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Supporting Articles:

"Exploring the Concepts of Decent Work Through the Lens of SDG 8" highlights pervasive gender discrimination, wage disparities, and the underrepresentation of women in leadership, which hinder inclusive economic growth​.

"SDG8: Sustainable Economic Growth and Decent Work for All" underscores the importance of gender equality in achieving economic development goals​.

Analysis:
Gender equality is central to SDG 8, as it not only improves individual rights but also enhances economic productivity and societal welfare. Addressing gender inequities is a critical step toward achieving fair and inclusive workplaces globally.

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Sustainable Development Goal 8 (SDG8), part of the United Nations' 2030 Agenda for Sustainable Development, seeks to promote sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all. It emphasizes creating opportunities for all individuals to work in conditions that are safe, fair, and equitable, while respecting human rights and environmental sustainability. SDG8 is particularly critical in addressing global inequalities, ensuring social inclusion, and driving progress toward economic resilience.

In this padlet, we conducted a in-depth research into the SDG8. First, we compiled a glossary of keywords and terms related to SDG8 and business ethics evaluations, along with their definitions and sources of information. For example, Decent Work emphasizes a safe, fair, and respectful work environment to ensure human rights and fair wages.

Next, we summarized the content of our group’s journal articles, which primarily focus on the challenges SDG8 faces globally, such as gender discrimination and international cooperation. Other issues include combating factory exploitation and protecting human rights. From these journal articles, we identified shared business ethics themes, including gender equality, labor exploitation, sustainable economic growth, human rights protection, and international collaboration.

Through our collective research, we discovered ethical challenges in underdeveloped regions based on UN and global data analysis. These include employment discrimination against women, declining wages, and serious deficiencies in human rights protection. A typical example is the issue of Bangladeshi sweatshops, which is in stark contrast to SDG8's concept of Decent Work.

In this context, we believe that theories from our class, such as utilitarianism, Kantian ethics, and virtue ethics, can provide solutions to real-world challenges like gender discrimination, social equity, and labor exploitation. SDG8 (Decent Work and Economic Growth) is one of the goals in the UN’s 2030 Sustainable Development Agenda. It aims to promote inclusive and sustainable economic growth, achieve full and productive employment, and provide decent working conditions for all. Pursuing SDG8 can help address employment discrimination against women, mitigate labor exploitation, and improve human rights protection.

After theoretical and data analysis, we proposed several measures to address real-world business ethics challenges. These include legislation, corporate social responsibility programs, business ethics education, collaborative decision-making, and ethical leadership training.

Finally, this article also explores employment positions related to SDG8 and business ethics issues, such as Green Building Engineer and Green and Low-Carbon Research Position. Additional resources, such as the article Consumer attitudes towards luxury fashion apparel made in sweatshops, are provided for a deeper understanding of these issues.

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Decent work embodies employment opportunities that respect the rights and dignity of workers while ensuring a balance between productivity and personal well-being. It entails fair wages that support a living standard, adequate working conditions, social security, freedom of expression in labor matters, and equal opportunity regardless of gender, age, or ethnicity. The International Labour Organization (ILO) emphasizes decent work as a cornerstone for sustainable economic development.

Example: Decent work is exemplified by jobs that not only provide a steady income but also include paid leave, health benefits, and career advancement opportunities, promoting long-term job satisfaction and security.

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Labor rights decline refers to the erosion or weakening of fundamental rights in the workplace, such as the right to organize, collectively bargain, and work in safe environments. It can result from deregulation, globalization, or corporate practices prioritizing profit over ethics. This decline affects vulnerable populations the most, leading to exploitation, economic disparity, and reduced workforce morale.

Example: In industries where union activity is suppressed, workers often experience longer hours, lower pay, and fewer safety protections, indicative of labor rights decline.

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The gender employment gap highlights disparities in workforce participation, pay, and career opportunities between men and women. Rooted in systemic biases, discriminatory practices, and societal norms, this gap often perpetuates economic inequalities and undermines women’s contributions to economic growth. Efforts to reduce this gap include legislative actions, workplace diversity programs, and education initiatives.

Example: Women often face barriers such as limited maternity leave policies and underrepresentation in leadership roles, contributing to a persistent gender employment gap.

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Precarious work describes employment situations lacking stability, protections, or long-term guarantees. It is characterized by temporary contracts, part-time hours, or freelance arrangements, leaving workers exposed to income volatility and without access to benefits like pensions, health insurance, or unemployment support.

Example: Many delivery drivers and online platform workers operate under precarious work arrangements, where their income depends on fluctuating demand and they bear all risks.

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This term refers to unsafe or unstable work environments where employees are at risk of exploitation, physical harm, or financial instability. Such conditions often include poor safety standards, inadequate equipment, excessive working hours, and low wages. They disproportionately affect workers in low-regulation industries or informal economies.

Example: Construction workers in developing countries often face precarious working conditions, such as unsafe scaffolding and a lack of personal protective equipment.

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Sweatshops are workplaces, typically in labor-intensive industries like garment manufacturing, where workers endure extreme exploitation. This includes excessively low wages, unreasonably long hours, and hazardous environments. These workplaces are often found in regions with weak labor regulations, reflecting inequalities in global supply chains.

Example: The infamous 2013 Rana Plaza disaster in Bangladesh, where over 1,100 workers died due to unsafe conditions, underscored the ethical failures of sweatshops.

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This concept addresses the moral responsibilities of corporations to ensure ethical practices at every stage of their supply chains. It includes monitoring for fair wages, safe working conditions, and the elimination of forced and child labor. Ethical supply chains are essential for achieving sustainable development and preventing human rights abuses.

Example: A company might establish rigorous audits of its suppliers to ensure compliance with ethical labor standards, thus improving global supply chain ethics.

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CSR is a business model in which companies integrate social and environmental concerns into their operations and interactions with stakeholders. Beyond philanthropy, it involves ethical labor practices, sustainable resource management, and community engagement, contributing to a company’s accountability and societal impact.

Example: A multinational corporation adopting CSR might invest in renewable energy projects, provide scholarships for disadvantaged youth, and offer employees fair wages and benefits.

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Ethical leadership involves guiding an organization with principles of fairness, transparency, and respect for employees and other stakeholders. Ethical leaders model integrity, create inclusive workplaces, and ensure that business decisions prioritize societal and environmental well-being.

Example: An ethical leader would implement anti-discrimination policies and ensure a living wage for all employees, even in challenging economic conditions.

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Utilitarianism in the workplace applies the principle of maximizing happiness and minimizing harm to employment decisions. This ethical approach prioritizes policies that enhance the overall well-being of employees and stakeholders, even if it requires trade-offs or sacrifices from some individuals.

Example: A company may adopt flexible working hours to improve employee satisfaction, knowing this policy might slightly reduce productivity in the short term but benefit the majority in the long term.

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The labor footprint measures the ethical dimensions of labor practices associated with producing goods and services. It accounts for factors such as the prevalence of forced labor, child labor, low wages, and unsafe conditions within supply chains. Transparent labor footprint reporting encourages accountability and ethical consumerism.

Example: Ethical certification labels like Fair Trade provide insight into a product’s labor footprint, helping consumers make informed choices.

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Time sovereignty refers to the degree of control individuals have over their schedules, including the balance between work, personal life, and leisure. It emphasizes autonomy in time management and is a critical factor in achieving well-being and sustainability in work environments.

Example: Flexible work-from-home policies during the pandemic allowed many employees to exercise greater time sovereignty by balancing professional and personal responsibilities.

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1. "Exploring the Concepts of Decent Work Through the Lens of SDG 8: Addressing Challenges and Inadequacies"

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1. "Exploring the Concepts of Decent Work Through the Lens of SDG 8: Addressing Challenges and Inadequacies"

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Link: Frontiers in Sociology

Findings: This article examines the concept of decent work within SDG 8, identifying significant gaps such as gender disparities, exploitation in informal sectors, and inadequate integration of environmental sustainability. The study emphasizes the need for robust policies to address systemic inequalities and create fair, secure, and sustainable employment opportunities, urging both global and local efforts to reduce inequities and enhance job quality.

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Frontiers | Exploring the concepts of decent work through the lens of SDG 8: addressing challenges and inadequacies

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Promoting decent work and sustainable economic growth within the framework of Sustainable Development Goal 8 (SDG 8) entails addressing gender inequality, th…

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2. "SDG8: Sustainable Economic Growth and Decent Work for All"

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2. "SDG8: Sustainable Economic Growth and Decent Work for All"

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Link: EBSCO Resource

Findings: This book offers a comprehensive evaluation of the historical and contemporary implementation of SDG 8. It discusses how labor market trends have evolved, stressing the importance of international coordination to meet employment goals. The study highlights strategies to combat income inequality, improve working conditions, and ensure global sustainability through inclusive growth mechanisms.

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SDG8 : sustainable economic growth and decent work for all / Madhavi Venkatesan, Giuliano Luongo. | EBSCOhost

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3. "From ‘Decent Work and Economic Growth’ to ‘Sustainable Work and Economic Degrowth’: A New Framework for SDG 8"

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3. "From ‘Decent Work and Economic Growth’ to ‘Sustainable Work and Economic Degrowth’: A New Framework for SDG 8"

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Link: Empirica

Findings:  This article critiques GDP-centric growth models, proposing a paradigm shift to degrowth policies that focus on social and environmental welfare rather than economic expansion. The authors suggest replacing traditional economic indicators with metrics that better reflect sustainable development, including equitable global resource distribution and long-term societal well-being.

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From “Decent work and economic growth” to “Sustainable work and economic degrowth”: a new framework for SDG 8 - Empirica

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The sustainable Development Goal (SDGs) have successfully raised awareness and built momentum for taking collective action, while also remaining uncritical of the central causes of the environmental crises – economic growth, inequality, and overconsumption in the Global North. We analyse SDG 8 “Decent Work and Economic Growth” from the perspective of strong sustainability – as phenomena, institutions and ideologies – and find that it does not fit the criteria of strong sustainability. Based on this observation, we propose a novel framework for SDG8 in line with strong sustainability and the latest scientific research, “Sustainable Work and Economic Degrowth”, including a first proposal for new sub-goals, targets and indicators. This encompasses an integrated systems approach to achieving the SDGs’ overalls goals – a sustainable future for present and future generations. The key novel contributions of the paper include new indicators to measure societies’ dependence on economic growth, to ensure the provisioning of welfare independent of economic growth.

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4. "Australian Managers’ Experience of Global Human Rights Issues"

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4. "Australian Managers’ Experience of Global Human Rights Issues"

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Link: Emerald Insight

Findings: The study explores ethical dilemmas faced by Australian managers in global operations, particularly regarding child labor, unsafe working conditions, and discrimination. The authors highlight the difficulties of enforcing human rights standards in diverse cultural and regulatory contexts, emphasizing the need for stronger corporate policies and government interventions to address these challenges effectively.

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Australian managers’ experience of global human rights issues | Emerald Insight

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Australian managers’ experience of global human rights issues - Author: Kerry Lynne Pedigo, Verena Mary Marshall

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5. "Sweatshop Labour Practices: The Bottom Line to Bring Change to the New Millennium – Case of the Apparel Industry"

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5. "Sweatshop Labour Practices: The Bottom Line to Bring Change to the New Millennium – Case of the Apparel Industry"

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Link: Humanomics Journal

Findings: This article examines the persistence of sweatshop labor in the apparel industry, characterized by poor wages, unsafe environments, and exploitation of vulnerable populations, including women and children. It critiques the inefficiency of self-regulatory practices and advocates for stricter regulatory measures, consumer awareness campaigns, and transparent labor policies to reduce such abuses.

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Sweatshop Labour Practices: The Bottom Line to Bring Change to the New Millennium Case of the Apparel Industry | Emerald Insight

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Sweatshop Labour Practices: The Bottom Line to Bring Change to the New Millennium Case of the Apparel Industry - Author: Nadeem M. Firoz, Caren R. Ammaturo

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Supporting Articles:

"Sweatshop Labour Practices: The Bottom Line to Bring Change to the New Millennium" provides a detailed examination of exploitative practices in the apparel industry, including child labor, low wages, and unsafe working conditions​.

"Australian Managers’ Experience of Global Human Rights Issues" documents challenges such as unsafe environments and unethical practices in global supply chains​.

Analysis:
Sweatshops represent one of the starkest failures to provide decent work. Labor exploitation diminishes human dignity and perpetuates systemic inequality. Combatting these practices requires stricter enforcement, transparency, and global advocacy for ethical labor standards.

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Tensions Between Environmental Sustainability and Economic Growth

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Tensions Between Environmental Sustainability and Economic Growth

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Supporting Articles:

"From ‘Decent Work and Economic Growth’ to ‘Sustainable Work and Economic Degrowth’" critiques GDP-focused growth strategies and proposes degrowth frameworks prioritizing environmental sustainability​.

"Exploring the Concepts of Decent Work Through the Lens of SDG 8" examines the environmental costs of unchecked economic expansion and highlights the need for more sustainable policies​.

Analysis:
The pursuit of economic growth often conflicts with environmental sustainability, underscoring the need to shift from growth-centric models to ones that prioritize ecological and social welfare. Balancing these priorities is essential for long-term development.

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Supporting Articles:

"Exploring the Concepts of Decent Work Through the Lens of SDG 8" highlights the vulnerability of informal economy workers who lack legal protection and social security​.

"Australian Managers’ Experience of Global Human Rights Issues" reflects on ethical dilemmas faced in informal labor markets, where exploitation is rampant​.

Analysis:
Informal economies often operate outside legal and ethical frameworks, leaving workers exposed to exploitation. Strengthening policies to provide protections and benefits to these workers is key to fostering equitable labor markets.

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The Role of Policy and Global Collaboration

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The Role of Policy and Global Collaboration

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Supporting Articles:

"SDG8: Sustainable Economic Growth and Decent Work for All" calls for robust international cooperation and policy reforms to improve labor conditions worldwide​.

"Australian Managers’ Experience of Global Human Rights Issues" highlights the importance of policy frameworks to address global human rights challenges in labor markets​.

Analysis:
Achieving SDG 8 goals requires comprehensive policy implementation and international collaboration. Stronger enforcement mechanisms and global partnerships are critical to ensuring fair labor practices and sustainable development.

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The SDG8 promotes decent employment, which means providing a working environment that is safe, equal, respectful of human rights and fairly paid. However, many countries are failing to meet this standard, resulting in discrimination against women seeking work, businesses not complying with labor rights to squeeze employees, and employees at risk of injury due to unsafe working conditions. This challenge not only affects the well-being of employees, but also poses a threat to the sustainability of the global economy.

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In 2023, the global unemployment rate was reduced to 5%, marking the lowest level in years; however, the employment situation for women remained concerning. According to the United Nations (2023), North Africa and West Asia exhibited the largest gender gap in employment ratios at 9.5%. This highlights that in less developed regions, many women remain unemployed, lacking access to basic labor protections and social security.

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In addition, the problem of wage inequality is also quite serious. According to the International Labor Organization (2023), the gap in monthly income between different countries is extremely large. For example, the minimum monthly salary in Burundi is only $1.70, while in Australia it reaches $2,442. The statistics show that a significant number of people in underdeveloped countries have incomes below the minimum income standard required for a decent life.

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Finally, it is essential to note that the significant decline in labor rights plagues all regions, worsening the prospects for social justice. According to the United Nations (2023), all regions, except Oceania, experienced a decline in labor rights compared to 2015. For instance, East and Southeast Asia saw the largest decline, from 6.72 to 7.29, while Europe and North America experienced a decline from 1.59 to 1.87. This trend has been driven by increasing corporate encroachment and restrictions on labor power, particularly in the areas of unionization and bargaining power.

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In real life, the issue of sweatshops in Bangladesh is a classic case for discussing SDG8, particularly with regard to the balance between decent work and economic growth. the Rana Plaza collapse in Dhaka in 2013, which killed more than 1,100 people, revealed extremely poor working conditions in the garment industry: workers were underpaid, worked excessive overtime, and were subjected to serious safety risks. The incident highlighted the neglect of labor rights in global supply chains, contrasting with the SDG8's goal of promoting decent work and safe employment environments, and prompted the international community to increase its focus on sustainable supply chain management.

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Governments should enact and enforce strong labor laws. Nations like Norway and Finland have effective gender equality laws, reducing pay gaps and increasing labor force participation. Such laws hold employers accountable and create a just work environment. International cooperation, led by the ILO through treaties like the Convention on Decent Work, is also crucial for setting and implementing global labor standards.

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2. Corporate Social Responsibility (CSR) Programs

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2. Corporate Social Responsibility (CSR) Programs

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Companies should proactively adopt CSR programmes that focus on promoting ethical employment practices. By investing in employee well - being, such as providing fair wages, safe working conditions, and career development opportunities, companies can improve productivity and reputation. This not only benefits the employees but also satisfies consumers who increasingly prefer ethical brands, thereby increasing overall social welfare.

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Business schools and companies should integrate virtue ethics into education and training. Business schools can include courses on ethical leadership and workplace virtues. By cultivating these virtues among employees, a more ethical work culture can be created, reducing the occurrence of unethical practices.

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Utilitarianism supports involving all relevant parties for the common good. Companies should establish platforms for stakeholders, including employees, unions, and civil society organizations, to engage in decision - making processes. Through such engagement, companies can better understand the diverse needs and concerns of different groups and make more balanced decisions. This can lead to solutions that consider the well - being of all, such as jointly developing codes of conduct for labor practices that are acceptable to both employers and employees.

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Leaders should be trained to understand and apply ethical theories. They should lead by example, make full use of Kantian ethics, and respect the rights and dignity of their employees. At the same time, they should behave in a utilitarian manner and make decisions that benefit the organisation and society as a whole. They should also encourage a culture of open communication and feedback inspired by the virtues of ethics to ensure that ethical issues are addressed in a timely manner within the organisation.

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1, Staff Attorney, Disability Advocacy Project

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1, Staff Attorney, Disability Advocacy Project

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Position Summary:

Legal Services NYC (LSNYC) seeks a Tenant Rights Coalition (TRC) Deputy Director to join Staten Island Legal Services (SILS). This role focuses on protecting tenants' rights, preventing displacement, preserving affordable housing, and empowering tenant groups. The Deputy Director will manage day-to-day operations, supervise legal staff, oversee litigation strategies, engage with community organizations, and lead outreach efforts. They will also contribute to LSNYC’s mission of social, economic, and racial justice for low-income populations.

Connection to SDG 8:

This role directly contributes to SDG 8 (Decent Work and Economic Growth) by addressing systemic barriers to economic stability for vulnerable populations. The advocacy work prevents evictions, combats housing discrimination, and supports equitable access to affordable housing, enabling individuals and families to maintain economic security. Additionally, the collaboration with grassroots organizations and training initiatives empowers communities and strengthens local economies, fostering inclusive and sustainable growth.

Tenants Rights Coalition (n.d.). Staff Attorney,Disability Advocacy Project https://www.glassdoor.com/Overview/Working-at-Legal-Services-NYC-EI_IE464009.11,29.htm

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Position Summary:

The Technical Officer position is based at the ILO Country Office for Nigeria, Ghana, Liberia, and Sierra Leone (CO-Abuja) in Abuja, Nigeria. This role focuses on providing technical support in the areas of employment and labour migration, with responsibilities that include program planning, activity implementation, and reporting. The incumbent will develop strategies for employment and labour migration policy frameworks, offer technical guidance, and coordinate with regional and global ILO specialists. The role aims to address employment challenges, promote decent work, and support labour migration initiatives aligned with ILO standards and frameworks.

Connection to SDG 8:

This position directly contributes to Sustainable Development Goal 8: Decent Work and Economic Growth by supporting the development and implementation of policies that create productive employment opportunities and enhance labour mobility. The role emphasizes decent work for migrant and refugee workers, fostering inclusive labour markets and equitable economic growth. Through capacity-building, policy development, and stakeholder engagement, the Technical Officer plays a vital role in advancing sustainable employment solutions across the region.

Employment Policy and Labour Migration Officer （5 November 2024）Technical Officer https://jobs.ilo.org/job/Abuja-Employment-Policy-and-Labour-Migration-Officer/1138576901/

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3, Temporary Corporate Social Responsibility Assistant

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3, Temporary Corporate Social Responsibility Assistant

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Position Summary:

The Temporary Corporate Social Responsibility (CSR) Assistant will support the Senior Director of CSR/Pro Bono Counsel and the CSR Specialist in implementing and enhancing the firm’s CSR and Pro Bono initiatives. This part-time hybrid role (20-30 hours per week, with potential for full-time) involves managing communication, tracking metrics, coordinating sponsorships, and maintaining records. The position fosters collaboration with internal teams, such as Diversity, Equity, and Inclusion (DEI), and contributes to promoting the firm’s CSR and pro bono programs internally and externally.

Connection to SDG 8:

This position aligns with Sustainable Development Goal 8: Decent Work and Economic Growth by supporting initiatives that empower communities through pro bono legal services and socially responsible practices. By managing partnerships, tracking impact metrics, and facilitating CSR projects, the role contributes to sustainable economic development and equitable access to opportunities. The collaboration with DEI projects further ensures inclusivity and fair treatment in workplace and community initiatives, promoting productive and inclusive economic participation.

Fenwick & West LLP - Silicon Valley, CA （n.d.）Temporary Corporate Social Responsibility Assistant Fenwick & West Temporary Corporate Social Responsibility Assistant Job | Indeed.com

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Position Summary

The Labour Rights Researcher will join a dynamic Labour Rights Team to conduct research on labour conditions in global supply chains and produce high-quality, impactful outputs. The researcher will contribute to advancing corporate accountability by promoting decent work, fair wages, and ethical purchasing practices, while addressing systemic labour rights abuses such as forced labour. Working closely with trade unions, labour and women’s organizations in the Global South, as well as with the Resource Centre’s regional teams, the role involves engaging with companies, investors, and policymakers.

Connection to SDG 8

This role supports Sustainable Development Goal 8: Decent Work and Economic Growth by driving systemic improvements in labour standards within global supply chains. The position seeks to address exploitative practices, promote living wages, and foster decent work opportunities, particularly in the Global South. Through strategic research and advocacy, the Labour Rights Researcher contributes to reducing inequality, advancing just transitions in the context of climate change, and ensuring inclusive economic growth aligned with workers' rights and corporate accountability.

Business & Human Rights Resource Centre (8 Oct 2024). Labour Right Researcher https://www.business-humanrights.org/en/jobs/labour-rights-researcher-4/

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The article " Consumer attitudes towards luxury fashion apparel made in sweatshops" by Phau, Teah and Chuah describes in detail the relationship between consumer attitudes and the products of sweatshops. They found that consumers who are aware of the negative impacts of sweatshops tend not to buy luxury clothing made in sweatshops (Phau et al., 2015). This resistance is thus an important contribution to solving the ethical problem of sweatshops and helps promote the realization of the labor rights guaranteed in SDG 8.

Also, Ravazzani (2016) studied more than 90 companies in Italy that manage workplace diversity and found that dealing with diversity issues can help companies to boost employee morale, improve company image and become more competitive in the market. In this way, companies can provide decent jobs for their employees and also achieve sustained growth.

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Utilitarianism posits that the morally right action is the one that maximizes overall well-being or the greatest good for the greatest number. In the context of SDG8, which aims for decent work and economic growth for all, this theory has profound implications. Gender discrimination in the workplace is unethical from a utilitarian standpoint. In its study, McKinsey & Company (2018) notes that gender-diverse companies are more likely to achieve higher profit margins. By excluding women, businesses miss out on economic benefits and hinder overall well-being and growth. Moreover, Labor exploitation, such as low wages and excessive working hours, is another issue that utilitarianism can address. While it may cut costs short-term, it leads to dissatisfied, stressed employees with reduced productivity. This impacts the company and economy negatively, causing poverty and inequality cycles. In some developing countries, workers earn meager wages, limiting their consumer power and quality of life.

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Kantian ethics emphasizes moral duty and the categorical imperative. In the context of SDG8, this means that employers have a moral obligation to respect the dignity and rights of their employees. Labor exploitation, such as paying low wages and providing unsafe conditions, treats employees as means to an end (profit), violating Kantian ethics. This is morally unacceptable as it disrespects employees as rational beings. Employers must ensure fair treatment and safe conditions as a moral duty. Kantian ethics demands employers act out of moral duty and respect for employees' rights, creating a workplace that upholds dignity.

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Virtue ethics focuses on developing good character traits. In the context of SDG8, virtues like fairness and respect are essential. Fairness in the workplace is crucial. Gender discrimination in hiring, for instance, is unjust. It harms women and creates an unethical work culture. A company that values fairness should ensure that all employees receive equal consideration and opportunities based on their abilities and merits.

SDG 8 has multiple targets, including achieving full and productive employment and decent work for all, including women and young people. The introduction of this SDG has been effective in improving the working environment for all employees, including women. Saner and Yiu (2019), in a study of women's entrepreneurship development in Jamaica, find that the government of Jamaica has positively improved the working and entrepreneurial environment for women through legislation, among other things. Phau et al. (2015) argues that consumers have become aware of the sweatshop negative impacts and tend not to buy luxury clothing made in such factories, which may reduce the squeeze on employees and improve unsafe working conditions. However, while there has been some improvement in these ethical issues, globally they are still significant and we need to focus our efforts.

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Ravazzani, S. (2016). Understanding approaches to managing diversity in the workplace: An empirical investigation in Italy. Equality, Diversity and Inclusion: An International Journal, 35(2), 154 168. https://doi.org/10.1108/EDI-08-2014-0062

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Understanding approaches to managing diversity in the workplace: An empirical investigation in Italy | Emerald Insight

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Phau, I., Teah, M., & Chuah, J. (2015). Consumer attitudes towards luxury fashion apparel made in sweatshops. Journal of Fashion Marketing and Management, 19(2), 169-187. https://doi.org/10.1108/jfmm-01-2014-0008

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Consumer attitudes towards luxury fashion apparel made in sweatshops | Emerald Insight

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6. "Consumer Attitudes Towards Luxury Fashion Apparel Made in Sweatshops"

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6. "Consumer Attitudes Towards Luxury Fashion Apparel Made in Sweatshops"

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Link: Emerald Insight

Findings: This study investigates consumer perceptions of luxury apparel produced in sweatshops. Using the Theory of Planned Behavior (TPB), it finds that ethical concerns and social norms significantly influence consumers’ willingness to pay more for ethically produced luxury goods. The article calls for stronger awareness campaigns and ethical branding strategies to shift consumer behavior toward more sustainable and socially responsible choices.

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Consumer attitudes towards luxury fashion apparel made in sweatshops | Emerald Insight