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In Australia, one in five workers (20 per cent) reported that a lack of opportunities was the main barrier to their career advancement, and over one in 10 (13 per cent) believed that they needed to move to a different company to advance in their career, a report has found.
ADP conducted research comprising survey responses from over 38,000 working adults in 34 markets across six continents for the sixth chapter of its People at Work 2025 report series – its findings revealed perceived barriers to career advancement, the importance of visible career pathways for employees, and best practices for employment engagement.
Career advancement barriers
Based on its research, ADP highlighted the main obstacles employees around the world faced in career advancement. Thirteen per cent of respondents pointed to a lack of ambition, 12 per cent said limited time, 5 per cent said fear, and the same proportion identified lack of education as a main obstacle.
More employees aged 40 and above (20 per cent) said that lack of opportunity was their biggest barrier compared to employees aged 26 and below, the report said.
Relatedly, about 16 per cent of executives and upper management also identified lack of opportunity as a barrier – this increased to 18 per cent for middle and frontline managers, and further to 20 per cent for individual contributors, it found.
According to the survey, 20 per cent of non-minority workers also said lack of opportunity was a main barrier, compared to the 16 per cent of workers who identify as a racial or ethnic minority in their field who said the same.
What matters to employees?
The research also showed that one in three (34 per cent) employees who found few growth opportunities at their current company were actively searching for a new job. It added that these workers wanting to change employers were 2.6 times more likely to feel highly productive.
ADP chief economist Nela Richardson said that limited career visibility can lead to lost productivity, lower innovation, disengagement, and increased turnover. In Australia, nearly two in five respondents (38 per cent) said flexibility was a main reason for staying with their current employer, it found.
Richardson said: “Organisations that design clear, equitable career paths don’t just retain talent – they also increase their ability to unlock the full productive potential of their employees.”
Further, its data showed that bonuses for high performance (25 per cent) and professional training and skills development (24 per cent) were among the most reported reasons for retention.
ADP Australia, New Zealand and Japan general manager Kylie Baullo (pictured) said: “Flexibility has become a basic expectation for Australian workers, but it is not enough by itself.
“Employees also want to see clear career paths and opportunities to develop their skills. When those opportunities are not visible, even loyal employees may feel the need to look elsewhere.
“Employers who combine flexibility with tangible rewards and development opportunities will not only keep talent but also build a more motivated and dedicated workforce.”
RELATED TERMS
Training is the process of enhancing a worker's knowledge and abilities to do a certain profession. It aims to enhance trainees' work behaviour and performance on the job.
Carlos Tse
Carlos Tse is a graduate journalist writing for Accountants Daily, HR Leader, Lawyers Weekly.
