The young people of Australia are more than comfortable with the concept of a gap year; in fact it has become a key part of our culture and seen by some as a rite of passage into adulthood. The gap year is mainly taken up by school leavers who are either in desperate need of a break from the books or those who need time to find their calling.
We accept that the younger generation may need time to take a breath before deciding their place in the world, but somehow we expect the older generation to keep their seat on their chosen career train, even if they are not enjoying the ride.
One of the things we’ve learnt from COVID-19 is that older Australians are re-evaluating what really matters and questioning if there just might be something else out there that reignites their passion for work. For those who have spent many years climbing the traditional career ladder, it can be frightening to contemplate life without the structure of boardrooms and the security of a paycheck. But there is also a growing trend of workers in their 50’s who find themselves just like school leavers; fatigued and wondering where they truly belong in the world. Enter the ‘Golden Gap Year’.
The Golden Gap Year is a term used to describe the time away from work that older people take, as a career break or sabbatical. It is usually a year in duration and the intent is to immerse in study, travel or a passion. For some the Golden Gap Year is a planned event such as studying abroad. For others, it is more about the journey, reconnecting to what is important and exploring if there is a path that better meets their needs and wants.
For example, some ‘Golden Gappers’ are drawn to spending a year exploring Italy on the ultimate food and wine trail, while others are ‘called’ to using their life’s skills in a volunteer capacity. Then there are others who will stay home and allow themselves the luxury of time and reflection.
It seems that older workers have woken up from the COVID-19 coma and asked themselves:
You could be forgiven for thinking that the Golden Gap Year is just another want on the employee wish list, but it is not a benefit exclusively for workers. If you look at the demographics of your workforce, you may be surprised at the age and longevity of your team. There are countless benefits to having a team of experienced employees who have been around long enough to see each product development or software enhancement, but there are also some negatives.
When employees set up camp for the long haul, the downsides include:
Some of the employer benefits of the Golden Gap Year include:
Implementing the golden gap as part of your flexibility offering starts with some employee analysis. There are many reasons why it is helpful to understand the demographics of the business, but it is particularly important when launching a new employee proposition. Learning the tenure, demographic, and age of workers allows this data to be overlayed with the outcomes of performance discussions and one-on-ones. This combined information will help the business determine the right strategy. It is recommended that employers:
Baby boomers and Gen Xers are rewriting the rules around retirement and teaching the younger workers the true meaning of courage. Of course it would be much simpler to ‘see out’ the final years until retirement; but is that truly living? The truth is that the Golden Gap Year is a way for older workers to reignite their passions, refuel their energy for work, and discover some new skills and perspectives. Sure, it may seem inconvenient to lose experienced workers to the Golden Gap Year; but the real question is: what will you gain when they return?
Employers are encouraged to revise their approach to flexibility to ensure that it best meets the needs of the business and the employee group. Care should be taken to ensure that key changes in working arrangements are conducive to success and compliant with relevant industrial relations law and contracts of employment.
Ai Group has experienced HR consultants who can partner with your business to devise flexible workplace strategies designed to increase engagement and operational efficiency. For assistance with your workplace matters, Members of Ai Group can contact us or call our Workplace Advice Line on 1300 55 66 77 for further information.
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Georgina is Senior HR Content Editor – Publications at Ai Group. She is an accomplished Human Resource professional with over 25 years of generalist and leadership experience in a broad range of industries including financial services, tourism, travel, government and agriculture. She has successfully advised and partnered with senior leaders to implement people and performance initiatives that align to business strategy. Georgina is committed to utilising her experience to create resources that educate and engage and is passionate about supporting members to optimise an inclusive workforce culture that drives performance.
