Addressing Age Discrimination in Employment: Progress Towards Sustainable Development Goals in China

Introduction

Chinese authorities and enterprises are actively tackling the prevalent “curse of 35” phenomenon—a discriminatory hiring practice that marginalizes workers aged 35 and above due to labor cost considerations. This initiative aligns with the Sustainable Development Goals (SDGs), particularly SDG 8 (Decent Work and Economic Growth) and SDG 10 (Reduced Inequalities), by promoting fair and inclusive employment opportunities.

Policy Reforms and Recruitment Practices

Various provinces and cities have revised age restrictions in recruitment policies to foster equitable hiring:

1. Heyuan, Guangdong Province:
   • Government recruitment program to hire 355 new employees in 2025.
   • General age limit extended from 35 to 40 for candidates with master’s degrees or demobilized military personnel and their families.
   • Applicants up to 45 years old with doctorates and up to 50 years old with senior professional titles are eligible.
2. Shanghai:
   • Civil service exam applicants must be between 18 and 35 years old.
   • Age limit raised to 40 for candidates with master’s or doctoral degrees.
3. Guangzhou Pharmaceuticals Holdings:
   • Welcomes jobseekers under 45 years old.
   • Age cap extended to 50 for applicants with significant work experience.

Challenges and Perspectives on Age Discrimination

Despite reforms, challenges persist:

• Employers often prefer younger workers due to perceived cost-efficiency and energy, as noted by Zhaopin, a leading online recruitment platform.
• Legal expert Cheng Yang highlights that age caps are primarily used to control labor costs, including wages, healthcare, and benefits.
• However, older employees bring valuable experience and skills, underscoring the need to eliminate age discrimination.

Government Initiatives and Legal Framework

China has introduced several measures to combat age discrimination and promote sustainable employment:

• Implementation of a policy to gradually raise the statutory retirement age over 15 years (from 60 to 63 for men; from 50 or 55 to 55 or 58 for women, depending on occupation), supporting SDG 3 (Good Health and Well-being) and SDG 8.
• In September, the Communist Party of China Central Committee and the State Council issued guidelines advocating for high-quality and full employment, pledging to eliminate unreasonable restrictions and discrimination based on gender and age.
• Recommendations for stronger legal measures include:
  • Defining and penalizing age discrimination explicitly.
  • Establishing systems to screen job advertisements for biased age limits.
  • Publicly naming and penalizing companies engaging in discriminatory hiring practices.

Voices from the Workforce

Li Xinyu, a 33-year-old advertising professional in Beijing, expresses concerns about age-related insecurity in a youth-focused industry:

• Employers favor younger candidates for perceived creativity.
• Pressure increases as employees approach the age of 35.
• Li has participated in multiple training programs to update skills and advocates for stricter government protections for workers in her age group.

Conclusion

The ongoing efforts to reform age-related hiring practices in China reflect a commitment to achieving the Sustainable Development Goals by fostering inclusive, equitable, and decent work environments. Continued policy enhancements and legal enforcement are essential to eradicate age discrimination and support sustainable economic growth.

Contact: chengsi@chinadaily.com.cn

1. Sustainable Development Goals (SDGs) Addressed or Connected

1. SDG 8: Decent Work and Economic Growth
   • The article discusses employment practices, age discrimination in hiring, and efforts to promote fair employment opportunities.
   • It highlights government and company initiatives to remove age barriers and promote inclusive hiring.
2. SDG 10: Reduced Inequalities
   • The focus on eliminating age discrimination in employment aligns with reducing inequalities based on age.
   • Policies and legal measures to protect older workers contribute to social inclusion.
3. SDG 4: Quality Education
   • The article mentions jobseekers enrolling in training programs to enhance skills, indicating the importance of lifelong learning and skill development.

2. Specific Targets Under the Identified SDGs

1. SDG 8: Decent Work and Economic Growth
   • Target 8.5: Achieve full and productive employment and decent work for all women and men, including young people and persons with disabilities, and equal pay for work of equal value.
   • Target 8.8: Protect labor rights and promote safe and secure working environments for all workers.
2. SDG 10: Reduced Inequalities
   • Target 10.2: 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.
   • Target 10.3: Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies and practices.
3. SDG 4: Quality Education
   • Target 4.4: Increase the number of youth and adults who have relevant skills, including technical and vocational skills, for employment, decent jobs and entrepreneurship.

3. Indicators Mentioned or Implied to Measure Progress

1. Employment Rate by Age Group
   • Implied by the discussion on hiring age limits and employment opportunities for workers aged 35 and older.
2. Incidence of Age Discrimination in Hiring
   • Implied through references to discriminatory hiring practices such as the “curse of 35” and calls for legal measures to penalize such discrimination.
3. Participation in Training and Skill Development Programs
   • Referenced by jobseekers enrolling in training programs to stay current and enhance skills.
4. Legal and Policy Measures Implemented
   • Implied by the mention of national policies, guidelines, and progressive retirement age reforms aimed at promoting fair employment.

4. Table: SDGs, Targets and Indicators

Source: mobile.chinadaily.com.cn