Only 4 in 10 US workers have a ‘quality’ job, report says – HR Dive

Analysis of U.S. Job Quality in the Context of Sustainable Development Goals

Executive Summary: The State of Decent Work (SDG 8)

A recent report based on the American Job Quality Study reveals significant challenges to achieving Sustainable Development Goal 8 (Decent Work and Economic Growth) within the United States. The findings indicate that job quantity has not translated into universal job quality, a core tenet of sustainable economic development.

• Only four in 10 U.S. workers (40%) hold roles with the characteristics of “quality jobs,” which align with the principles of decent work, including fair pay, predictable schedules, and opportunities for career advancement.
• The study establishes a direct correlation between job quality and positive outcomes for workers and businesses, such as lower turnover, higher productivity, and stronger performance, reinforcing the economic case for pursuing SDG 8.
• Conversely, the absence of quality jobs for the majority of the workforce undermines the goal of achieving full and productive employment and decent work for all.

Socio-Economic Impact and Alignment with SDG 1 & SDG 3

The report’s findings on worker well-being highlight the interconnectedness of job quality with SDG 1 (No Poverty) and SDG 3 (Good Health and Well-being).

1. Financial Well-being (SDG 1): A substantial portion of the workforce faces financial instability. 29% of surveyed workers reported they are “just getting by” or “finding it difficult to get by,” indicating that their employment is insufficient to lift them securely out of economic vulnerability.
2. Health and Life Satisfaction (SDG 3): A stark contrast exists between workers with and without quality jobs. Those in quality employment report significantly higher job satisfaction (58% versus 23%), better health, and greater overall life satisfaction, directly contributing to the promotion of well-being for all.
3. Work-Related Stressors: A majority of workers (62%) lack stable, predictable, or controllable work schedules. This precarity is a major source of stress and disengagement, which negatively impacts mental and physical health, running counter to the objectives of SDG 3.

Gaps in Lifelong Learning and Skills Development (SDG 4)

The study identifies critical deficiencies in professional development, which are essential for achieving SDG 4 (Quality Education), particularly its targets related to lifelong learning and vocational skills.

• Only half of all employees reported participating in on-the-job training and education opportunities within the past year, revealing a significant gap in continuous skills development.
• Access to these opportunities is inequitable, with employees in larger organizations or those with more formal education being more likely to receive employer-provided training.
• Despite a recognized need for talent, many organizations have deprioritized training, hindering the workforce’s ability to adapt to technological changes and impeding progress toward a skilled and resilient labor market.

Worker Participation and Workplace Equality (SDG 10 & SDG 16)

The report underscores a disconnect between feeling respected and having meaningful influence, a key issue related to SDG 10 (Reduced Inequalities) and SDG 16 (Peace, Justice and Strong Institutions).

1. Lack of Influence: While 83% of workers feel respected, a majority feel excluded from key decisions affecting their work. This includes a lack of influence over pay and benefits (69%), technology adoption (55%), and working conditions (48%), indicating a failure to build inclusive and participatory institutions at the corporate level.
2. Generational Inequality: A widening gap in job satisfaction between older and younger workers points to systemic inequalities. The decline in satisfaction for workers under 25 suggests that current employment models are not sustainably meeting the needs of the next generation of the workforce.
3. Limited Autonomy: Although 71% of workers can decide how to carry out their work, the lack of control over scheduling for 62% of the workforce demonstrates a limited form of autonomy that fails to empower workers fully.

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 connects the quality of a person’s job directly to their health and life satisfaction, noting that workers in quality jobs report “better health and higher overall life satisfaction.” It also mentions that unpredictable work schedules can “drive stress.”
• SDG 4: Quality Education: The article discusses the importance of lifelong learning opportunities, specifically “on-the-job training and education opportunities,” and notes that only half of employees have participated in such programs. This relates to providing adults with skills for better employment.
• SDG 8: Decent Work and Economic Growth: This is the central SDG addressed. The entire article revolves around the concept of “quality jobs,” which is synonymous with “decent work.” It covers fair pay, predictable schedules, career growth, job satisfaction, and worker influence over their conditions.
• SDG 10: Reduced Inequalities: The article touches upon inequality by highlighting disparities in financial well-being, with 29% of workers “just getting by.” It also points to a “generational divide” in job satisfaction and a power imbalance where workers feel they have little influence over pay and benefits.

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

1. 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 by linking job quality to health outcomes, stating that poor job quality, such as unpredictable schedules, can “drive stress and disengagement,” which negatively impacts mental well-being.

2. 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. The article directly addresses this by pointing out that “only half of employees said they’ve participated in on-the-job training and education opportunities during the past year,” indicating a gap in adult skill development for career advancement.

3. 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’s core focus on “quality jobs” with “fair pay” and “opportunities for career growth” directly aligns with this target. The finding that only “Four in 10 U.S. workers have roles with the characteristics of ‘quality jobs'” shows the gap in achieving this goal.
   • Target 8.8: Protect labour rights and promote safe and secure working environments for all workers. The article highlights issues related to this target by reporting that “62% said they lack work schedules that are stable, predictable or controllable” and that a majority of workers feel they have less influence than they should over “pay and benefits (69%)” and “working conditions (48%),” which are key aspects of a secure and fair working environment.

4. SDG 10: Reduced Inequalities

   • Target 10.4: Adopt policies, especially fiscal, wage and social protection policies, and progressively achieve greater equality. The article implies a need for such policies by revealing significant financial disparity, where “29% said they’re ‘just getting by’ or ‘finding it difficult to get by.'” The lack of worker influence over pay also points to systemic inequalities that policies could address.

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

1. For SDG 3 (Target 3.4)

   • Implied Indicator: The correlation between job quality and health. The article states, “Workers with quality jobs report higher levels of job satisfaction (58% versus 23%), better health and higher overall life satisfaction.” This suggests that tracking the percentage of workers reporting good health, stratified by job quality, could be a measure.

2. For SDG 4 (Target 4.4)

   • Implied Indicator: The proportion of the adult workforce participating in job-related training. The article provides a direct statistic: “only half of employees said they’ve participated in on-the-job training and education opportunities during the past year.”

3. For SDG 8 (Targets 8.5 and 8.8)

   • Implied Indicator for Target 8.5: The proportion of the workforce in “quality jobs.” The article provides a baseline: “Four in 10 U.S. workers have roles with the characteristics of ‘quality jobs.'”
   • Implied Indicator for Target 8.5: The proportion of the working population experiencing financial difficulty. The article states, “29% said they’re ‘just getting by’ or ‘finding it difficult to get by.'”
   • Implied Indicator for Target 8.8: The proportion of workers with unstable or unpredictable schedules. The article specifies that “62% said they lack work schedules that are stable, predictable or controllable.”
   • Implied Indicator for Target 8.8: The proportion of workers who feel they have influence over their working conditions. The article notes that many workers feel they have less influence than they should over “working conditions (48%).”

4. For SDG 10 (Target 10.4)

   • Implied Indicator: The distribution of financial well-being among the working population. The survey results provide a measure: “29% said they’re ‘just getting by’ or ‘finding it difficult to get by,’ while 43% said they’re ‘doing okay’ and 27% are ‘living comfortably.'”

Summary Table of Findings

Source: hrdive.com