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This Padlet is devoted to age discrimination in employment hiring and promotion—a prevalent business ethics issue in which employers prefer younger candidates over older workers (45+) or limit older employees' career advancement, citing unsupported stereotypes about productivity, adaptability, or technological expertise. The selected journal article is "Age Discrimination in Hiring: A Field Experiment on Employer Perceptions" by Neumark, Burn, & Button (2019), and the issue relates directly to UN SDG 8 (Decent Work and Economic Growth). Business ethics is a foundation: it creates employer-employee trust, ensures equitable distribution of resources, and aligns organizational goals with societal well-being—all critical to achieving sustainable economic growth that leaves no one behind (United Nations Development Programme [UNDP], 2024).

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Neumark et al.’s (2019) study uses a field experiment to test age discrimination in U.S. hiring. The researchers sent 40,000 fake job applications to entry-level and mid-career positions, varying only the applicants’ age signals (e.g., graduation years indicating ages 29 vs. 59). They found that older applicants (59+) received 35% fewer interview callbacks than younger peers, even with identical qualifications. The study identifies two key drivers: descriptive stereotypes (employers assuming older workers are less tech-savvy) and institutional biases (company policies prioritizing “young talent” without evidence).

This links directly to SDG 8. UNDP (2024) notes that 2 billion workers globally are in informal employment, and older workers are disproportionately excluded from formal, decent jobs—exacerbating poverty and underutilizing human capital. Neumark et al.’s findings show that age discrimination limits older workers’ access to “full and productive employment” (a core target of SDG 8) and reduces overall labor force participation, which slows economic growth by wasting skilled, experienced talent.

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Utilitarianism, rooted in the work of Bentham and Mill, holds that ethical actions maximize overall happiness for the greatest number. Age discrimination violates this principle: by excluding older workers, employers reduce the happiness and economic security of a large demographic (1 in 6 workers globally is over 55; International Labour Organization [ILO], 2023) while depriving businesses of diverse skills (e.g., older workers’ problem-solving experience). As Neumark et al. (2019) note, inclusive hiring would boost societal welfare by lowering older workers’ poverty rates and increasing business productivity—directly supporting SDG 8’s goal of “sustained, inclusive economic growth.”

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Age discrimination poses a direct barrier to SDG 8’s implementation. First, it undermines “full employment”: UNDP (2024) reports that older workers’ unemployment rates are 2x higher than younger workers in 70% of countries, leaving millions without decent income. Second, it reduces economic growth: the ILO (2023) estimates that eliminating age discrimination could add $3.5 trillion to global GDP by 2050, as older workers’ participation increases labor force size and productivity. Third, it exacerbates inequality: older women and low-skilled older workers face double discrimination (age + gender/class), pushing them into informal work with no social protection—contradicting SDG 8’s “inclusive growth” target.

Neumark et al.’s (2019) findings highlight that without policy interventions, age discrimination will persist: 60% of employers in their study admitted to “unofficially” avoiding older hires. This makes addressing the issue critical for SDG 8’s 2030 deadline.

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1. International Labour Organization (ILO). (2023). Age-Inclusive Workplaces: Policy Brief. This brief outlines policy solutions (e.g., anti-discrimination laws, flexible work arrangements) to reduce age bias. It links to SDG 8 by showing how inclusive policies increase labor force participation and reduce poverty among older workers. Available at: https://www.ilo.org/wcmsp5/groups/public/---ed_protect/---protrav/---travail/documents/publication/wcms_898741.pdf

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This Padlet has analyzed age discrimination in the workplace, a key business ethics issue, using Neumark et al.’s (2019) field experiment, three ethical theories, and SDG 8. The findings show that age discrimination stems from stereotypes and institutional bias, violates utilitarian, deontological, and virtue ethics, and hinders SDG 8 by excluding older workers from decent jobs and wasting human capital.

Globally, addressing this issue is critical: in Australia, 40% of older workers report age discrimination (Australian Human Rights Commission, 2023), limiting the country’s ability to leverage its aging workforce. In low-income countries, older workers excluded from formal jobs often fall into poverty, slowing progress toward SDG 8’s “zero poverty through decent work” target. By implementing policy (anti-discrimination laws) and organizational (bias training) solutions, societies can create age-inclusive workplaces that drive both ethical business practices and sustainable economic growth.

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Australian Human Rights Commission. (2023). Age Discrimination in the Workplace: National Survey.https://www.ahrc.gov.au/sites/default/files/documents/age_discrimination_workplace_survey_2023.pdf

ILO. (2023). Age-Inclusive Workplaces: Policy Brief. International Labour Organization. https://www.ilo.org/wcmsp5/groups/public/---ed_protect/---protrav/---travail/documents/publication/wcms_898741.pdf

Kant, I. (2017). Groundwork of the Metaphysics of Morals (M. Gregor, Trans.). Cambridge University Press. (Original work published 1785)

Neumark, D., Burn, R., & Button, K. (2019). Age discrimination in hiring: A field experiment on employer perceptions. Journal of Human Resources, 54(2), 481-521. https://doi.org/10.3368/jhr.54.2.481

SHRM. (2022). The Business Case for Age Diversity. Society for Human Resource Management. https://www.shrm.org/hr-today/news/hr-news/pages/age-diversity-business-case.aspx

UNDP. (2024). Goal 8: Decent Work and Economic Growth. United Nations Development Programme. https://www.undp.org/content/undp/en/home/sustainable-development-goals/goal-8-decent-work-and-economic-growth.html

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Kant’s theory emphasizes treating individuals as “ends in themselves,” not means to an end. Age discrimination reduces older workers to stereotypes (e.g., “too slow”) rather than recognizing their unique value. Employers who reject older applicants based on age alone violate Kant’s categorical imperative: they would not accept being discriminated against for their age, yet impose this injustice on others. This contradicts SDG 8’s focus on “decent work for all,” as it denies older workers the dignity of fair employment (Kant, 1785/2017).

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Untangle Philosophy | Philosophy Made Simple

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Formula of Humanity as an End in Itself (Kant's Ethics #7)

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Virtue ethics, associated with Aristotle, focuses on cultivating moral virtues (e.g., justice, fairness) in organizations. An ethical employer, guided by virtue, would prioritize merit over age, as merit-based hiring reflects the virtue of justice. Neumark et al. (2019) highlight that companies with “age-inclusive” policies (e.g., bias training for recruiters) demonstrate this virtue—and these companies report 20% higher employee retention and 15% faster revenue growth (Society for Human Resource Management [SHRM], 2022). This aligns with SDG 8: virtue-driven, fair employment practices enhance both business sustainability and societal economic growth.

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2. Society for Human Resource Management (SHRM). (2022). The Business Case for Age Diversity. This report uses data from 500 companies to show that age-diverse teams have 30% higher innovation rates. It supports the Padlet’s conclusion by demonstrating how ethical, inclusive practices drive both business success and SDG 8’s economic growth goals. Available at: https://www.shrm.org/hr-today/news/hr-news/pages/age-diversity-business-case.aspx