Ageism tops workplace bias concerns in India: Report – The Economic Times

Workplace Age Discrimination in India: A Challenge to Sustainable Development Goals

Executive Summary

A recent study reveals that age discrimination is the foremost Diversity, Equity, and Inclusion (DEI) concern among professionals in India. This issue presents a significant barrier to achieving key Sustainable Development Goals (SDGs), particularly SDG 8 (Decent Work and Economic Growth) and SDG 10 (Reduced Inequalities). While overall trust in leadership is high, the pervasive nature of ageism across all generational cohorts undermines efforts to create inclusive and productive work environments as mandated by the 2030 Agenda for Sustainable Development.

Key Findings on Workplace Discrimination

The data indicates a critical disconnect between the low overall incidence of reported discrimination and the high impact of age-based bias on those affected. This gap highlights a challenge to SDG 10.2, which aims to empower and promote the social and economic inclusion of all, irrespective of age.

• Overall Discrimination Rate: Only 13% of all survey respondents reported experiencing any form of workplace discrimination.
• Primacy of Ageism: Among the 13% who reported bias, 40% cited age as the primary factor, making it the most persistent form of discrimination.

Generational Impact of Ageism: A Barrier to SDG 8

Contrary to common assumptions, ageism is not confined to older workers. The findings show it is a systemic issue affecting professionals at all career stages, thereby hindering the goal of full and productive employment and decent work for all (SDG 8.5).

• Older Workers (50s+): 52% reported experiencing age-related discrimination.
• Mid-Career Professionals (30s-40s): 39% and 37%, respectively, reported high rates of ageism.
• Younger Workers (20s): 29% reported age discrimination, typically in the form of stereotyping or being overlooked due to perceived inexperience.

Systemic Failures in Workplace Inclusion and Leadership Diversity

The concern over ageism is symptomatic of broader failures in workplace inclusivity, which directly conflict with the principles of SDG 8 and SDG 16 (Peace, Justice and Strong Institutions). A lack of diversity in leadership suggests a systemic barrier to building effective and inclusive institutions.

• 76% of employees feel unable to be their authentic selves at work.
• 71% believe their workplace lacks genuine inclusivity.
• 78% perceive a lack of diversity in senior leadership roles.

Consequences for Decent Work and Economic Growth

The impact of discrimination on individuals directly undermines the objectives of SDG 8 by creating barriers to stable employment, fair remuneration, and career advancement. These consequences threaten both individual economic well-being and broader economic productivity.

1. Hindered Career Progression: 58% of those who experienced discrimination felt it stalled their career advancement.
2. Impeded Salary Increases: 43% believed discrimination hampered their opportunities for salary growth.
3. Increased Employee Turnover: 40% were more likely to leave their role as a result of their experience.

Recommendations for Advancing SDG-Aligned Policies

To mitigate these challenges and align corporate practices with the SDGs, companies must move beyond superficial DEI initiatives and implement clear, strategic actions.

• Foster Intergenerational Understanding: Implement programs such as reverse mentoring to promote mutual respect and collaboration between different age groups, directly supporting the inclusion targets of SDG 10.
• Adopt Age-Neutral Hiring Practices: Focus recruitment and promotion criteria on skills, competencies, and potential over chronological age or years of experience to ensure equal opportunity (SDG 8.5).
• Strengthen Inclusive Leadership: Address the lack of diversity in senior leadership to build more inclusive and accountable institutions from the top down, in line with the principles of SDG 16.

1. Which SDGs are addressed or connected to the issues highlighted in the article?

The article on age discrimination and DEI concerns in the Indian workplace connects to several Sustainable Development Goals (SDGs) that focus on equality, decent work, and inclusive institutions.

• SDG 8: Decent Work and Economic Growth

  This goal is relevant because the article discusses issues directly impacting the quality of work and economic opportunities. The fear of age discrimination affects career progression, salary increases, and job security, which are core components of decent work.

• SDG 10: Reduced Inequalities

  This is the most directly relevant SDG. The article’s central theme is age-based discrimination, a form of inequality that hinders social and economic inclusion in the workplace. It highlights how a specific group characteristic (age) leads to unequal outcomes in career advancement and compensation.

2. What specific targets under those SDGs can be identified based on the article’s content?

Based on the issues discussed, the following specific targets can be identified:

1. Under SDG 8: Decent Work and Economic Growth

   • Target 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.” The article connects to this target by highlighting how age discrimination prevents “decent work for all.” The finding that 43% of those who experienced discrimination felt it hampered salary increases directly relates to the principle of “equal pay for work of equal value,” where compensation should be free from age-based bias.
   • Target 8.8: “Protect labour rights and promote safe and secure working environments for all workers…” The article’s focus on preventing discrimination aligns with protecting labor rights. A workplace where 71% of employees feel a lack of inclusivity and 76% cannot be their authentic selves is not a psychologically safe or secure working environment.

2. Under SDG 10: Reduced Inequalities

   • Target 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.” The article directly addresses this target by focusing on the lack of economic inclusion based on “age.” The data showing high rates of perceived ageism across all age groups (from 29% in the 20s to 52% in the 50s) demonstrates a failure to promote inclusion irrespective of age.
   • Target 10.3: “Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies and practices…” The article points to “inequalities of outcome,” with 58% of discrimination victims feeling it hindered their career progression. The recommendation to adopt “age-neutral hiring practices” is a direct call to eliminate discriminatory practices and ensure equal opportunity, as stipulated in this target.

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

Yes, the article provides several quantitative and qualitative data points that can serve as indicators to measure progress.

• Proportion of employees experiencing discrimination: The article states that 13% of all respondents reported experiencing workplace discrimination. A reduction in this percentage would indicate progress.
• Prevalence of age-based discrimination: Among those who reported bias, 40% cited age as the main factor. This can be used as an indicator to track the prevalence of ageism relative to other forms of discrimination.
• Incidence of ageism across different age groups: The specific percentages of reported age-related incidents for different age brackets (52% for 50s+, 39% for 30s, 37% for 40s, and 29% for 20s) are direct indicators of how pervasively ageism is felt.
• Impact of discrimination on career outcomes: The statistics that 58% felt discrimination hindered career progression and 43% felt it hampered salary increases are key indicators for measuring inequalities of outcome (Target 10.3).
• Perception of workplace inclusivity: The findings that 71% of employees believe their workplace lacks inclusivity and 76% feel unable to be their authentic selves at work are crucial qualitative indicators for measuring the success of inclusion efforts (Target 10.2).
• Diversity in leadership: The perception that 78% of employees see a lack of diversity in senior leadership serves as an indicator of systemic inclusion issues at the highest levels of an organization.

4. Create a table with three columns titled ‘SDGs, Targets and Indicators” to present the findings from analyzing the article.

Source: m.economictimes.com