Most large companies today have specialised initiatives to focus on diversity and inclusion
Annual reports of some of the technology firms in the country, which have traditionally hired a large number of people, often speak about the diverse nature of people they have hired — from campuses to focus on women employees and more.
The Importance of Age Diversity
But one factor that doesn’t often get talked about when it comes to diversity is age.
At a broader level, in the US, where over 20% of the employees are over 50 years old today, SHRM in a report in 2023 said that about 30% of the employees who participated in a survey felt they were treated unfairly due to their age and over 70% said it made them feel like quitting their jobs. This is even more distressing because their data show that more people are wanting to work beyond traditional work years and are delaying retirement.
This is especially true in certain tech-based jobs where the dynamic changes in technology drive a need for constant learning and experimentation, and where knowledge of and comfort with the latest technology and tools sometimes trump experience.
Analytics India Magazine, based on its research, said on its website that many major tech firms in the country have fewer people above the age of 50, with some companies having less than 10% of employees who are above 50. Similar to the SHRM survey, it quoted a survey by JobBuzz that found a third of employees facing age-based discrimination in the country.
What’s new in this old issue?
First of all, the issue is not new. In fact, some global tech behemoths have even faced lawsuits regarding this.
What’s new now is the impact this could have on the spate of tech layoffs that many companies had been announcing in the wake of weaker global macroeconomic conditions, funding winter and slower growth forecasts.
The layoff trend has been visible in highly funded tech startups as well in some large IT services companies. In the meanwhile, the launch of generative AI tools and the widespread speculation about ChatGPT and how it can drive further productivity in many white collar jobs, including in coding, is also unleashing more uncertainty.
Upskilling over bias
From the companies’ point of view, it is important to be discerning about knowledge, skills and experience, and not use age as a point of bias, during either hiring or layoff decisions.
A learning attitude is not dependent on age, and experience can teach us some lessons that just technical skills cannot equip us with.
At the same time, for individuals, it is important to look at their skill sets in relation to technology shifts and to keep learning and unlearning. Even if someone is at a senior level with multiple people reporting to them, when it comes to taking decisions on new technologies, a level of understanding and appreciation of the emerging technology is important. From self-learning using online platforms to executive programmes offered by leading universities, there are many ways to develop this appreciation and understanding proactively.
Simultaneously, a sharp focus on financial planning and plans some people might have for latent entrepreneurship forays or expertise-based freelancing might help create more security.
The broader demographic shift
Globally, countries are seeing a gradual shift in demographics as more people age. This will have implications on broader policy requirements in terms of pensions, employment terms and more.
India, though a demographically younger country than many other nations, will over the next two or three decades also have more people above the age of 50 or 60 than before. Many of our current tech youngsters will be part of that cohort. The decisions we take now will have a long-term impact on how we look at age in tech roles.
SDGs, Targets, and Indicators
| SDGs | Targets | Indicators |
|---|---|---|
| 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. | Indicator 8.5.1: Average hourly earnings of female and male employees, by occupation, age group, and persons with disabilities. |
| SDG 10: Reduced Inequalities | Target 10.3: Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies, and practices and promoting appropriate legislation, policies, and action in this regard. | Indicator 10.3.1: Proportion of population reporting having personally felt discriminated against or harassed in the previous 12 months on the basis of a ground of discrimination prohibited under international human rights law. |
| SDG 4: Quality Education | 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. | Indicator 4.4.1: Proportion of youth and adults with information and communications technology (ICT) skills, by type of skill. |
1. Which SDGs are addressed or connected to the issues highlighted in the article?
SDG 8: Decent Work and Economic Growth
The article discusses the issue of age-based discrimination in the workplace, particularly in the tech industry. This connects to SDG 8, which aims to achieve full and productive employment and decent work for all individuals, regardless of their age.
SDG 10: Reduced Inequalities
The article highlights the discriminatory treatment faced by employees over the age of 50, indicating a form of inequality based on age. This aligns with SDG 10, which focuses on reducing inequalities of outcome and eliminating discriminatory practices.
SDG 4: Quality Education
The article mentions the need for individuals to continuously learn and upskill themselves to keep up with technological advancements. This relates to SDG 4, which emphasizes the importance of relevant skills, including technical and vocational skills, for employment and entrepreneurship.
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.
The article highlights the issue of age-based discrimination in the workplace, indicating a lack of full and productive employment for individuals over the age of 50. Achieving this target would involve eliminating age-based discrimination and ensuring equal opportunities for all age groups.
Target 10.3: Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies, and practices and promoting appropriate legislation, policies, and action in this regard.
The article discusses the discriminatory treatment faced by employees over the age of 50, indicating a need to reduce inequalities based on age. This target focuses on eliminating discriminatory practices and promoting appropriate legislation and policies to ensure equal opportunities for all individuals.
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.
The article emphasizes the importance of continuous learning and upskilling to keep up with technological advancements. Achieving this target would involve providing opportunities for individuals, regardless of their age, to acquire relevant 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?
The article does not explicitly mention any indicators related to the identified targets. However, potential indicators that can be used to measure progress towards these targets include:
– Indicator 8.5.1: Average hourly earnings of female and male employees, by occupation, age group, and persons with disabilities. This indicator can help assess whether there is equal pay for work of equal value across different age groups.
– Indicator 10.3.1: Proportion of population reporting having personally felt discriminated against or harassed in the previous 12 months on the basis of a ground of discrimination prohibited under international human rights law. This indicator can measure the prevalence of age-based discrimination in the workplace.
– Indicator 4.4.1: Proportion of youth and adults with information and communications technology (ICT) skills, by type of skill. This indicator can assess the level of relevant skills, including technical skills, among different age groups.
Overall, the article does not provide specific indicators but highlights the need to address age-based discrimination and promote continuous learning and upskilling for individuals of all ages.
4. SDGs, Targets, and Indicators
| SDGs | Targets | Indicators |
|---|---|---|
| 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. | Indicator 8.5.1: Average hourly earnings of female and male employees, by occupation, age group, and persons with disabilities. |
| SDG 10: Reduced Inequalities | Target 10.3: Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies, and practices and promoting appropriate legislation, policies, and action in this regard. | Indicator 10.3.1: Proportion of population reporting having personally felt discriminated against or harassed in the previous 12 months on the basis of a ground of discrimination prohibited under international human rights law. |
| SDG 4: Quality Education | 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. | Indicator 4.4.1:
Behold! This splendid article springs forth from the wellspring of knowledge, shaped by a wondrous proprietary AI technology that delved into a vast ocean of data, illuminating the path towards the Sustainable Development Goals. Remember that all rights are reserved by SDG Investors LLC, empowering us to champion progress together. Source: m.economictimes.com
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