Report on Age Inclusivity and its Alignment with Sustainable Development Goals in the UK Workforce

This report examines the challenges and opportunities presented by the United Kingdom’s aging population, focusing on the imperative to combat age discrimination and foster age-inclusive workplaces. These efforts are critical for achieving key United Nations Sustainable Development Goals (SDGs), particularly SDG 8 (Decent Work and Economic Growth) and SDG 10 (Reduced Inequalities).

Demographic Context and Recruitment Challenges

The UK’s demographic landscape is shifting, with a significant portion of the workforce comprising older individuals. This trend presents both a challenge and a strategic opportunity, especially for sectors facing recruitment difficulties, such as the charity sector.

• Individuals over 50 constitute more than 30% of the working-age population.
• The State Pension age is projected to rise, extending the working lives of many individuals.
• Concurrently, 40% of charities report recruitment struggles, with 57% of vacancies classified as hard to fill.

Tapping into the over-50s demographic is essential for filling skills gaps and ensuring organisational sustainability, directly contributing to SDG 8 by promoting productive employment for all.

Age Discrimination as a Barrier to SDG 10: Reduced Inequalities

Widespread age discrimination presents a significant obstacle to achieving SDG 10, which calls for the social and economic inclusion of all, irrespective of age. Data indicates that ageism is a prevalent issue in the UK employment market.

Key Discrimination Statistics:

• A study found that 38% of respondents had experienced age discrimination.
• This discrimination affects both ends of the age spectrum, with 41% of people over 40 and 31% of people under 30 reporting such experiences.
• Research indicates that the average age at which candidates are considered ‘too old’ for a role is 57, placing 4.2 million people in England and Wales at risk of discriminatory practices.

Addressing this form of inequality is fundamental to upholding the principles of SDG 10.3, which aims to ensure equal opportunity and eliminate discriminatory practices.

Embracing Age Diversity to Advance SDG 8: Decent Work and Economic Growth

Creating multi-generational teams is a strategic approach to fostering innovation and productivity, aligning with the objectives of SDG 8. The Equality Act provides a legal framework protecting employees from age discrimination, but proactive organisational strategies are required to realise the full benefits of an age-diverse workforce.

Benefits of a Multi-Generational Workforce:

• Diverse Perspectives: A wide range of experiences and knowledge enhances problem-solving and creativity.
• Innovation: A rich mix of skills and viewpoints can lead to new approaches and innovative solutions.
• Cross-Generational Learning: Two-way mentoring allows for the transfer of skills and knowledge between younger and older employees, supporting the principle of lifelong learning inherent in SDG 4 (Quality Education).

Recommendations for an Age-Inclusive Workplace Aligned with the SDGs

Organisations, particularly within the voluntary sector where 28% of employees are aged 55 and over, can take concrete steps to create an age-inclusive culture. The following recommendations provide a framework for action.

1. Adopt Age-Inclusive Recruitment Practices

   To comply with SDG 10.3, recruitment processes must be free from bias. This involves a critical review of language and imagery used in job advertisements and descriptions.

   • Avoid age-coded language such as ‘recent graduate’ or specifying a fixed number of years’ experience.
   • Focus job descriptions on the essential skills and knowledge required for the role.
   • Use imagery in recruitment materials that reflects a diverse range of age groups to ensure all potential candidates feel included.

2. Promote Flexible Working Arrangements

   Flexible working is a key enabler of decent work (SDG 8) and can also support gender equality (SDG 5) by accommodating caregiving responsibilities. Research shows a high demand for flexibility among older workers.

   • A study by the 50Plus Choices Employer Taskforce found that 72% of over-50s desire flexible work arrangements for a better work-life balance.
   • Organisations should clearly define and communicate available flexible working options in all recruitment communications.
   • To eliminate bias, it is recommended to discuss specific working arrangements only after a job offer has been accepted.

3. Utilise Best Practice Frameworks and Resources

   Organisations should leverage available resources to build their capacity for age inclusivity. Committing to national programmes demonstrates a tangible dedication to the principles of SDG 8 and SDG 10.

   • The Age-friendly Employer Pledge by the Centre for Ageing Better offers a structured programme for employers to demonstrate their commitment.
   • Resources such as the CIPD’s toolkit for age-inclusive recruitment and guidance from the Department for Work & Pensions provide practical advice for creating supportive and non-discriminatory workplaces.

Analysis of the Article in Relation to Sustainable Development Goals (SDGs)

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

• SDG 8: Decent Work and Economic Growth

  The article directly addresses issues of employment, recruitment, and workplace discrimination, which are central to SDG 8. It discusses the challenges faced by older workers in securing and maintaining employment, the need for inclusive recruitment practices, and the economic contribution of an age-diverse workforce.

• SDG 10: Reduced Inequalities

  The core theme of the article is ageism, a form of discrimination that leads to inequality. By focusing on tackling age discrimination in the workplace and promoting age-inclusive policies, the article aligns with SDG 10’s goal of empowering and promoting the social and economic inclusion of all, irrespective of age.

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

1. Under 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 connects to this target by highlighting the need to include older workers (over-50s) in the workforce. It points out that this demographic makes up over 30% of the working-age population and discusses the barriers they face, such as being considered “too old” for roles. The call to embrace age diversity and create an “age-friendly culture” directly supports the goal of achieving full and productive employment for all age groups.

   • Target 8.6: “By 2020, substantially reduce the proportion of youth not in employment, education or training.”

     Although the article’s main focus is on older workers, it explicitly mentions that age discrimination affects people “at both ends of the age scale.” It cites a study where “31% of people under 30” reported facing age discrimination. This barrier directly impacts the ability of young people to secure employment, connecting the issue to Target 8.6.

2. Under SDG 10: Reduced Inequalities
   • Target 10.2: “By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age…”

     This target is central to the article’s message. The entire discussion on “Tackling age discrimination” and “Embracing age diversity” is about promoting the economic inclusion of people regardless of their age. The article advocates for specific actions, such as avoiding ageist language and promoting flexible working, to ensure older workers are not excluded from employment opportunities.

   • Target 10.3: “Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies and practices…”

     The article directly addresses this target by identifying discriminatory practices in recruitment. It cites that “38% of respondents…said they had faced age discrimination” and points to the need to eliminate biased practices. The mention of the “Equality Act,” which protects employees from age discrimination, and the promotion of toolkits for “age-inclusive recruitment” are actions aimed at ensuring equal opportunity and eliminating discrimination.

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 provides several statistics that can serve as indicators to measure progress:

• Proportion of the population experiencing discrimination: The statistic that “38% of respondents…said they had faced age discrimination” is a direct indicator for measuring progress on Target 10.3. A reduction in this percentage over time would signify progress. This can be broken down by age group, as the article does for people over 40 (41%) and under 30 (31%).
• Employment rates by age group: The article mentions that “Over-50s make up more than 30% of the working-age population” and “28% of employees in the voluntary sector are aged 55 and over.” These figures serve as baseline indicators for Target 8.5. Tracking the employment rate of this demographic, especially in relation to their proportion of the working-age population, can measure progress in achieving full and productive employment.
• Perceptions of age barriers in hiring: The finding that “the average age at which candidates are considered ‘too old’ for a role is 57” is an indicator of prevailing biases. Tracking changes in this perceived age limit can measure shifts in employer attitudes and progress towards eliminating discriminatory practices (Target 10.3).
• Demand for and availability of flexible work arrangements: The statistic that “72% of over-50s in the UK want flexible work” is an indicator of need. Measuring the percentage of jobs that offer flexible working options can track how well employers are adapting to create more inclusive environments (Targets 8.5 and 10.2).

4. Table of SDGs, Targets, and Indicators

Source: charitydigital.org.uk