Don’t Fall For Ageist Click Bait: Here’s The Number 1 Giveaway

Sustainable Development Goals and Age Labels

Any writer looking at SEO and keywords can quickly figure out one way to hook readers of all ages into clicking their article. They use age labels often suggesting that one age group is better. Almost all articles with Gen Z, Millennial, Gen X, Boomer or Silent Generation in the headline are written with a significant degree of ignorance–the ageist assumption that people born within a specific time frame share the same wants, needs and behavior.

The Issue with Generational Labels

For years, research institutes such as Pew have used generational labels. However, Pew stated they were moving away from age labeling last May. They also advised researchers and writers weigh their use very carefully.

The Scientific Limitations of Generational Categories

Generational categories are not scientifically defined; they are random designations of birth years spanning anywhere from 16 to 19 years. Sometimes parents and children can be in the same generational cohort.

The Dangers of Age Stereotyping

Aside from the pseudo-science of age labeling, generational references can lead to stereotyping and age bashing by focusing on assumed differences and not similarities. These ageist references often infer that one age is better than another or pitting one group against another.

Pew’s new direction can be credited largely to Dr. Philip N. Cohen, Professor of Sociology at the University of Maryland, College Park. Two years ago, Cohen sent an open letter to the Pew Research Center, imploring them to refrain from using generational labels that do not align with scientific principles of social research.

Like any good research center, they assembled a team to study the allegations made by Cohen and published their findings two years later.

Cohen’s remark after the Center’s publication, “Nice. Suitable for ignoring if you’re in the click business, interesting for researchers and responsible journalists.”

It’s about stage, not age

Look at almost any report claiming that one age group wants something more than another and then ask yourself, Is this really about age? Chances are you’ll realize that it’s really about the stage of life versus the age in life.

A recent report claimed that Gen Z’s preferred benefits differ from generations past. For example, the report claimed Gen Zs were most interested in educational benefits — like tuition and student loan assistance.

A deeper look at the report indicated the top priority for all age groups was the same: medical insurance. At the bottom of the list for GenZs was tuition assistance, which ranked last for all age groups. The most significant difference, if that’s what people want to see, is that youngest age groups were more interested in student loan assistance.

At that life stage, most would have recently graduated with student loans or still be working to pay them off. It’s not age, but life stage.

Inclusion is a moving target

Although the media has noted the decline in DEI initiatives, actively ensuring equity and inclusion is crucial to a healthy workplace. That said, nothing remains the same. Demographics continue to shift with increased ethnic minority populations, there more women attend university than men, and the labor market tightens as birth rates continue their decades decline.

These are a few reasons why inclusion is–and will continue to be–a moving target. DEI goals should mirror demographics.

One area where DEI is more challenged now than ever before is ensuring workplace age equity in hiring, development, promotions and retention. People are living longer and then need and want to work longer. Because the workplace has been slow to accept this demographic reality, older people have been forced to leave the workplace before they were ready.

And when older people remain, their presence sometimes triggers the retirement fallacy in younger employees. The retirement fallacy is the idea that everyone should be ready and willing to step out of the workforce by 55⁺ to make room for younger employees to move up.

Careers are not linear and older workers do not need to be displaced for younger ones to find success. While that may have once been the norm, dwindling pensions and lack of retirement savings have meant that people need to work longer to support a longer life.

The concept of retirement is no longer representative of today’s economic model. We have entered a new workplace paradigm.

Are You Age Ready?

SDGs, Targets, and Indicators

1. SDG 10: Reduced Inequalities

   • Target 10.2: By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age
   • Indicator 10.2.1: Proportion of people living below 50 percent of median income, by age, sex, and persons with disabilities

   The article discusses the importance of avoiding ageist assumptions and stereotypes, which aligns with the goal of reducing inequalities. It emphasizes the need to promote social inclusion regardless of age.

2. SDG 5: Gender Equality

   • Target 5.1: End all forms of discrimination against all women and girls everywhere
   • Indicator 5.1.1: Whether or not legal frameworks are in place to promote, enforce and monitor equality and non-discrimination on the basis of sex

   The article mentions that more women attend university than men, highlighting the need to address gender disparities and promote gender equality in education.

3. 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
   • Indicator 8.5.1: Average hourly earnings of female and male employees, by occupation, age group and persons with disabilities

   The article discusses the challenges faced by older workers in terms of age equity in hiring, development, promotions, and retention. It emphasizes the need for inclusive workplaces that provide equal opportunities for all age groups.

Table: SDGs, Targets, and Indicators

Behold! This splendid article springs forth from the wellspring of knowledge, shaped by a wondrous proprietary AI technology that delved into a vast ocean of data, illuminating the path towards the Sustainable Development Goals. Remember that all rights are reserved by SDG Investors LLC, empowering us to champion progress together.

Source: forbes.com

Join us, as fellow seekers of change, on a transformative journey at https://sdgtalks.ai/welcome, where you can become a member and actively contribute to shaping a brighter future.