Estimated reading time: 5 minutes
Younger dentists want more than a pay cheque; they’re seeking balance, mentoring and purpose. Its practices that invest in culture and support will be the ones that appeal the most. By Marina Williams
Each year, as dental practices bring on new graduates or replace outgoing staff, one challenge persists—how to attract and keep younger dentists. The pressure is likely to intensify too, with research showing younger generations are rapidly reshaping the workforce.
According to June 2025 data from the Dental Board of Australia, more than 15 per cent of the nation’s 28,406 registered dental professionals are aged 29 and under, 31 per cent are 30–34, and women now comprise 57 per cent of the profession, up from 49 per cent in 2015.
The World Economic Forum reports gen Z is leading the changes, prioritising wellbeing, flexibility, learning and purpose over hierarchy and pay, highlighting definite demographic shifts in the mindset of the emerging workforce.
Recruiters are seeing the same trends across the dental profession. Louise Howlett, Prime Practice coach, says younger clinicians are drawn to workplaces that reflect these priorities.
“Younger dentists want more than just a job; they’re looking for purpose in their role and to feel their work makes a difference,” she says. “They want to do the type of treatment that reflects these values. They want fair and trustworthy workplaces, a great culture where they can connect with peers, receive mentoring and access career-development pathways.”
Flexibility is also essential. “Most won’t forego it unless the financial reward is significant. In dentistry, where you can’t work remotely, that often looks like smarter rostering and realistic workloads,” Howlett explains.
In Deloitte’s ‘2025 Gen Z and Millennial Survey’, most respondents said mentoring, meaningful work and wellbeing now carry as much weight as pay, with nine in 10 gen Zs and millennials reporting a sense of purpose as vital to their job satisfaction. Randstad’s Workmonitor 2025 report shows work-life balance outranks pay, with 74 per cent of gen Z and 83 per cent of millennials listing it as their top consideration.
“There’s been a shift from a primary focus on pay and chair time to one that includes wellbeing and growth,” Howlett says. “There is a desire for sustainable workloads, good mental-health support and transparency.”
With women now the majority of Australia’s dental workforce, Howlett says family-friendly policies are no longer optional.
“No two dentists are the same. Employers need to take the time to understand what matters most to the individual and see whether it fits with the business,” she says.
“There’s a strong need for supportive benefits—rosters that work across different life stages and part-time options that don’t stall a career. Younger female dentists also want equal opportunity, promotion pathways and fair leadership.”
Dr Nick Weightman and business manager Werner Gommers, co-owners of Tankard Family Dental in Swan Hill, put a lot of emphasis on mentoring.
There’s been a shift from a primary focus on pay and chair time to one that includes wellbeing and growth. There is a desire for sustainable workloads, good mental-health support and transparency.
Louise Howlett, coach, Prime Practice
“I remember what it was like moving from dental school into working life—it was intimidating,” Dr Weightman says. “From the start of my career, it was important to me to help young dentists make that step successfully.”
At Tankard, mentoring is part of everyday practice. Monthly case discussions give younger clinicians a safe space to present challenges and seek guidance. “I want them to feel comfortable asking for second opinions before stepping into an uncomfortable zone,” he says. “That confidence comes from support, not pressure.”
For Dr Kim Nguyen, who joined the practice just under two years ago, that approach has been transformative.
“I thought I had to know all the answers straight away, and that made me anxious,” she says. “But I’ve learnt it’s okay to ask for help. Sometimes a problem just needs another brain and a fresh set of eyes.”
Howlett says structured mentoring and clear feedback are among the strongest signals of a healthy workplace. “Career development should be an open and ongoing conversation, because purpose and progression matter,” she says. “When young clinicians know someone is investing in them, retention naturally follows.”
Dr Weightman adds: “What you give, you get back. If you invest in mentoring, accommodation and a welcoming culture, you’ll attract the right people—and they’ll stay.”
Both Dr Weightman and Gommers also place strong importance on connection when recruiting. “Dentistry is about people, not just procedures,” Gommers says, adding the culture needs to be central to the way a practice operates. “If you bring in someone who can connect—with patients, with colleagues—then they will grow into a stronger clinician and a better fit for the team.”
It’s also important to recognise the practical barriers when relocating. The Tankard practice offers accommodation, transport and CPD support to ease the transition.
“Removing barriers and offering structured support helps new dentists grow in confidence,” Gommers says.
Howlett says Tankard’s approach reflects a broader shift across dentistry. Practices that thrive share three traits: transparent leadership, active mentoring, and communication that aligns words with actions.
“Attracting and retaining younger dentists means offering more than just a job; it’s essential to show what sets your practice apart,” she says.
“Recruit for both mindset and skill, invest in training and autonomy, and be upfront about mentoring and career development. Show how your practice contributes to the community, because purpose matters. When practices get culture, flexibility and support right, confidence and loyalty grow.”
For Tankard Family Dental, that philosophy is paying dividends. “If younger dentists feel connected—not just to the practice, but to the town and the people in it—they’re far more likely to stay,” Gommers says. “Recruitment isn’t only about filling a role; it’s about helping someone build a life here.”
