Diwali, the Hindu festival of lights celebrated by millions worldwide, holds deep significance for many from Indian, Nepalese, and other South Asian backgrounds.
With a substantial portion of aged care workers hailing from these communities, the festival’s impact on staffing rosters is becoming as pronounced as that of traditional Australian holidays like Christmas.
Residential and home care providers are addressing these shifts through data-informed approaches and actionable ideas to promote cultural sensitivity without compromising service excellence.
Australia’s aged care workforce is one of the most multicultural in the country, reflecting broader migration trends. According to recent data, just over half (51%) of employees in residential aged care services were born overseas. Of these overseas-born workers, 36% originate from Southern and Central Asia, including India, Nepal, Sri Lanka, and Bangladesh.
This translates to roughly 18–19% of the entire residential aged care workforce being from South Asian backgrounds, a figure that has grown significantly in recent years. Between 2011 and 2016, there was a 333% increase in migrant care workers from South Asia.
Overall, migrants make up about 40% of the aged care workforce, totalling around 456,000 workers across residential and home care settings. In home care, where flexibility is key, South Asian workers often bring cultural insights that enhance personalised support for diverse clients.
However, this diversity also introduces challenges during cultural festivals. Diwali, typically falling in October or November, involves family gatherings, religious rituals, and community events, prompting many workers to request time off. Providers report surges in leave applications similar to those seen around Christmas, straining rosters in a sector that demands 24/7 coverage.
For residential aged care facilities, where residents rely on continuous care, Diwali can create a “leave crunch” similar to the Christmas period. Home care providers face comparable issues, as scheduling visits becomes tricky when multiple carers seek time off simultaneously.
Anecdotal evidence from facilities highlights this: one Sydney aged care home noted that with 80% of its staff from Nepal, where Diwali (known locally as Tihar) is fervently celebrated, the festival led to innovative on-site events to maintain morale and coverage.
The parallels with Christmas are striking. Both periods see heightened family-oriented leave requests, but Christmas benefits from being a public holiday, entitling workers to penalty rates, often 250% of base pay on the day itself.
Diwali, however, is not recognised as a national public holiday in Australia, meaning no automatic extra pay for those who work through it. This disparity can breed resentment, as South Asian workers may feel their cultural observances are undervalued compared to Western traditions.
Providers must navigate this carefully to avoid perceptions of inequity, which could impact retention in a sector already facing workforce shortages.
Should Diwali become a public holiday? It’s a provocative question, but practicality suggests not. Australia already observes 7 to 11 public holidays annually, depending on the state or territory.
Adding Diwali could open the floodgates to requests for other cultural days such as Eid, Lunar New Year, or Orthodox Christmas. Instead, the focus should be on internal policies that honour diversity without new national mandates.
Aged care providers are increasingly adopting strategies to mitigate the impact of Diwali, drawing lessons from the management of Christmas.
Advance planning and leave rotation: Implementing fair rotation systems ensures equity. For example, if a worker takes Diwali off one year, they might commit to working Christmas the next. Early roster planning, starting months ahead, helps identify gaps and prioritise requests based on cultural significance.
Casual and agency support: During peak periods like Diwali, engaging agency workers can fill gaps without compromising care quality. Providers should build relationships with agencies specialising in aged care to ensure familiarity with residents’ needs.
Flexible work options: Offering split shifts, part-time arrangements, or remote administrative tasks during festivals can allow partial participation in celebrations. For instance, a carer might work a morning shift and then join family festivities.
On-site celebrations: Many facilities now host Diwali events, complete with lanterns, sweets, and cultural activities involving both staff and residents. This boosts morale and enriches residents’ lives through shared cultural experiences.
To address pay disparities, some providers offer voluntary incentives such as bonus payments or extra leave for working during Diwali. While not mandatory, this recognition promotes goodwill.
Diwali’s growing prominence in aged care underscores the sector’s evolution into a truly multicultural space. By embracing these challenges, providers can enhance job satisfaction, reduce turnover, and deliver better care.
Facilities that prioritise cultural awareness report higher morale and retention rates, ultimately benefiting residents. In a nation built on migration, adapting to festivals like Diwali isn’t just about rosters, it’s about fostering inclusivity.
As Australia’s population ages and diversity deepens, thoughtful strategies will ensure the sector remains robust, compassionate, and culturally attuned. Providers who lead in this space will not only weather the “Diwali deserters” but thrive amid the festival’s illuminating spirit.
