Home' Australian Ageing Agenda : AAA Jul-Aug 2014 Contents Why women need to
boost their super
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Women haven't always enjoyed the same super rights as men.
In fact, until the 1970s, some women were even excluded from super when they got married.
While super rights for women have
thankfully improved, many continue to
miss out on valuable super benefits.
On average, women are still paid less than
their male counterparts. Plus, the amount of
super women generate during their working
lives is often impacted by career breaks to
care for family and a greater tendency to
work part time.
Coupled with the late introduction of
compulsory super in 1992, these factors have
left many working women at a disadvantage
when it comes to their super savings.
That's why it's so important for women to
take a proactive approach to managing
By keeping track of your account balance,
choosing investment options that meet your
needs, and contributing a little extra, you can
keep your super on track for the retirement
At HESTA, we're here to help our members
every step of the way.
In fact, most of our 770,000 members are
women, so our Superannuation Advisers,
Member Education Managers and Financial
Planners understand the challenges women
face in building their super.
Take your first steps to a better tomorrow
today --- to start changing your future.
Visit hesta.com.au/boostmysuper for ideas
on how you can boost your super or call
1800 813 327 to speak to a HESTA adviser.
With more than 25 years of experience and
$27 billion in assets, more people in health
and community services choose HESTA for
A MAJOR AGED care provider
has set a target of lifting its of
Aboriginal and Torres Strait
Islander employment under a
recently launched Reconciliation
three-year plan, registered
with Reconciliation Australia
and launched during National
Reconciliation Week in late May,
will see the large NSW provider
recruit 10 Aboriginal and Torres
Strait Islander trainees each year
and establish a specific program
for graduates from April 2015.
Under the plan, UnitingCare
will also offer
next year to support
Aboriginal and Torres
Strait Islander staff to
pursue further study
and ensure that all
job vacancies are
advertised to Aboriginal
and Torres Strait
and Torres Strait Islander people
make up 2.4 per cent of the
UnitingCare Ageing workforce,
with an annual staff turnover of
5.4 per cent.
From June 2015, all UnitingCare
Ageing Working groups will have
indigenous representation and
the organisation will also explore
culturally appropriate flexible work
practices and strengthen its staff
UnitingCare Ageing director
Steve Teulan said the aged
care industry had an important
role to play in closing the gap
of indigenous disadvantage.
The NSW indigenous
population had an
close to three times
the rate of the non-
Action Plan has
been developed by
UnitingCare Ageing to
assist us in enhancing
our services and ways of working
to better meet the needs of
Aboriginal and Torres Strait
Islander people," he said.
As part of UnitingCare
Ageing's Aboriginal and Torres
Strait Islander traineeship
program, trainees are recruited
through a process of engagement
with local Aboriginal communities
and result in a Cert III in aged
care and Cert III in Home and
Community Care. In the past two
years, 40 Aboriginal employees
have entered the program.
In addition to these workforce
initiatives, the organisation has
also committed to strengthening
the cultural appreciation training of
all staff and has set itself a target
of increasing its indigenous clients
by two per cent every year. n
Closing the gap with indigenous
employment plan By Linda Belardi
UnitingCare Ageing aged
care worker Barry Donovan.
www.australianageingagenda.com.au | 11
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