Navigating HR challenges in the education sector

A growing series of HR challenges threaten the wellbeing and productivity of the education sector’s workforce, a new report from BDO has revealed.

The report - Navigating human resources (HR) challenges in the education sector - highlighted recruitment, retention, employee wellbeing, career advancement, and innovative technology as the five key challenges that require immediate action.

BDO Consulting Partner, Joanna Georgalis, said recruitment in particular poses a significant challenge.

“In a competitive landscape, schools are struggling to attract qualified candidates due to a limited pool of applicants and competitive salaries on offer in other sectors,” Joanna said.

“This shortage is particularly noticeable in specialised roles, where the demand outstrips supply.”

Retention was also found to be another major issue, with many teachers leaving the profession due to burnout, perceived lack of support, and opportunities elsewhere.

“This becomes a critical issue because high turnover rates disrupt the continuity of education and place additional strain on remaining staff,” Joanna said.

“Employee wellbeing is closely linked to retention, as the increasing workload, stress, and lack of work-life balance can exacerbate issues among educators.

“With all these factors, schools are finding it difficult to maintain a positive work environment, which is essential for staff morale and productivity.”

Many educators also perceive career advancement opportunities as limited, leading to frustration and stagnation among teachers.

“There’s a feeling that there are too few pathways for professional growth within the industry, which has a flow-on effect on motivation and commitment to the profession.

“Innovative technology is also having a big impact; while it has the potential to enhance teaching and learning, a lack of adequate training and resources can hinder how effective it is.” 

To help mitigate these challenges, Joanna said schools need to become more proactive in planning.

“For recruitment there are certain areas where schools can get on the front foot, particularly when it comes to workforce and succession planning,” she said.

“While an employee supply problem remains, schools can look within and invest in their existing talent, creating pathways to move high achievers into positions of leadership.

“By adopting a proactive approach, schools are able to see where gaps are, and future proof against pending workforce issues such as retirement and maternity leave.”

Joanna also suggested that retention can be improved by providing dedicated support systems, including mentorship programs and professional development opportunities.

“Enhancing employee wellbeing requires a focus on promoting a culture of health and wellness with initiatives such as listening programs, specific wellbeing programs and mental health support.

“Further to this, career advancement can be supported by creating clear pathways for progression and recognising and rewarding excellence in teaching.

Schools can also leverage innovative technology more effectively by investing in training programs and ensuring that teachers have access to the necessary resources and support.

“Schools need to invest in adopting technology across the board, implementing it to help with not only the educational challenges, but also with administrative functions.

“However, these key challenges cannot be analysed or addressed in isolation – instead, they must be looked at as one interconnected challenge and approached with a range of thoughtful solutions.

 

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For media enquiries:
Tate Papworth
Manager, Media
E: tate.papworth@bdo.com.au
Ph: 0433 411 189