More than half of older US workers say ageism hinders their hiring – Automotive Dive

Report: Ageism in Hiring Process

Among job seekers who are 50 and older, 59% believe their age has created obstacles during the hiring process due to ageism, according to a recent report from CWI Labs.

Sustainable Development Goal: Decent Work and Economic Growth

“Older workers play a pivotal role in the U.S. labor force. This survey highlights the age-related bias older workers and job seekers face that is costing our economy trillions of dollars each year,” Gary Officer, founder and CEO of CWI Labs, said in a statement.

Sustainable Development Goal: Reduced Inequalities

In a survey of 1,600 Americans between ages 18-71, 81% of workers over age 50 said they believe employers want younger applicants. Despite their willingness to collaborate with colleagues of all generations, though, they’re less likely to say they have positive relationships with colleagues across all ages (83% of those aged 50+ versus 94% of those aged 18-49).

Sustainable Development Goal: Reduced Inequalities

In addition, 28% of older workers said they’ve witnessed age-related microaggressions. About 19% said they’ve experienced microaggressions, and 70% said these age-related microaggressions came from younger colleagues.

Sustainable Development Goal: Decent Work and Economic Growth

Even so, 78% of employed older workers said they work on teams with colleagues from different generations, and 74% said they’re comfortable being managed by someone younger than them.

Sustainable Development Goal: Quality Education

Beyond that, 92% of workers over age 50 said they’re willing to learn and are interested in opportunities to learn new professional skills, including digital skills.

Sustainable Development Goal: Decent Work and Economic Growth

Older adults now comprise a larger share of the American workforce, with ages 65 and older making up 29.5% of the workforce in 2023, as compared to 23% in 2000, according to a report from the Employee Benefit Research Institute. Given the shift, employers should strive to understand the changing demographic characteristics of the older workforce and design employee benefit plans to fit them, an EBRI director said.

SDGs, Targets, and Indicators

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

• SDG 8: Decent Work and Economic Growth
• SDG 10: Reduced Inequalities
• SDG 4: Quality Education

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

• 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
• 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, economic or other status
• Target 4.4: By 2030, substantially increase the number of youth and adults who have relevant skills, including technical and vocational skills, for employment, decent jobs, and entrepreneurship

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

• Indicator 8.5.1: Average hourly earnings of female and male employees, by occupation, age group, and persons with disabilities
• Indicator 10.2.1: Proportion of people living below 50 percent of median income, by age, sex, and persons with disabilities
• Indicator 4.4.1: Proportion of youth and adults with information and communications technology (ICT) skills, by type of skill

4. SDGs, Targets, and Indicators

Source: automotivedive.com