Employment decent work for all and social protection

Employment, Decent Work, and Social Protection are fundamental pillars of sustainable economic growth and integral elements of the United Nations Sustainable Development Goals (SDGs). In particular, they are emphasized in SDG 8: "Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all". Decent work is characterized by fair wages, secure employment contracts, safe working conditions, and the right to join or form a trade union. It is essential for poverty eradication, reducing inequalities, and fostering social inclusion, directly contributing to multiple SDGs, such as SDG 1 (No Poverty), SDG 5 (Gender Equality), and SDG 10 (Reduced Inequalities).

Decent work also links with SDG 4 (Quality Education), as higher education levels often lead to better job opportunities, thereby promoting a cycle of improvement. Meanwhile, social protection is closely aligned with SDG 1 (No Poverty) and SDG 3 (Good Health and Well-being), as it shields vulnerable groups from social and economic risks and ensures access to healthcare, food, and other basic needs. Social protection systems, such as unemployment benefits, pensions, and maternity protection, mitigate social inequalities and vulnerabilities, reducing poverty and ensuring social justice.

Furthermore, the interdependence of employment, decent work, social protection, and the SDGs, underscores the need for an integrated approach to sustainable development. Ensuring decent work and social protection for all not only supports economic growth but also advances socio-cultural development and fosters environmental sustainability, resonating with the three pillars of sustainable development – economy, society, and environment. Hence, the pursuit of decent work and comprehensive social protection for all, contributes to a broad-based and balanced progress towards the attainment of the SDGs.

Elsevier, Journal of Transport Geography, Volume 87, July 2020
In the U.S., substantial employment and wage gaps persist between workers with and without disabilities. A lack of accessible transportation is often cited as a barrier to employment in higher wage jobs for people with disabilities, but little is known about the intraurban commuting patterns of employed people with disabilities in relation to their wage earnings.
Elsevier,

Journal of Business Venturing, Volume 35, July 2020

In this paper, we revisit the entrepreneurship and poverty relationship under a eudaimonic perspective that brings together conversion factors, and future prosperity expectations. Based on an fsQCA of changes in life circumstances of 166 farm households in rural Kenya, we explore how different combinations of conversion factors enable distinct forms of entrepreneuring in the pursuit of prosperity.

Contributing to SDGs 8 and 10, this podcast explores the impact of the Black Lives Matter movement and discusses concepts such as: white privilege and white fragility; how to be an effective ally; how organisations translate powerful conversations into meaningful action; and practical steps that organisations can take in the context of both recruitment and capability.
The SDG Impact of COVID-19 podcast series gathers expert opinion exploring the impact of COVID-19 on the Sustainable Development Goals. In this segment, we get the view of Sandra Kerr, Director of Race Equality at Business in the Community.
Elsevier,

Three Facets of Public Health and Paths to Improvements: Behavior, Culture, and Environment, 2020, Pages 261-294

This book chapter advances SDG 5, 8 and 10 by explaining how the outsized role of women caregivers is attributed to historical, cultural, and social perspectives on gender and caregiving that perpetuate the gender inequalities in unpaid care work. In this chapter, the authors analyze women in unpaid work considering two regions: The United States and the Middle East and North Africa (MENA). 
Pride Month 2020 rainbow flag and hearts
Even though many workplaces remain 100% or mostly remote due to the COVID-19 pandemic, employers should not miss this opportunity to boost morale and provide support to the LGBTQ community. Employers can create new and innovative ways to celebrate Pride and promote diversity, equality and acceptance, and in so doing promote SDGs 8 and 10.
The SDG Impact of COVID-19 podcast series gathers expert opinion exploring the impact of COVID-19 on the Sustainable Development Goals. In this segment, we get the view of Vic Van Vuuren, Director of the Enterprises Department at the ILO.
Companies who can demonstrate purpose—such as Environmental, Social and Governance (ESG) commitments—will be most likely to survive and thrive. Our reporter visited Tony’s Chocolonely, which was founded in 2006 by a journalist who wanted to eradicate modern slavery in the cocoa industry by developing “100% slave-free” chocolate. Tony’s has since become one of the biggest chocolate brands in the Netherlands, and recently expanded to the U.S. and the UK.
With approximately 1 in 5 U.S. adults experiencing mental illness each year, there is a strong chance employers will encounter situations involving employees with mental health issues, something that's especially true amid the COVID-19 pandemic. Contributing to SDGs 3 and 8, this webinar discusses how to identify, address and accommodate mental health issues under the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA).
Image of compass pointing to Leadership
In these highly uncertain times of social isolation, job uncertainty and concerns about the novel coronavirus (COVID-19), employees are relying on their company leaders for support more than ever. Addressing SDGs 3 and 8, this XpertHR blog post discusses ways managers can demonstrate empathy toward and promote the mental well-being of employees during stressful times.

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