Distribution of expected retirement

The Oral Health Workforce Survey responses show that half of current working practitioners expect to retire in 19 years, and 25 percent are expecting to retire in the next 9 years. While the median years until retirement is similar for Major City (19.5 years) and Inner Regional (20.1 years); the median years until retirement in Outer Regional and further remote is 12.1 years (Figure 14.1).

There were minor differences in the predicted years until retirement for female and male practitioners (Table 14.1). The estimates for predicted years until retirement males in Inner Regional and Outer Regional and further remote are limited by the number of respondents in these regions.

The expected number of years until retirement by age groups was modified by the region that the practitioner was located in. This is shown in the younger age groups (less than 30 and 30 – 39) having less number of years until retirement in Outer Regional and further remote regions compared to Major City and Inner Regional. In comparison, the practitioners in the 40 – 49 age group in Outer Regional and further remote have a higher median predicted years until retirement than practitioners of the same age group in Major Cities and Inner Regional.

The predicted number of years until retirement differed across the professions with the highest median being 24.8 years for OHTs and the lowest median being 6 years for DTs. When stratified by region and practitioner profession, the lowest median number of years until retirement was 2.2 years for DTs in Outer Regional and further remote.

The Outer Regional and further remote region may have concerns in coming decade replacing the practitioners that are expecting to retire during that time. DTs are overrepresented in this region, and they have a lower number of predicted years until retirement. These practitioners will need to be replaced by younger practitioners to continue the care provided to the population in this region. However, the younger age groups are currently overrepresented in the Major City and Inner Regional areas.

Figure 14.1. Median number of years until retirement for oral health practitioners by state and geographical regions (Major Cities, Inner Regional, Outer Regional and further remote.

Table 14.1 Predicted number of years until practitioner retirement by characteristics and region in Australia.

Interpretation

The median years until practitioner retirement nationwide and in Major Cities and Inner Regional areas allows the OHP workforce to be sustainable in the coming years. With half of the OHP workforce expecting to work for an additional 19 years allows more time for the education and preparation for coming generations of OHPs in these areas. While workforce challenges in Outer Regional and remote areas of more populous states are not yet critical, proactive planning is essential to ensure long-term sustainability.

The median years until practitioner retirement is troubling for Outer Regional and further remote locations for the ACT and NT. Government and other stakeholders need to adjust their recruitment strategies to entice younger and alternative registered division of OHP to these areas immediately. Both Territories face an impending crisis, with half of their practitioners expecting to retire within three years. Immediate and innovative recruitment strategies, alongside strong government leadership, are crucial to avert workforce shortages. With half of the current working OHPs expecting to retire in the coming three years, it will take strong leadership at the Federal Government level to re-vitalise the oral health workforce in these regions.

The median number of years until retirement for the professions is indicative of the age distribution of the registered dental practitioners. Approximately 75% of the current DT work force are expecting to retire in the coming ten years. This reflects the age distribution for this profession being older than other OHP divisions (Australian Government, 2020). The median time until retirement for OHTs is much longer as they are generally younger than other OHP divisions (Australian Government, 2020). This suggests that the OHT can play a key role in mitigating workforce gaps caused by the retirement of DTs. However, this will require coordination and planning to effectively entice these professionals into needed regions. An increase in permanent FTE positions could be a recruitment option to entice younger staff to these areas. The loss of experience and possible mentorship from DTs to younger OHTs should be planned for when discussing this transition.

Addressing issues in the oral health workforce will require sustained time and planning. A national oral health strategy could coordinate between education institutions, the professional associations and State governments to design region specific initiatives that encourage more equitable distribution of OHPs. Regional recruitment and placements for education may lead to increased numbers of younger professionals willing to relocate from Major Cities to regional or remote areas. Another possibility is the establishment of additional OHPs education in regional universities. Professional associations can contribute through support networks and mentoring opportunities for regional and remote practitioners.

There are other possibilities to improve access to oral health services of Outer Regional and further remote populations that are caused by the maldistribution of the OHPs. Telehealth dentistry, complemented by clinical support from non-dental health practitioners, could bridge access gaps in underserved regions. Implementation would require investments in infrastructure, training, and regulatory frameworks to ensure quality care. This could help the ACT and NT alleviate the oral health workforce pressures that they are currently experiencing and was a recommendation from the recent Senate Select Committee enquiry into Provision of and Access to Dental Services in Australia (Senate Committee, 2023). This model of oral health access could improve access to oral health services Australia-wide.

Overall, States and Territories of Australia require proactive workforce planning to provide sustainable and equitable access to OHPs into the future. The ACT and the NT require immediate action to address their current workforce retirement plans. The states and territories of Australia should review the enablers and barriers to the younger OHP for working in Outer Regional and further remote areas and consider targeted recruitment or enticements to boost the number of younger practitioners in these regions.

Sources

• Australian Government, Department of Health. Factsheet, Dental Therapists 2019. Canberra, Australia; 2020 [updated 2021 January 1; cited 2024 December 13]. Available from: https://hwd.health.gov.au/resources/publications/factsheet-alld-dental-therapists-2019.pdf
• Australian Government, Department of Health. Factsheet, Oral Health Therapists 2019. Canberra, Australia; 2020 [updated 2021 January 1; cited 2024 December 13]. Available from: https://hwd.health.gov.au/resources/publications/factsheet-alld-oral-health-therapists-2019.pd
• Select Committee into the Provision of and Access to Dental Services in Australia. Provision of and Access to Dental Services in Australia; Chapter 5 – Maldistribution and capcity: training and workforce matters. Canberra, Australia; 2023 [Update 2023 November; cited 2024 December 13]. Available from: https://www.aph.gov.au/Parliamentary_Business/Committees/Senate/Dental_Services_in_Australia/DentalServices/Final_report/Chapter_5_-_Maldistribution_and_capacity_training_and_workforce_matters