Latest news with #Wijayasinghe
The Advertiser
3 days ago
- Business
- The Advertiser
If you're over 65 years of age you have a 'slim chance' of this happening
A recruitment firm has found that most Australians in its survey believe employers rarely or never hire people near or past the age of retirement and those over 65 years of age are generally excluded from employment. A survey by people2people found that was despite a growing demand for skilled workers and a shrinking, younger workforce. Younger Australians were also preparing themselves to be working longer due to cost-of-living pressures and wage growth stagnation, the survey found. People2people head of HR solutions Suhini Wijayasinghe told ACM, the publisher of this masthead, that in her 15 years at the frontline of recruitment, ageism was still an ongoing issue. "When we are putting a suitable candidate, they might have a wealth of experience, be consistent, reliable but there seems to be this stereotype that they won't be able to adapt, they won't want to adapt or potentially that they will want to be a leader and be perceived as a threat," she said. Ms Wijayasinghe said this mindset was misguided because older candidates are typically the most pragmatic. "They are realistic," she said. "They want the consistency of going to work, they don't necessarily seek to climb the ladder." "Employers should know that older people might give workforces the stability and longevity they need. "They also understand the pressures businesses face and how remuneration may be impacted." Addressing ageism in the workforce was an economic imperative, she noted. "Baby boomers are heading to retirement, and Gen X is at senior levels, getting closer to retirement," she said. "We have to accept the fact that our mindset has to change because we simply don't have enough young people to replace the outgoing generation." By 2066, it is projected that older people will make up between 21 per cent and 23 per cent of the total Australian population, the Australian Institute of Health and Welfare found. Australia's birth rate is also dangerously low, at 1.5 babies for every Australian adult woman. "Inaction on age inclusion isn't just unfair - it's economically unsustainable," said Ms Wijayasinghe. She said Australia was facing a situation "where the workforce is about to fall off the face of a cliff". Ms Wijayasinghe advised older workers to "play the game and understand what the bias is" when preparing for job interviews. "They need to be preemptive and provide context to whoever the prospective employer is", she said. This includes making their expectations clear that they see the job as a long-term opportunity, not a stepping stone to a more senior position, as well as having a realistic discussion around remuneration. "They should also show openness about being willing to receive feedback from someone more junior to them and to learning new things to alleviate the sense of competition," she said. She said an employer cannot legally ask a candidate their age but was usually able to deduce it from a candidate's resume. A recruitment firm has found that most Australians in its survey believe employers rarely or never hire people near or past the age of retirement and those over 65 years of age are generally excluded from employment. A survey by people2people found that was despite a growing demand for skilled workers and a shrinking, younger workforce. Younger Australians were also preparing themselves to be working longer due to cost-of-living pressures and wage growth stagnation, the survey found. People2people head of HR solutions Suhini Wijayasinghe told ACM, the publisher of this masthead, that in her 15 years at the frontline of recruitment, ageism was still an ongoing issue. "When we are putting a suitable candidate, they might have a wealth of experience, be consistent, reliable but there seems to be this stereotype that they won't be able to adapt, they won't want to adapt or potentially that they will want to be a leader and be perceived as a threat," she said. Ms Wijayasinghe said this mindset was misguided because older candidates are typically the most pragmatic. "They are realistic," she said. "They want the consistency of going to work, they don't necessarily seek to climb the ladder." "Employers should know that older people might give workforces the stability and longevity they need. "They also understand the pressures businesses face and how remuneration may be impacted." Addressing ageism in the workforce was an economic imperative, she noted. "Baby boomers are heading to retirement, and Gen X is at senior levels, getting closer to retirement," she said. "We have to accept the fact that our mindset has to change because we simply don't have enough young people to replace the outgoing generation." By 2066, it is projected that older people will make up between 21 per cent and 23 per cent of the total Australian population, the Australian Institute of Health and Welfare found. Australia's birth rate is also dangerously low, at 1.5 babies for every Australian adult woman. "Inaction on age inclusion isn't just unfair - it's economically unsustainable," said Ms Wijayasinghe. She said Australia was facing a situation "where the workforce is about to fall off the face of a cliff". Ms Wijayasinghe advised older workers to "play the game and understand what the bias is" when preparing for job interviews. "They need to be preemptive and provide context to whoever the prospective employer is", she said. This includes making their expectations clear that they see the job as a long-term opportunity, not a stepping stone to a more senior position, as well as having a realistic discussion around remuneration. "They should also show openness about being willing to receive feedback from someone more junior to them and to learning new things to alleviate the sense of competition," she said. She said an employer cannot legally ask a candidate their age but was usually able to deduce it from a candidate's resume. A recruitment firm has found that most Australians in its survey believe employers rarely or never hire people near or past the age of retirement and those over 65 years of age are generally excluded from employment. A survey by people2people found that was despite a growing demand for skilled workers and a shrinking, younger workforce. Younger Australians were also preparing themselves to be working longer due to cost-of-living pressures and wage growth stagnation, the survey found. People2people head of HR solutions Suhini Wijayasinghe told ACM, the publisher of this masthead, that in her 15 years at the frontline of recruitment, ageism was still an ongoing issue. "When we are putting a suitable candidate, they might have a wealth of experience, be consistent, reliable but there seems to be this stereotype that they won't be able to adapt, they won't want to adapt or potentially that they will want to be a leader and be perceived as a threat," she said. Ms Wijayasinghe said this mindset was misguided because older candidates are typically the most pragmatic. "They are realistic," she said. "They want the consistency of going to work, they don't necessarily seek to climb the ladder." "Employers should know that older people might give workforces the stability and longevity they need. "They also understand the pressures businesses face and how remuneration may be impacted." Addressing ageism in the workforce was an economic imperative, she noted. "Baby boomers are heading to retirement, and Gen X is at senior levels, getting closer to retirement," she said. "We have to accept the fact that our mindset has to change because we simply don't have enough young people to replace the outgoing generation." By 2066, it is projected that older people will make up between 21 per cent and 23 per cent of the total Australian population, the Australian Institute of Health and Welfare found. Australia's birth rate is also dangerously low, at 1.5 babies for every Australian adult woman. "Inaction on age inclusion isn't just unfair - it's economically unsustainable," said Ms Wijayasinghe. She said Australia was facing a situation "where the workforce is about to fall off the face of a cliff". Ms Wijayasinghe advised older workers to "play the game and understand what the bias is" when preparing for job interviews. "They need to be preemptive and provide context to whoever the prospective employer is", she said. This includes making their expectations clear that they see the job as a long-term opportunity, not a stepping stone to a more senior position, as well as having a realistic discussion around remuneration. "They should also show openness about being willing to receive feedback from someone more junior to them and to learning new things to alleviate the sense of competition," she said. She said an employer cannot legally ask a candidate their age but was usually able to deduce it from a candidate's resume. A recruitment firm has found that most Australians in its survey believe employers rarely or never hire people near or past the age of retirement and those over 65 years of age are generally excluded from employment. A survey by people2people found that was despite a growing demand for skilled workers and a shrinking, younger workforce. Younger Australians were also preparing themselves to be working longer due to cost-of-living pressures and wage growth stagnation, the survey found. People2people head of HR solutions Suhini Wijayasinghe told ACM, the publisher of this masthead, that in her 15 years at the frontline of recruitment, ageism was still an ongoing issue. "When we are putting a suitable candidate, they might have a wealth of experience, be consistent, reliable but there seems to be this stereotype that they won't be able to adapt, they won't want to adapt or potentially that they will want to be a leader and be perceived as a threat," she said. Ms Wijayasinghe said this mindset was misguided because older candidates are typically the most pragmatic. "They are realistic," she said. "They want the consistency of going to work, they don't necessarily seek to climb the ladder." "Employers should know that older people might give workforces the stability and longevity they need. "They also understand the pressures businesses face and how remuneration may be impacted." Addressing ageism in the workforce was an economic imperative, she noted. "Baby boomers are heading to retirement, and Gen X is at senior levels, getting closer to retirement," she said. "We have to accept the fact that our mindset has to change because we simply don't have enough young people to replace the outgoing generation." By 2066, it is projected that older people will make up between 21 per cent and 23 per cent of the total Australian population, the Australian Institute of Health and Welfare found. Australia's birth rate is also dangerously low, at 1.5 babies for every Australian adult woman. "Inaction on age inclusion isn't just unfair - it's economically unsustainable," said Ms Wijayasinghe. She said Australia was facing a situation "where the workforce is about to fall off the face of a cliff". Ms Wijayasinghe advised older workers to "play the game and understand what the bias is" when preparing for job interviews. "They need to be preemptive and provide context to whoever the prospective employer is", she said. This includes making their expectations clear that they see the job as a long-term opportunity, not a stepping stone to a more senior position, as well as having a realistic discussion around remuneration. "They should also show openness about being willing to receive feedback from someone more junior to them and to learning new things to alleviate the sense of competition," she said. She said an employer cannot legally ask a candidate their age but was usually able to deduce it from a candidate's resume.
West Australian
4 days ago
- Business
- West Australian
‘Prepared for the reality': Young Aussies expect to work until their 70s
The Boomers are the last generation of Australians who feel semi-confident about being able to retire, with younger people saying they will work until they drop. New data released by People2People shows only 7 per cent of Gen Z and 8 per cent of Millennials believe they will one day be able to retire. The outlook is so grim that three in five older Aussies even think young Australians will never be able to stop working, something that the majority of younger Australians agree with. People2People head of HR solutions Suhini Wijayasinghe says the data should be a wake-up call for Australians. 'Younger generations aren't just adjusting expectations, they're preparing for the reality of working longer,' she said. Younger Australians are not just expecting to work for longer, they also believe they will be able to work into their 70s. More than half of the younger Australians asked said they can work until at least 70 while 38 per cent say they can work into their late 70s. People2People survey data follows the ABS latest seasonable unemployment data which shows the unemployment rate remained at 4.1 per cent despite 89,000 new Aussies finding a job in April. The addition of 6000 unemployed people meant the labour force grew by 95,000 people and the participation rate rose by 0.3 percentage points to 67.1 per cent. The participation rate for 35-44 year olds had the largest annual growth, up 1.9 percentage points to 88.3 per cent. Despite the growing expectation of having to work for longer, around a third of Australians across all generations are still hoping to be able to exit the workforce by the age of 65. But keeping a job for these young Australians could prove problematic. According to the survey data nine in 10 Australians believe employers rarely or never higher people near or past retirement with a third saying Australians over 65 have virtually no chance of getting a job. 'We have an ageing population and a declining birthrate,' Ms Wijayasinghe said. 'Inaction on age inclusion isn't just unfair, it's economically unsustainable. Creating age-inclusive workplaces is no longer optional. It's a strategic imperative. 'As the workforce evolves, so must employer mindsets. 'Ending ageism isn't just about ticking boxes, it's about fostering inclusive cultures where employees of all ages can thrive, contribute, and feel genuinely valued.'
Yahoo
10-02-2025
- Health
- Yahoo
Supermodel Paulina Porizkova, 59 says sex 'can get better with age' — expert tips to improve sex after menopause
This article is for informational purposes only and is not a substitute for professional medical advice, diagnosis or treatment. Contact a qualified medical professional before engaging in any physical activity, or making any changes to your diet, medication or lifestyle. Paulina Porizkova is committed to challenging misconceptions about sexuality after menopause. Last summer, the 59-year-old supermodel took to Instagram to share an intimate photo captured by her partner, screenwriter Jeff Greenstein, with an empowering message to women embrace pleasure in their menopausal and post-menopausal years. 'Menopausal women and sex is still a taboo,' Porizkova said. The Czech-born model said that once women 'can no longer procreate' they are sentenced to become 'pillow shaped baking and knitting automatons' who no longer feel or express sexual desire. Porizkova, who has two sons from her previous marriage to The Cars singer Ric Ocasek, said the 'least sexy' she's ever felt was when she was a young mother because her body felt as though it didn't belong to her. 'Second runner up was being with men I thought I loved, who entertained themselves with finding my flaws,' she wrote. The model and unapologetic champion for women told followers that she has a 'newly acquired knowledge that sex can get better with age.' The model compared satisfying physical desires to 'a twelve course dinner with flavours you have never tried, and combinations that blow your mind.' Porizkova continued, 'Knowing what to order is a part of being older. As is the willingness to try something new, and not feeling obliged to finish if you don't like it. And taking your time with pleasure. It's there for YOU, rather than the other way around. And no, you don't need a steady partner, just a desire to explore.' Women's sexual health is a topic that's often shrouded in secrecy —especially when it comes to menopause. Feb. 10-16 is Sexual Health Week, which helps promote public conversations around sexual wellness. Dr. Sheila Wijayasinghe, a family physician at St. Michael's Hospital in Toronto, is determined to change the narrative surrounding menopause by raising awareness about the sexual changes they may experience and providing expert advice on how to navigate it with confidence. "As individuals transition through perimenopause into menopause, they experience just a myriad of changes that can significantly impact their sexual function that really, is multifactorial," Wijayasinghe said in a previous interview with Yahoo Canada. Wijayasinghe explained that these changes are rooted in hormonal fluctuations, primarily involving estrogen, progesterone and testosterone. While loss of libido and vaginal dryness are two primary issues that impact women's sexual health during menopause, they're also two of the most challenging things to address with a healthcare professional due to stigma. "It's not something that patients will necessarily bring up as a first comment. But I'll notice it when I'm about to prepare to do a pap test," Wijayasinghe said, adding that vaginal dryness is one of the "key symptoms" she manages at her primary care office. Vaginal dryness is one of the vaginal health symptoms included in genitourinary syndrome of menopause (GSM), an umbrella term that can also include burning and stinging (dysuria), frequent urge to urinate reccurring urinary tract infections. Some people actually notice when they transition through to menopause, an increase in Sheila Wijayasinghe Wijayasinghe explained how vaginal dryness can "make sexual activity uncomfortable and painful" and can not only impact someone's quality of life, but also the quality of relationships. In terms of libido, she says that while many people might notice a decrease in libido due to lower levels of estrogen and testosterone, others may experience the opposite; a sexual awakening. "Some people actually notice when they transition through to menopause, an increase in libido and increase in arousal because they actually feel more confident in themselves, they are free from periods, they're not worried about getting pregnant," Wijayasinghe said. Wijayasinghe said "communication is lubrication" when it comes to sexual health. Acknowledging that there are changes happening and then communicating them with your partner can "foster intimacy and lead to a better understanding of each other's needs." Candid communication with your healthcare provider is also important in finding the best course of action in treating menopausal symptoms. "It can be really scary to discuss this, but there are solutions that are available that can help improve your overall well being, your quality of life, and your sexual health," Wijayasinghe said. Wijayasinghe said lifestyle factors can also have an impact on sexual health during menopause, and urged women to add exploring new forms of intimacy to the list of ways they practice self-care. "...Exercise, proper sleep, mindfulness, relaxation techniques can all help manage stress, improve our mood, improve our self-esteem, our physical health and enhance sexual well-being," she said. "Perhaps considering exploring new avenues of intimacy, where you have a little bit of fun with it, experiment with different ways to connect sexually and emotionally." When treating GSM, Wijayasinghe outlined several treatment strategies, beginning with the simplest: Lubrication. For more targeted treatment, Wijayasinghe recommended over-the-counter water-based lubricant. "Water-based lubrications are compatible with condoms a little bit more, and they lack irritants," she noted. An alternative to drugstore lubricants are vaginal moisturizes, specifically ones that contain hyaluronic acid. "You can use every couple of days, every two to three days, which can also improve vaginal moisture and elasticity," she advised. One of the "mainstay" treatment options for, Wijayasinghe put her stamp of approval on for vaginal dryness is topical estrogen therapy. "This is a form of menopause hormonal therapy — local estrogen therapy for the vagina," she said. "The treatment is delivered directly to the vagina in the form of creams, rings, or tablets that is very effective. "It helps to replenish estrogen levels locally, it feeds the vaginal tissue, and improves vaginal health." Other treatment options include systemic menopausal hormonal therapy (MHT), which is available in the form of a patch or oral mediation and can alleviate hot flashes, vaginal dryness and discomfort during sex. Wijayasinghe said it can also help with vaginal elasticity and lubrication, to make sexual activity more "comfortable and enjoyable." "It does carry risks, including a slightly increased risk of breast cancer and stroke,"Wijayasinghe cautioned. "Systemic hormonal therapy is really made on an individual basis, considering your personal health history and the severity of your symptoms." Many individuals may need to combine MHT with topical estrogen therapy to see the best results. In addition to medications and MHT, Wijayasinghe suggested visiting a physiotherapist who specializes in pelvic health. "Even investing in one or two sessions can be very helpful," she said. "Pelvic floor physios are a wealth of knowledge around the pelvic floor and pelvic floor dysfunction, and they can provide exercises and techniques to relax and strengthen pelvic floor muscles that can help reduce pain." Sex therapy or counselling may be helpful for those who are being psychologically impacted by their physical changes. "If sex hurts, it can be really something that can continue in a cycle and make it difficult to engage because your body's expecting it to get hurt," she said, adding that speaking with a counsellor or therapist can help manage anxiety.
