Report on Combating Ageism to Advance Sustainable Development Goals in the Workforce

Introduction: Ageism as a Barrier to Sustainable Development

Ageism presents a significant global challenge, undermining progress towards the United Nations Sustainable Development Goals (SDGs). As identified by the World Health Organization, age-based prejudice is pervasive, directly impeding the achievement of SDG 8 (Decent Work and Economic Growth) and SDG 10 (Reduced Inequalities). This report analyses the impact of ageism in the context of evolving workforce dynamics and proposes strategic interventions for organisations to foster inclusive environments that leverage the value of midlife employees, thereby aligning corporate practice with global sustainability targets.

Current Landscape: Demographic Shifts and Economic Realities

Several factors underscore the urgency of addressing ageism in the workplace. These trends highlight a growing disconnect between the value of experienced workers and prevailing corporate attitudes, which poses a risk to sustainable economic models.

• Global Prevalence: The World Health Organization reports that one in every two people holds ageist attitudes, indicating a systemic issue that requires targeted intervention to meet the inclusivity targets of SDG 10.
• Workforce Demographics: In the UK, workers over 50 are projected to constitute half of the workforce by 2030. Similarly, the share of Americans aged 65 and older in the workforce has reached historic highs. This demographic reality makes the integration of older workers essential for achieving SDG 8.
• Economic Necessity: Macroeconomic instability and insufficient retirement savings are compelling individuals to work later in life. This economic pressure necessitates the creation of decent work opportunities for all age groups.
• The Experience Paradox: Experienced workers are often mislabeled as “old and expensive,” a perception that contradicts the market’s stated priority to reskill and upskill talent. This bias prevents the full utilisation of human capital, hindering economic productivity.

The Strategic Value of Midlife Workers for SDG Achievement

Midlife employees represent a vital resource for organisational resilience and innovation. Their skills and attributes are directly aligned with the requirements for a sustainable and productive future of work.

• Core Competencies: Midlife workers often excel in core skills identified by the World Economic Forum, including resilience, flexibility, agility, leadership, and social influence. These skills are critical for navigating complex business environments and driving progress.
• Enhanced Health and Cognition: Contrary to stereotypes, recent data from the International Monetary Fund indicates significant improvements in the physical and cognitive health of older adults, making them more capable and productive than ever before.
• Contribution to Organisational Stability: Older workers are frequently reported to be more loyal and are proven leaders and communicators, contributing to a stable and well-mentored workforce, which is a cornerstone of SDG 8.

Recommendations for an Inclusive and Sustainable Workforce

To effectively combat ageism and harness the potential of the entire workforce, organisations should implement a multi-faceted strategy focused on structural, personal, and cultural transformation. This approach will advance key SDGs, including SDG 3 (Good Health and Well-being), SDG 4 (Quality Education), SDG 8 (Decent Work and Economic Growth), and SDG 10 (Reduced Inequalities).

1. Embrace Radical Rethinking of Employment Models

   Organisations must innovate beyond traditional employment structures to accommodate the needs of a multi-generational workforce. Introducing “silver internships” or project-based roles for experienced professionals allows businesses to benefit from specialised skills at a suitable cost while providing flexible, decent work. This model promotes lifelong learning (SDG 4) and productive employment (SDG 8).

2. Encourage Reframing of Professional Development

   Using techniques such as Narrative Practice, employees can be empowered to deconstruct limiting beliefs about their careers and “re-author” their professional narratives. This psychological approach fosters a growth mindset, enhances personal resilience, and supports the mental well-being objectives of SDG 3. For organisations, it unlocks the potential of employees who may feel stagnant, contributing to a more dynamic and engaged workforce in line with SDG 8.

3. Update Cultural Norms to Prioritise Psychological Safety

   A workplace culture that prioritises safety, co-regulation, and authenticity is essential for employee well-being and productivity. Informed by neuroscience research like the Polyvagal Theory, organisations can create environments where all employees, regardless of age, feel secure and valued. Such a culture directly supports SDG 3 by reducing workplace stress and fosters the inclusive conditions required by SDG 10, ultimately leading to higher engagement and productivity.

Analysis of SDGs, Targets, and Indicators

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

• SDG 3: Good Health and Well-being: The article discusses the mental and physical health of older workers, referencing workplace stress, the Polyvagal Theory for regulating health, and studies showing improved cognitive and physical fitness in older populations.
• SDG 8: Decent Work and Economic Growth: The central theme is ageism in the workforce, the economic necessity for older individuals to continue working, and the value they bring. It advocates for full, productive employment for all ages and creating safe, inclusive work environments.
• SDG 10: Reduced Inequalities: The article directly confronts ageism, which it calls a “global challenge.” It focuses on reducing inequality based on age by promoting the inclusion of midlife and older workers and challenging discriminatory perceptions and practices in employment.

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

• SDG 3: Good Health and Well-being

  • Target 3.4: “By 2030, reduce by one third premature mortality from non-communicable diseases through prevention and treatment and promote mental health and well-being.” The article supports this target by highlighting the issue of workplace stress, which affects mental well-being, and suggests solutions like applying the Polyvagal Theory to create safer, less stressful work environments that promote health.

• 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.” The article directly addresses this by advocating for the employment of “midlife workers—whether that’s late 40s, 50s and even 60s” and challenging the “old and expensive” stereotype, arguing for their value and contribution to the workforce.
  • Target 8.8: “Protect labour rights and promote safe and secure working environments for all workers…” The article connects to this target by proposing ways to “update cultural norms to prioritise safety and authenticity.” It discusses how creating a sense of safety, as described in the Polyvagal Theory, is essential for workers to thrive and be productive.

• SDG 10: Reduced Inequalities

  • Target 10.2: “By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age…” The entire article is framed around this target, aiming to combat ageism and empower “midlife employees.” It suggests practical steps like “silver internships” and “re-authoring” career narratives to ensure the economic inclusion of older workers.
  • Target 10.3: “Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory… policies and practices…” The article calls for a “radical rethink of existing employment models” to eliminate discriminatory practices against older workers. It identifies ageism as a key barrier to equal opportunity, citing the WHO’s finding that “every second person in the world is ageist.”

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 3 (Good Health and Well-being)

  • Measures of health in older populations: The article cites an IMF survey that provides specific health metrics: “a person aged 70 in 2022 had the same cognitive function as the average 53-year-old in 2000” and “70-year-olds boasted the same fitness as 56-year-olds 25 years ago based on grip strength and lung functionality tests.” These can be used to track progress in the health and well-being of the aging population.
  • Prevalence of workplace stress and disengagement: The article mentions that “disengaged employees affect not only company productivity, but also overall GDP,” implying that rates of employee engagement and stress can serve as indicators of workplace well-being.

• Indicators for SDG 8 (Decent Work and Economic Growth)

  • Labor force participation rate of older persons: The article provides statistics that serve as direct indicators, such as “the share of Americans aged 65 and older who remain in the workforce has reached historic highs” and the projection that in the UK, “over 50s will probably represent half of the country’s workforce by 2030.”
  • Retirement savings levels: The article points to the “median retirement account balance for US workers is a mere $10,000” as a reason for continued work, indicating the economic precarity that affects decent work and retirement prospects.

• Indicators for SDG 10 (Reduced Inequalities)

  • Proportion of the population reporting discriminatory attitudes: The article provides a clear indicator by citing the World Health Organization’s declaration that “every second person in the world is ageist.” Tracking this percentage over time would measure progress in reducing age-based discrimination.
  • Surveys on public perception of age: The article mentions a survey where “two in five survey participants… said Glastonbury would be better with fewer older attendees.” Such survey data on public attitudes can be used as an indicator to measure societal ageism.

4. Summary Table of SDGs, Targets, and Indicators

Source: europeanbusinessreview.com