3.6 The ALRC suggests that the Advisory Panel on Positive Ageing (or a similar body) is well placed to lead the development of the National Plan, in consultation with key stakeholders.
3.7 In the 2012–13 Budget, the Australian Government announced funding to establish a new ongoing Advisory Panel on Positive Ageing. The role of the Advisory Panel is to:
lead a national dialogue on ageing issues, improve coordination of policy design across portfolios, and work with the Government on implementation and design of ageing policy, including in response to the recommendations of the Advisory Panel on the Economic Potential of Senior Australians.
3.8 Leading and facilitating the development of the National Plan complements the scope of work of the Advisory Panel, including: raising awareness; commenting on policy design across government; conducting targeted consultations with key stakeholders; and considering emerging issues. However, given the scope of such an undertaking, the Advisory Panel would require additional assistance to develop such a plan. In part, this assistance may be provided by Commonwealth, state and territory governments and the Age Discrimination Commissioner (who is also a member of the Advisory Panel). It could also be provided by bodies such as: the Centre for Workplace Leadership; the Fair Work Ombudsman; Safe Work Australia; the Insurance Reform Advisory Group; the Australian Human Resources Institute and the Recruitment and Consulting Services Association; unions, industry and peak bodies; and seniors organisations.
3.9 In developing the National Plan, national consultation should be undertaken to provide opportunities for contributions by individuals and relevant organisations. The consultation and National Plan should take into account the different experiences and needs of mature age workers, including across gender, disability and cultural and linguistic diversity.
3.10 The National Plan should contain a number of priority areas. Such areas could include, but need not be limited to:
economic security—including social security, insurance, workers’ compensation and superannuation;
rights protection and legislation—including employment and industrial relations and anti-discrimination;
work processes, practices and environments—including work health safety and workers’ compensation;
skills, education and training; and
education, awareness and best practice.
3.11 Each key priority area should include performance indicators that can then be monitored. Identifying the appropriate oversight for all action areas will also be important.
3.12 The priority areas identified represent the key areas for reform that have emerged in the course of this Inquiry. This Report provides a basis for reform of legislation and legal frameworks. The recommendations could populate the National Plan, supplemented by the work of other bodies outlined above, as well as areas for reform identified in the course of national consultations.
3.13 The ALRC’s recommendations encompass a number of key legislative and regulatory regimes and broader legal frameworks. Education and awareness raising can build on these foundations to influence cultural change and addressing negative stereotypes about mature age workers, as well as age discrimination more broadly. It is also important to ensure awareness of, and compliance with, legislative obligations. Stakeholders expressed strong support for a national education and awareness campaign in support of the workforce participation of mature age persons. Development of an education and awareness component of the National Plan is also consistent with a recommendation made by the House of Representatives Standing Committee on Education, Employment and Workplace Relations.
3.14 This Report includes many recommendations that could form part of the education and awareness component of the National Plan, including:
education and training;
development and enhancement of guidance material and resources about legislative or workplace entitlements;
development of other resources to explain or complement legislative or workplace entitlements;
establishment of best practice;
material relating to re-design of work arrangements and processes; and
additional research to improve the evidence base, including case studies.
3.15 There are also a range of existing programs and examples of best practice in industries across Australia that could be built upon and developed in the National Plan.
3.16 In addition, the Australian Human Rights Commission (AHRC) has been allocated funding to enable the Age Discrimination Commissioner to undertake a project addressing the stereotyping of mature age persons. The position of Age Discrimination Commissioner and this project mean the AHRC is appropriately placed to coordinate the education and awareness component in support of the workforce participation of mature age persons. This approach was recommended by the Advisory Panel on the Economic Potential of Senior Australians.
3.17 The ALRC suggests other initiatives should be tailored to meet the particular needs of employees and employers as well as specific cohorts of mature age persons, including Indigenous persons, members of culturally and linguistically diverse communities, and mature age people with disability.
Recommendation 3–1 The Australian Government should develop a National Mature Age Workforce Participation Plan.
 The Treasury, Advisory Panel on Positive Ageing (2013) <www.treasury.gov.au> at 21 March 2013.
 In May 2011, the Age Discrimination Act 2004 (Cth) was amended to create an office for an Age Discrimination Commissioner within the Australian Human Rights Commission.
The Centre for Workplace Leadership will be an independent centre which aims to ‘encourage high performing, innovative workplaces and stronger leadership capability in Australian workplaces’. Its role will include: delivery of training; research; publication of research reports and material; and leadership of public debate on leadership, workplace culture and people management: B Shorten (Minister for Employment and Workplace Relations), ‘Centre for Workplace Leadership’ (Press Release, 14 October 2012); B Shorten (Minister for Employment and Workplace Relations), ‘Leading Australian Workplaces into the Future’ (Press Release, 3 December 2012); DEEWR, Program Guidelines 2012–2016 for Centre for Workplace Leadership Fund (2012).
 The ALRC recognises the importance of re-training and re-skilling as issues affecting continued workforce participation. While it is not the main focus of the ALRC’s work, to the extent that education touches on workforce participation it is included in various ways in this text and recommendations in this Report. These issues should also form part of the broader agenda of the National Plan.
 For discussion of negative perceptions and stereotypes about mature age workers see: National Seniors Productive Ageing Centre, Ageing and the Barriers to Labour Force Participation in Australia (2011), prepared for the Consultative Forum on Mature Age Participation, 17; Advisory Panel on the Economic Potential of Senior Australians, Realising the Economic Potential of Senior Australians—Turning Grey into Gold (2011), 45; National Seniors Productive Ageing Centre, Stereotype Threat and Mature Age Workers (2011), prepared for National Seniors Australia, 3.
 Australian Law Reform Commission, Grey Areas—Age Barriers to Work in Commonwealth Laws, Discussion Paper 78 (2012), Proposal 2–12. See, eg, National Welfare Rights Network (NWRN), Submission 99; Australian Industry Group, Submission 97; Law Council of Australia, Submission 96; Government of South Australia, Submission 95; ACTU, Submission 88; Brotherhood of St Laurence, Submission 86; Australian Chamber of Commerce and Industry, Submission 85; Australian Federation of Disability Organisations, Submission 78; South Australian Equal Opportunity Commission, Submission 70; Adage, Submission 69; Queensland Tourism Industry Council, Submission 67; DOME Association, Submission 62; JobWatch, Submission 60.
The Committee recommended that the Australian Government develop a sustained national strategy and campaign targeting employers to promote the benefits of maturity and age-balance in the workforce. It recommended the campaign be developed in consultation with state and territory governments, and be subject to formal assessment and evaluation: House of Representatives Standing Committee on Education, Employment and Workplace Relations, Age Counts: An Inquiry into Issues Specific to Mature-Age Workers (2000), rec 1.
 See, eg, Recs 4–3, 7–2.
 See, eg, Recs 4–3, 4–9, 5–3, 6–4, 7–2. See also Advisory Panel on the Economic Potential of Senior Australians, Realising the Economic Potential of Senior Australians—Turning Grey into Gold (2011),
 See, eg, Rec 4–6, 4–10, 6–4.
 See, eg, Rec 4–4, 5–4.
 See, eg, Rec 5–3.
 See, eg, Rec 5–2.
 Australian Government, Investing in Experience Tool Kit (2012); Australian Chamber of Commerce and Industry, Employ Outside the Box: The Rewards of a Diverse Workforce (2012); Department of Education, Employment and Workplace Relations, Corporate Champions <www.deewr.gov.au/experience-corporate-champions> at 21 March 2013; APS 200 referred to in Comcare, Submission 29. Diversity Council of Australia, Get Flexible: Mainstreaming Flexible Work in Australian Business (2012); Australian Government, APS 200 Public Sector Innovation Project <http://innovation.govspace.gov.au/2010/08/13/aps-200-public-sector-innovation-project> at 21 March 2013.
 The project includes research, roundtables and community education and awareness activities to promote positive portrayal of mature age persons: Australian Government, Budget Measures 2012–13, Budget Paper No 2 (2012) Part 2 Expense Measures, ‘Economic Potential of Senior Australians—countering negative stereotypes and promoting positive media portrayal of older Australians’. See also Advisory Panel on the Economic Potential of Senior Australians, Realising the Economic Potential of Senior Australians—Turning Grey into Gold (2011), rec 35.
 Advisory Panel on the Economic Potential of Senior Australians, Realising the Economic Potential of Senior Australians—Turning Grey into Gold (2011), rec 36.
 See, eg, Federation of Ethnic Communities’ Council of Australia (FECCA), Submission 80; Australian Federation of Disability Organisations, Submission 78.