Workplace Ageism: A Significant Barrier to Sustainable Development Goals

Recent public discourse has highlighted age-based discrimination in the workplace as a critical issue impeding progress toward key United Nations Sustainable Development Goals (SDGs). The exclusion of experienced older workers from the labor market directly challenges the principles of SDG 8 (Decent Work and Economic Growth) and SDG 10 (Reduced Inequalities).

Case Study: The Experience of an Older Worker

The issue gained significant attention following an online video by Bradley Richardson, a 58-year-old professional. He articulated a fear that his age now disqualifies him from traditional employment, despite possessing relevant skills and experience. His statement, “I may never be an employee or get a job ever again because of my age,” resonated widely, initiating a broad conversation about the economic exclusion of older demographics.

Analysis of Public and Statistical Data

Widespread Concern and Alignment with SDG 8

The viral nature of the post, which garnered nearly 30,000 likes and over 4,000 comments, indicates that this is a shared experience among many older workers. This sentiment reflects a significant barrier to achieving Target 8.5 of the SDGs, which calls for full and productive employment and decent work for all, regardless of age.

• Many commenters in their 40s reported already feeling the effects of ageism in their respective industries.
• The concerns voiced by Gen X and Boomer generations point to a systemic failure to provide decent work opportunities for all age groups.

Statistical Evidence of Systemic Discrimination

The anecdotal evidence is supported by quantitative research. A survey conducted by Resume Now provides stark data on the prevalence of ageism, further highlighting the urgency of addressing this form of inequality as outlined in SDG 10.

• An estimated 90% of workers over the age of 40 report having experienced ageism in the workplace.
• Nearly 50% of respondents observed their employers demonstrating a hiring preference for younger workers.

Intersectionality and the Mandate of SDG 10

The report also notes that the negative impacts of ageism are often exacerbated for individuals belonging to other marginalized communities. This intersection of biases based on race, gender, and sexuality creates compounded disadvantages, directly contravening the core mission of SDG 10, which is to “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.”

Pathways to Inclusive Employment and Sustainable Growth

Contrasting Experiences and Best Practices

While the prevalence of ageism is high, some reports indicate that companies valuing experience and reliability provide opportunities for older workers. These examples serve as a model for achieving the inclusive economic growth envisioned by SDG 8.

1. One individual reported securing employment at age 58 with a company that values their contribution.
2. Another commenter noted being hired at age 62 and later receiving a raise at 65 as an incentive to delay retirement, demonstrating that employers can and do recognize the value of experienced personnel.
3. A hiring manager stated explicitly: “Age doesn’t matter,” emphasizing that skills and qualifications were the primary criteria for selection.

Recommendations for Action

Addressing workplace ageism requires a multi-faceted approach involving legal, corporate, and policy-level interventions. To ensure that economic systems are equitable and aligned with the SDGs, the following actions are recommended:

• Legal Recourse: Individuals facing adverse employment actions—such as failure to promote, denial of privileges, or exclusion from projects based on age—are advised to seek legal counsel to understand their rights and potential claims.
• Corporate Responsibility: Employers must actively work to eliminate discriminatory practices and foster an inclusive culture that values the contributions of employees of all ages, thereby supporting the “decent work for all” agenda of SDG 8.

Analysis of Sustainable Development Goals in the Article

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

The article on ageism in the workplace primarily addresses two Sustainable Development Goals (SDGs):

• SDG 8: Decent Work and Economic Growth: The core issue of the article is the struggle of older individuals to find and maintain employment. Bradley Richardson’s statement, “I may never be an employee or get a job ever again because of my age,” directly highlights a failure to provide decent work and productive employment for all segments of the population. The entire discussion revolves around barriers to employment, which is central to SDG 8.
• SDG 10: Reduced Inequalities: The article explicitly identifies “ageism” as a form of discrimination and a “real barrier in today’s job market.” This connects directly to the goal of reducing inequalities. Furthermore, the article points out intersectional issues, stating that for “older workers from marginalized communities, … their race, gender, and sexuality further worsen the discrimination,” which aligns with SDG 10’s aim to reduce inequalities based on age, sex, race, and other statuses.

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

Based on the article’s content, the following specific targets are relevant:

1. Target 8.5 (under SDG 8): “By 2030, achieve full and productive employment and decent work for all women and men, … and equal pay for work of equal value.”
   • The article demonstrates a clear challenge to this target. The protagonist, a 58-year-old with “skills and experience,” believes his age “disqualifies him from traditional employment.” This shows a lack of “full and productive employment” for older workers.
2. Target 10.2 (under SDG 10): “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’s focus on ageism as a barrier to getting hired is a direct example of the economic exclusion of people based on age. The mention that discrimination is worsened by “race, gender, and sexuality” further reinforces the relevance of this target’s call for inclusion irrespective of status.
3. Target 10.3 (under SDG 10): “Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies and practices…”
   • The article discusses how ageism denies older workers “equal opportunity” in the job market. The suggestion to speak with an employment attorney about “adverse action” such as “failure to promote” or “denial of privileges” points directly to the need to eliminate discriminatory practices in the workplace to ensure equality.

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 mentions explicit statistics and implies other metrics that can serve as indicators:

• Explicit Indicator: The article cites a survey by Resume Now, which found that “90% of workers over the age of 40 have experienced ageism in the workplace.” This figure serves as a direct indicator of the prevalence of perceived discrimination based on age (relevant to Target 10.3).
• Explicit Indicator: The same survey pointed out that “almost half of the respondents witnessed their employer hiring predominantly young workers.” This is a measurable observation of discriminatory hiring practices (relevant to Target 10.3).
• Implied Indicator: The central narrative of a 58-year-old being unable to find a job implies the relevance of the unemployment rate by age group. A higher unemployment rate for older, experienced workers compared to younger ones would be a key indicator of the problem (relevant to Target 8.5).
• Implied Indicator: The attorney’s advice to challenge actions like “failure to promote, denial of privileges… exclusion from meetings and projects” suggests that the proportion of the population reporting discrimination or harassment in the workplace could be a key indicator. The number of legal claims filed based on age discrimination would also measure this (relevant to Target 10.3).

4. Table of SDGs, Targets, and Indicators

Source: nypost.com