Report on Workplace Age Discrimination and its Contradiction of Sustainable Development Goals

Survey Findings on Ageism and Implications for SDG 8 & SDG 10

A May survey of 878 workers conducted by Resume Now reveals that workplace ageism is a significant barrier to achieving Sustainable Development Goal 8 (Decent Work and Economic Growth) and SDG 10 (Reduced Inequalities). The findings indicate a failure to ensure full, productive employment and equal opportunity for all, irrespective of age.

• Prevalence of Ageism: 90% of workers over the age of 50 reported experiencing ageism in the workplace.
• Disrespect and Exclusion: 83% of older workers reported feeling occasionally disrespected, with 8% noting that younger colleagues were dismissive or patronizing. This directly contravenes the principle of social and economic inclusion central to SDG 10.
• Economic and Career Disparities: The discrimination manifests in tangible economic and career setbacks, undermining SDG Target 8.5 (equal pay for work of equal value) and Target 10.3 (ensure equal opportunity).
  • Over 50% reported being paid less than younger colleagues for the same work.
  • 15% stated they were passed over for promotions.
  • 12% felt pressured to retire or were targeted during layoffs.

Legal Frameworks and Institutional Failures in Upholding SDG 16

While legal instruments like the Age Discrimination in Employment Act (ADEA) exist to protect workers aged 40 and over, their effectiveness is limited. This points to a gap in achieving SDG 16 (Peace, Justice and Strong Institutions), which calls for effective and accountable institutions at all levels. The pervasiveness of age discrimination suggests that it is a more socially accepted form of bias, weakening the rule of law in practice. Derogatory language, such as the term “dinobabies” used by executives in a case against IBM, exemplifies how discriminatory attitudes persist within corporate structures, leading to legal actions and settlements that highlight institutional failures to protect older workers’ rights.

Recommended Interventions to Advance SDG Targets

To proactively address these challenges and align with SDG principles, specific interventions are recommended. Advocacy groups such as AARP suggest a critical strategy for employers:

1. Integrate Age into Diversity, Equity, and Inclusion (DEI) Training: Incorporating age as a key component of DEI programs is essential for fostering an inclusive work environment as envisioned by SDG 10.
2. Raise Awareness and Dispel Myths: Such training can bring awareness to both conscious and unconscious forms of age discrimination, helping to dismantle harmful stereotypes and promote a culture of respect and equal opportunity for all age groups, thereby supporting the objectives of SDG 8.

Emerging Challenges to SDGs from Artificial Intelligence in HR

The increasing adoption of artificial intelligence (AI) in human resources presents a new and significant threat to achieving SDG 8 and SDG 10. Biased technological systems can perpetuate and amplify discrimination on a large scale.

• A collective-action lawsuit against Workday Inc. alleges that its AI-powered applicant screening tools discriminate against applicants aged 40 and older.
• This case underscores the risk that automated systems, if not designed and monitored properly, can systematically exclude older workers from employment opportunities, directly undermining the goal of reduced inequalities and decent work for all.
• Regulatory and corporate vigilance is required to ensure that technological advancements in HR do not create new barriers to the economic inclusion of older persons.

SDGs Addressed in the Article

The article on ageism in the workplace touches upon several Sustainable Development Goals (SDGs) by highlighting issues of discrimination, inequality in employment, and the legal frameworks designed to protect workers.

• SDG 8: Decent Work and Economic Growth

  This goal is central to the article, which focuses on the quality of the work environment for older employees. The text discusses unfair treatment, pay disparities, and lack of opportunities, all of which are contrary to the principles of decent work. The article states, “More than half of respondents said they were paid less than younger colleagues for the same work,” and that older workers were “passed over for promotions” or “targeted during layoffs,” directly addressing the core themes of SDG 8.

• SDG 10: Reduced Inequalities

  The primary theme of the article is ageism, a form of discrimination that creates and perpetuates inequality. SDG 10 aims to reduce inequality within and among countries, including by empowering and promoting the social and economic inclusion of all, irrespective of age. The survey finding that “Nine in 10 workers over the age of 50 said they have experienced ageism in the workplace” explicitly points to a failure to achieve inclusion and equality for this demographic.

• SDG 16: Peace, Justice and Strong Institutions

  This goal is relevant because the article discusses the legal mechanisms and institutional responses to age discrimination. It mentions the “Age Discrimination in Employment Act,” which is a legal institution designed to provide justice and combat discrimination. The article also highlights its limitations (“the problem remains pervasive”) and the use of lawsuits to hold companies like IBM and Workday accountable, pointing to the need for effective and non-discriminatory institutions.

Specific SDG Targets Identified

Based on the article’s content, several specific SDG targets can be identified.

1. Target 8.5: Achieve full and productive employment and decent work for all… and equal pay for work of equal value.

   The article directly relates to this target by highlighting significant pay disparities. The finding that “More than half of respondents said they were paid less than younger colleagues for the same work” is a clear violation of the principle of “equal pay for work of equal value.” The pressure to retire and being targeted in layoffs also undermine the goal of “full and productive employment” for older workers.

2. Target 8.8: Protect labour rights and promote safe and secure working environments for all workers.

   The reported experiences of disrespect, being passed over for promotions, and being pressured to retire indicate an insecure and hostile work environment for older employees. The article notes that “83% of older workers said they felt occasionally disrespected,” which is contrary to a safe and secure working environment where labor rights are protected.

3. Target 10.2: By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age…

   The entire article serves as an analysis of the failure to meet this target for older workers. The statistic that “Nine in 10 workers over the age of 50 said they have experienced ageism” demonstrates a lack of economic inclusion. Being passed over for promotions or facing biased AI-based hiring systems are direct barriers to the economic empowerment of this group, purely based on age.

4. Target 10.3: Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory… practices…

   This target is addressed through the discussion of discriminatory practices in the workplace. The article mentions older workers being “passed over for promotions” and the use of biased AI in hiring, which are clear examples of practices that deny equal opportunity. The reference to IBM executives calling older workers “dinobabies” exemplifies the discriminatory attitudes that lead to inequalities of outcome.

5. Target 16.b: Promote and enforce non-discriminatory laws and policies for sustainable development.

   The article’s reference to the “Age Discrimination in Employment Act” and the fact that “the problem remains pervasive” points directly to challenges in enforcing this non-discriminatory law. The lawsuits against IBM and Workday are examples of actions taken to enforce such policies, highlighting the ongoing need for robust legal action to ensure these laws are effective.

Indicators for Measuring Progress

The article mentions or implies several indicators that can be used to measure progress towards the identified targets.

• Indicator for Targets 8.5 and 10.3: Proportion of older workers experiencing pay discrimination.

  The article provides a direct data point for this indicator: “More than half of respondents said they were paid less than younger colleagues for the same work.” Tracking this percentage over time would measure progress towards equal pay for work of equal value.

• Indicator for Targets 10.2 and 10.3: Proportion of individuals reporting experiences of age-based discrimination.

  The survey result that “Nine in 10 workers over the age of 50 said they have experienced ageism” serves as a baseline for this indicator. A reduction in this figure would signify progress in promoting inclusion and eliminating discrimination.

• Indicator for Targets 8.5, 8.8, and 10.3: Proportion of older workers denied professional opportunities or forced out of employment.

  The article provides specific statistics that can be used as indicators: “15% saying they were passed over for promotions” and “12% saying they were pressured to retire or were targeted during layoffs.” These metrics directly measure unequal opportunities and insecure employment.

• Indicator for Targets 10.3 and 16.b: Number of legal actions and policies addressing systemic discrimination.

  The mention of the lawsuit against Workday for its “AI-based applicant recommendation system” that “discriminated against applicants 40 and older” implies an indicator. Tracking the number of lawsuits filed and the number of companies audited for biased AI systems can measure efforts to eliminate discriminatory practices and enforce non-discriminatory laws.

Summary of Findings

Source: hrdive.com