Ageism against women leading to talent drain
Ageism against women leading to talent drain Moonshot News
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Creating Environments for Older Women to Thrive
Introduction
It is time for organisations to prioritise creating environments where older women can thrive, treating age as a critical diversity aspect and combating ageism with the same attention and focus as other biases, Lucy Kallin, Executive Director for EMEA at non-profit organisation Catalyst, writes in a blogpost for LSE Business Review. Older women are a growing workforce segment that is vital for sustaining economic growth and innovation, she stresses.
Sustainable Development Goals (SDGs)
- Goal 5: Gender Equality
- Goal 8: Decent Work and Economic Growth
- Goal 10: Reduced Inequalities
The Challenges Faced by Older Women
- Nearly one-third of women workers anticipate leaving their jobs before retirement age due to health or wellbeing issues, including the menopause.
- Societal pressures on women to meet unrealistic beauty standards and balance caregiving responsibilities contribute to a talent drain.
- The current system fails to recognize the invaluable contributions of older women.
- Women need to work an extra 19 years compared to men to close the gender pension gap.
- Women leaders are exiting their roles at an alarming rate.
Promoting Workplace Policies for Older Women
Kallin emphasizes the need for cultural shifts inside and outside of workplaces to address these challenges. Organisations must prioritize the skills of older workers and implement flexible working arrangements, carer’s leave, and supportive measures for health issues like the menopause. By becoming an attractive employer of choice for older workers, organisations can sustain future economies and promote gender equality.
The Impact of the Pandemic
The pandemic has exacerbated the challenges faced by older women, particularly in terms of employment losses. Women over 65 are finding it difficult to recover from these losses.
Conclusion
Creating environments where older women can thrive is crucial for achieving the Sustainable Development Goals related to gender equality, decent work and economic growth, and reduced inequalities. Organisations must adapt and recognize the changing needs and priorities of older workers, with flexible working arrangements being a top priority.
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SDGs, Targets, and Indicators in the Article
1. Which SDGs are addressed or connected to the issues highlighted in the article?
- SDG 5: Gender Equality
- SDG 8: Decent Work and Economic Growth
- SDG 10: Reduced Inequalities
2. What specific targets under those SDGs can be identified based on the article’s content?
- SDG 5.1: End all forms of discrimination against all women and girls everywhere
- SDG 5.4: Recognize and value unpaid care and domestic work through the provision of public services, infrastructure, and social protection policies and the promotion of shared responsibility within the household and the family as nationally appropriate
- SDG 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value
- SDG 10.2: By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status
3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?
The article does not explicitly mention any indicators. However, some potential indicators that can be used to measure progress towards the identified targets include:
- Percentage of women workers who leave their jobs before retirement age due to health or wellbeing issues
- Percentage of organizations that prioritize the skills of older workers in their talent systems
- Percentage of organizations that offer flexible work arrangements, carer’s leave, and supportive measures for health issues like the menopause
- Percentage of women promoted at the director level compared to the number of women who leave their company
- Percentage of women over 50 who have experienced age discrimination in the past year
Table: SDGs, Targets, and Indicators
| SDGs | Targets | Indicators |
|---|---|---|
| SDG 5: Gender Equality | 5.1: End all forms of discrimination against all women and girls everywhere | – |
| SDG 8: Decent Work and Economic Growth | 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value | – |
| 8.5.1: Average hourly earnings of female and male employees, by occupation, age group, and persons with disabilities | – | |
| SDG 10: Reduced Inequalities | 10.2: By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status | – |
Copyright: Dive into this article, curated with care by SDG Investors Inc. Our advanced AI technology searches through vast amounts of data to spotlight how we are all moving forward with the Sustainable Development Goals. While we own the rights to this content, we invite you to share it to help spread knowledge and spark action on the SDGs.
Fuente: moonshot.news
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