against notable barriers that fall into two main categories: intrinsic, related to the nature of the work itself, and extrinsic, related to external conditions and structures. Intrinsic barriers such as the significant emotional and mental demands of dealing with clients' health conditions, cognitive decline, and challenging behaviours, as well as navigating difficult relationships with clients' families, were highlighted as emotionally taxing in the qualitative aspect of the study. The physical demands of the work also pose a barrier, though these vary by role. Aged care is perceived as physically demanding (e.g., lifting), while youth work carries concerns about physical safety, emotional labour and potential violence. The nature of certain tasks, such as personal hygiene and toileting in aged care, is also a notable deterrent for some potential workers.
Extrinsic barriers are consistently identified as critical challenges. Inadequate remuneration is a major issue, with the sector widely perceived as low-paid relative to the demanding nature of the job and the skills it requires, despite the introduction of awards and recent pay increases which have improved conditions. The perception of offering limited career progression deters career-minded individuals. Unclear qualification requirements and a lack of awareness about entry pathways further complicate the picture for potential entrants. The lack of public recognition and the perception of the sector as struggling contribute to this negative image.
Using a mixed methods approach, the research delved into how specific job attributes influence workforce attraction and retention. The findings demonstrate strong preferences for certain employment conditions.
