CALD workforce boost driving inclusive care revolution
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Data from the Australian Institute of Health and Welfare and the Australian Bureau of Statistics (ABS) show that people aged over 65 from non-English-speaking countries represent a growing portion of the older population. This shift carries significant implications for aged care services, which need to adapt to the cultural, linguistic, and social needs of individuals from culturally and linguistically diverse (CALD) backgrounds.
Growing Demand for CALD-Inclusive Services
Australia has long been known for its multicultural tapestry, and recent statistics reinforce this identity. In 2011, 18% of the overall Australian population hailed from non-main English-speaking countries, while among the over-65 cohort, this figure climbed to 22%. Census data further underlines the increasing influence of migration on demographics, with a substantial number of older Australians speaking languages other than English at home.
With the nation’s ageing population projected to nearly double by 2025, stakeholders in aged care are calling for improved data collection and consistent measures to accurately reflect the scope of CALD needs. A review of aged care data sets and assessment instruments identified the importance of measures such as country of birth, main language spoken at home, interpreter requirements, and, where relevant, English proficiency. Standardising these across providers helps paint a clearer picture of service gaps and ensures high-quality, culturally responsive care.
The Value of a Diverse Workforce
Aged care providers increasingly rely on workers from CALD backgrounds. Personal care workers, nurses, and allied health professionals from a range of linguistic and cultural backgrounds bring numerous benefits:
- Language Skills
Ability to communicate in a client’s first language is vital for building trust, reducing social isolation, and delivering person-centred care. - Cultural Knowledge
Familiarity with customs and traditions fosters a respectful, inclusive environment and can directly influence client satisfaction and quality of life. - Broader Perspectives
Teams comprising individuals from varied backgrounds often develop innovative service design and care practices that resonate with diverse communities. - Community Links
CALD workers often act as vital bridges to local communities, aiding in recruitment and improving outreach to older adults who may be socially or culturally isolated.
However, while there is appreciation for these benefits, research suggests that many aged care organisations have more robust consumer-oriented strategies than staff-focused ones. Providers that actively create an inclusive work culture—through training, mentorship, and clear pathways for progression—are more likely to attract and retain CALD employees in the long term.
Overcoming Challenges and Retaining Talent
Despite the recognised advantages, workers from CALD backgrounds face hurdles that can impede their career development and sense of belonging. Key barriers include:
- Limited Induction and Training: Insufficient orientation can make it difficult to navigate complex care protocols, workplace expectations, and cultural nuances.
- Communication Gaps: Unfamiliar terminology, colloquialisms, or slang add to everyday challenges.
- Discrimination and Racism: Experiencing bias from colleagues or clients can deter workers from staying in the sector.
- Lack of Career Progression: Many frontline staff see limited opportunities for moving into leadership roles, causing frustration and potentially high turnover.
Strategies to address these issues include targeted induction programs, fostering respectful and supportive workplaces, and ensuring robust management responses to racism or discrimination. As one aged care leader highlighted, the success of any organisation relies on the people behind it: “Our people are what makes our business successful. The quality of our services depends on the quality of each and every interaction that our staff have with clients.”
Enriching Care Through Cultural Competence
Service providers that champion culturally competent care can profoundly impact the well-being of older Australians from diverse backgrounds. Factors such as the reversion to first languages in later stages of life and the heightened sense of isolation that some older migrants experience underscore the importance of culturally relevant approaches. From simple changes—like offering interpreter support and tailoring activities to cultural preferences—to broader operational strategies—like employing more CALD staff and delivering ongoing cultural awareness training—there is a clear pathway to boosting client outcomes and satisfaction.
By embracing diversity and investing in stronger data practices, inclusive recruitment and retention efforts, and a universally respectful care model, aged care services can rise to the challenge of Australia’s rapidly evolving demographic landscape. In the process, they not only meet requirements of the Aged Care Quality Standards and the Aged Care Act 1997 but also establish themselves as leaders in delivering compassionate, culturally aligned services to all.
Ritchelle is a Content Producer for Healthcare Channel, Australia’s premier resource of information for healthcare.
