Entering the workforce

The importance of early career support 

People aged 30 years and under make up a large proportion of Australia’s working population. They can face unique stressors. The key risks affecting these workers include: 

• job strain (e.g. long hours, low control as some of the most junior workers) 
• low wages 
• inadequate supervision and training 
• limited professional networks 
• exposure to workplace harm, including workplace bullying and harassment 
• substance use 
• competing life pressures (e.g. leaving home). 

Supporting these workers and providing early positive experiences at work can help develop resilience, ability to adapt to challenges at work and improve longer-term mental health and wellbeing outcomes. 

What organisations can do to support people entering the workforce 

Here is how your organisation can support young workers and those entering the workforce: 

• Define, promote and provide high quality work for younger workers – Offer work that balances job demands, control and job security, as well as effort and reward. 
• Develop a culture of supporting young workers – Organise inductions to welcome younger workers into the organisation; check in regularly; and pair younger workers with peers as well as experienced workers and mentors (who are adequately trained for this role). 
• Provide inclusive leadership training and development – Deliver training for younger workers to address the potential risks associated with a lack of experience. Training should be practical and meaningful, focusing on how to do their jobs, with appropriate support. 

Young workers learn a lot from the people around them. A simple way to support them is to pair them with an experienced worker or a mentor. 

What people can do when entering the workforce 

Here is what you can do to manage your entry to the workplace: 

• Advocate for your rights and wellbeing – Seek out workplace training that can equip you to advocate for your rights and fair treatment at work (e.g. see the Fair Work Ombudsman website), look after your mental health and wellbeing proactively as well as that of your peers, increase your confidence in reporting incidents, and know where and how to seek help if needed.  
• Access support when needed – Ask your supervisor about availability and access to support resources such as mentoring programs or an Employee Assistance Program (EAP). These supports can help you through the various career transitions and clarify personal goals and career direction. 
• Reach out to an ally – Many people can support you at work. It may be a mentor or sponsor, or peers. You could also reach out to a health and safety representatives (HSRs), if you have concerns about safety or support in the workplace.  
• Consider the recruitment process as an opportunity for you to learn – Many people consider the recruitment process simply as a process for the company to get to know the person who has applied for the job. However, the interview process can also be an opportunity for you to ask questions about culture, expectations, and how the organisation support new workers. 

There’s no such thing as a stupid question. Don’t be afraid to ask for help. If you don’t feel comfortable asking your supervisor, you could ask a co-worker, a mentor or a peer.