10. REDUCED INEQUALITIES

How to Age-Proof Your Career as Workplace Ageism Increases

How to Age-Proof Your Career as Workplace Ageism Increases
Written by ZJbTFBGJ2T

How to Age-Proof Your Career as Workplace Ageism Increases  Kiplinger’s Personal Finance

How to Age-Proof Your Career as Workplace Ageism Increases

Age discrimination is rising along with increase of older employees

Over the past two decades, the median age in the U.S. has continued to rise even as overall labor force participation is projected to decrease. By 2030, adults 75 and over are the only workforce group projected to increase in the U.S., growing 96.5%, according to the Bureau of Labor Statistics.

However, as an increasing number of older employees are continuing their careers for longer and are returning to the workforce, ageism has become a rising issue. In fact, an AARP poll found that 78% of U.S. employees 50 years or more have seen or experienced age discrimination in their workplace — the highest level in 20 years.

What can you do to age-proof your career?

Combating ageism is not just a matter of being “fair” to employees — it’s critical in order to build a vibrant, adaptable, effective workforce. Unfortunately, while many employers realize the benefits of a balanced workforce, ageism remains a growing issue and one that is very difficult to root out despite legal protections. There are, however, some important habits you can develop now that will contribute to your career longevity and help you protect against age discrimination in the future:

  1. Network and stay in touch.
    • Building a robust network gives you access to valuable insights and advice while also enhancing your visibility and credibility in your industry, leading to new opportunities, resources and potential job avenues and offers.
    • Expand your horizons and make a conscious effort to engage with a range of professionals in your industry across many generations.
    • Attend online organizations, webinars, and events that allow you to share ideas with colleagues and peers from around the world with minimal effort.
    • Network in social situations such as your local gym or community groups.
  2. Share what you know.
    • Find what you are passionate about and share it with others, cultivating something that is completely yours and that showcases your insights or skills.
    • Create something that transcends your job role and demonstrates who you are.
    • Use platforms like LinkedIn to share information and contribute to your industry.
  3. Always be learning.
    • Take advantage of courses and training to ensure you are not just keeping up with technological advancements, but are surpassing them.
    • Show your desire to learn new skills and programs to defy stereotypes of older workers in the workplace.

An extended work landscape is here to stay

Rapid advances in longevity medicine combined with a proactive approach to personal health have shattered preconceptions about aging. As individuals intensify their focus on preventive care and extend better health and vitality to later years, there is often a corresponding desire to continue contributing professionally even beyond the traditional retirement age. Leveraging accumulated experience and skills is a collective investment necessary for any competitive workforce.

Fortunately, with strategic foresight and relentless career development, we can all ensure that no matter our age we can continue making impactful, respected contributions throughout our professional journey.

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This article was written by and presents the views of our contributing adviser, not the Kiplinger editorial staff. You can check adviser records with the SEC or with FINRA.

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
  • SDG 10: Reduced Inequalities

The article discusses ageism in the workplace and the need for a balanced workforce that includes employees of all ages. This aligns with SDG 8, which aims to promote sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all. It also connects to SDG 10, which focuses on reducing inequalities within and among countries, including age-based discrimination.

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.
  • 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 emphasizes the importance of combating ageism in the workplace and creating a balanced workforce that values employees of all ages. This aligns with Target 8.5 of SDG 8, which aims to achieve full and productive employment and decent work for all individuals. It also relates to Target 10.3 of SDG 10, which focuses on reducing inequalities of outcome by eliminating discriminatory practices and promoting inclusive policies.

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 10.3.1: Proportion of the 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.

The article does not explicitly mention specific indicators. However, to measure progress towards Target 8.5 and Target 10.3, relevant indicators could include average hourly earnings of employees across different age groups and occupations (Indicator 8.5.1) and the proportion of the population reporting age-based discrimination or harassment (Indicator 10.3.1).

Table: 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. 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 the 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.

Copyright: Dive into this article, curated with care by SDG Investors Inc. Our advanced AI technology searches through vast amounts of data to spotlight how we are all moving forward with the Sustainable Development Goals. While we own the rights to this content, we invite you to share it to help spread knowledge and spark action on the SDGs.

Fuente: kiplinger.com

 

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

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