Report on Age Discrimination in the Australian Workforce and its Implications for Sustainable Development Goals

A recent investigation reveals that age discrimination remains a significant barrier to employment for mature-age individuals in Australia. This practice not only impacts personal livelihoods but also poses a substantial challenge to the nation’s economic productivity and its commitment to the United Nations Sustainable Development Goals (SDGs), particularly SDG 8 (Decent Work and Economic Growth) and SDG 10 (Reduced Inequalities).

Key Findings from the National Employer Survey

A report jointly produced by the Australian Human Rights Commission (AHRC) and the Australian Human Resources Institute (AHRI), titled “Older and Young Workers: What do Employers Think?”, surveyed 138 employers, providing a critical snapshot of workplace perceptions and inclusion practices.

Shifting Perceptions of “Older” Workers

• Nearly one-quarter of human resources professionals now classify workers in the 51-to-55 age bracket as “older.”
• This figure represents a stark increase from just 10 per cent two years ago, indicating a worsening bias against experienced professionals.
• Personal testimony, such as that of former senior manager Bob Epps who applied for over 100 senior roles without securing a single interview after being made redundant, highlights the human cost of this trend.

Economic and Social Imperatives for SDG 8

Australia’s Age Discrimination Commissioner, Robert Fitzgerald, has stated that addressing this issue is an “economic and social imperative.” The exclusion of older workers from the labour force directly undermines progress towards SDG 8, which promotes full, productive, and decent work for all.

• The Commissioner noted that Australia cannot solve its productivity challenges without significantly increasing the labour force participation rate of all demographic groups.
• The AHRC has received hundreds of complaints under the Age Discrimination Act, primarily concerning recruitment decisions and workplace harassment aimed at encouraging retirement.

Intersectional Challenges and SDG Alignment

Gender-Specific Biases and SDG 5 (Gender Equality)

The report’s implications are particularly severe for women, creating barriers that conflict with the objectives of SDG 5 (Gender Equality). Lisa Annese, CEO of Chief Executive Women, noted that the analysis would benefit from gender-specific data to fully capture the unique biases women face.

• Women in their 50s are often subjected to biases related to perimenopause, menopause, and caring responsibilities.
• This discrimination occurs during what is often a “sweet spot” for career progression, a time when many women are poised to pursue senior leadership roles, thereby hindering progress on SDG Target 5.5 regarding women’s full participation in leadership.

Technology Perceptions and SDG 4 (Quality Education)

A primary driver of age-based bias is the perception that older workers lack technological proficiency. Recruitment professionals report that hiring managers express a strong preference for “digital fluency,” often assuming, incorrectly, that mature workers lack these skills. This highlights the critical importance of SDG 4 (Quality Education), specifically its emphasis on lifelong learning opportunities to ensure all individuals can acquire the skills needed for employment in a digital economy.

Recommendations for Promoting Inclusive Workplaces

The report outlines a series of recommendations aimed at fostering inclusive employment practices that align with global sustainability and equality targets.

Systemic Changes for Inclusive Recruitment

The report makes 18 recommendations to dismantle systemic age bias. These measures are practical steps toward achieving the inclusive economic growth envisioned in SDG 8 and SDG 10. Key recommendations include:

1. Utilising age-neutral language in all job advertisements.
2. Conducting regular audits of Artificial Intelligence (AI) and automated resume screening systems to identify and eliminate age-related biases.
3. Instituting formal career-transition support programs for mid-to-late-career employees.

Guidance for Mature-Age Job Seekers

Career coaches advise that while systemic change is necessary, mature-age candidates can take proactive steps to counter biases. These actions align with the principle of lifelong learning (SDG 4).

• Modernise resumes to be concise, contemporary in format, and focused on the last 10-15 years of experience.
• Cultivate a professional and current online presence, particularly on professional networking platforms.
• Proactively engage in upskilling and training to demonstrate proficiency with current technologies and methodologies.

Conclusion: An Imperative for Inclusive and Sustainable Growth

The evidence indicates that age-based prejudice in the Australian workforce is a persistent and growing problem. Overcoming this challenge is essential not only for upholding human rights but also for achieving national economic objectives. By fostering inclusive workplaces that value experience, Australia can enhance its productivity and make meaningful progress towards its commitments under the Sustainable Development Goals, ensuring decent work, reducing inequality, and promoting gender equality for all citizens.

SDGs, Targets, and Indicators Analysis

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

SDG 8: Decent Work and Economic Growth

This goal is central to the article, which focuses on the challenges older individuals face in securing and maintaining employment. The article discusses issues of age-based discrimination in recruitment, the underutilization of experienced workers, and the impact on national productivity. It highlights the struggle for “full and productive employment and decent work for all,” as exemplified by Bob Epps’s experience of being made redundant and facing rejection in his job search.

SDG 10: Reduced Inequalities

The article directly addresses inequality based on age. It details how older workers (over 50) are systematically disadvantaged in the labor market due to “biases and stereotypes.” The report mentioned in the article, “Older and Young Workers: What do Employers Think?”, provides evidence of this inequality, showing that a significant portion of employers classify people in their early 50s as “older,” leading to their exclusion from employment opportunities. This aligns with the goal of promoting the social and economic inclusion of all, irrespective of age.

SDG 5: Gender Equality

The article specifically touches upon this goal by highlighting the unique biases women face in the workplace as they age. Lisa Annese, CEO of Chief Executive Women, points out that the report should have included gender-specific data, as women’s experiences are compounded by issues “relating to perimenopause, menopause and caring responsibilities.” This suggests that age discrimination disproportionately or differently affects women, hindering their ability to achieve “full and effective participation and equal opportunities for leadership” during what could be a “sweet spot” in their careers.

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

SDG 8: Decent Work and Economic Growth

1. Target 8.5: 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’s core subject is the barrier to full and productive employment for older workers. Bob Epps’s story of applying for “over 100 jobs” without a single interview after being made redundant is a direct example of the failure to achieve this target for a specific demographic.
2. Target 8.8: Protect labour rights and promote safe and secure working environments for all workers…
   • The article mentions that the Australian Human Rights Commission (AHRC) received complaints about “workplace harassment aimed at encouraging retirement.” This is a direct violation of labour rights and contributes to an insecure working environment for older employees.

SDG 10: Reduced Inequalities

1. Target 10.2: By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age…
   • The article demonstrates a lack of economic inclusion for people over 50. The finding that “almost one quarter of HR professionals now classify workers aged 51 to 55 as ‘older'” shows a systemic barrier to inclusion based purely on age.
2. Target 10.3: Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies and practices…
   • This target is addressed through the discussion of “biases and stereotypes” and “recruitment decisions based on age.” The article references the “Age Discrimination Act” and the recommendations to implement “age-neutral job advertisements” and audit “AI resume screeners for biases,” which are actions aimed at eliminating discriminatory practices and ensuring equal opportunity.

SDG 5: Gender Equality

1. Target 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making…
   • The article points out that age-based biases impact women during what should be their career “sweet spot.” Lisa Annese notes that women in their 50s often have more freedom to “really pursue their career,” but face “unique biases” that can prevent them from accessing leadership opportunities, thus hindering their full and effective participation in economic life.

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

Indicators for SDG 8

• Labor force participation rate: The article explicitly states, “We won’t solve the productivity problem that Australia has [unless] we increase the labour force participation rate significantly.” This is a direct, measurable indicator of economic engagement.
• Unemployment rate by age group: While not stated as a specific statistic, the entire premise of the article, including Bob Epps’s experience and the report’s findings, implies that the unemployment or underemployment rate for workers over 50 is a key problem. This is a standard indicator for measuring employment.

Indicators for SDG 10

• Proportion of individuals reporting discrimination or harassment: The article mentions that the AHRC “had received hundreds of complaints in relation to the Age Discrimination Act.” The number of such complaints is a direct indicator of perceived discrimination.
• Proportion of employers with discriminatory attitudes: The article provides a specific data point that can serve as an indicator: “almost one quarter of HR professionals now classify workers aged 51 to 55 as ‘older’,” noting this has increased from “10 per cent… two years ago.” Tracking this percentage over time would measure progress in reducing discriminatory attitudes.

Indicators for SDG 5

• Proportion of women in senior and middle management positions, by age group: The article implies this is a relevant indicator by discussing how biases prevent women in their 50s from progressing in their careers during a potential “sweet spot.” Lisa Annese’s comment that the report lacked “gender-specific data” highlights the need for such indicators to understand the specific barriers women face.

4. Table of SDGs, Targets, and Indicators

Source: abc.net.au