Employment decent work for all and social protection

The Blueprint for Business Leadership on the SDGs aims to inspire all business — regardless of size, sector or geography — to take leading action in support of the achievement of the Sustainable Development Goals (SDGs). It illustrates how the five leadership qualities of Ambition, Collaboration, Accountability, Consistency, and Intentional can be applied to a business' strategy, business model, products, supply chain, partnerships, and operations to raise the bar and create impact at scale. The Blueprint is a tool for any business that is ready to advance its principled approach to SDG action to become a leader. This chapter relates specifically to SDG 8.

Procedia Manufacturing, Volume 8, 2017, Pages 377-384

This paper argues that product stewardship strategies that integrate environmental information along the value chain help enable the transition to a more circular economy. Examples from automotive, ship and aircraft industries are presented, analyzed and discussed. This article explores how the development of a more circular economy supports several of the SDGs, including SDGs 8, 9 and 12 by examining the opportunities sustainable manufacturing offer.

Journal of Experimental Social Psychology, Volume 72, Pages 53-56, September 2017

Working mothers often find themselves in a difficult situation when trying to balance work and family responsibilities and to manage expectations about their work and parental effectiveness. This study shows how women taking maternity leave were evaluated more negatively in the work domain, and women deciding against maternity leave were evaluated more negatively in the family domain – demonstrating the importance of introducing policies that enable parents to reconcile family and work demands and thus addressing SDG 5 gender equality.
This report takes stock of the contribution of UN Global Compact business participants towards sustainable development. The report assesses progress in terms of how companies are taking action on the Ten Principles and the Sustainable Development Goals, and features ten interviews with disruptive business leaders. It also highlights ten focus areas for the future where further business engagement is needed.
The Women's Empowerment Principles Gap Analysis Tool (WEPs Tool) helps companies benchmark their performance against the 7 WEPs Principles. It helps companies discover their contributions to improve gender equality and identifies areas that need improvement. This tool directly helps to advance SDG 5. The WEPS, a joint initiative of UN Global Compact and UN Women, were developed in 2010 to provide a holistic framework to empower women and girls in the workplace, marketplace, and community.
The transition from the Millennium Development Goals (MDGs) to Sustainable Development Goals (SDGs) has shifted the policy debate from growth to ‘quality of growth’ (QG). We explore a new dataset on QG by the IMF and classify 93 developing countries for the period 1990–2011 in terms of Hopefuls, Contenders and Best Performers. The aims are as follows: (i) to depict the contradiction between high-growth and poor social welfare and (ii) to assess the influence of education and health spending on the QG. The findings have implications on education and health policy, and support SDGs 3 and 4.
Mental ill health is the third biggest cause of absence in the workplace. The mental health equivalent of a physical first-aid course provides participants with the skills and confidence to recognise the signs and symptoms of common mental health issues and effectively guide a person towards the right support. By adpating this course, more efforts can be made to meet SDG 3.4 by utilising preventive methods and treatment to promote mental health and well-being.
This case study looks at the impact of stress on a part-time worker with celebral palsy, and its effect on their well-being. The study shows how using a proactive approach, including the use of HSE stress management standards, can help to avoid negative outcomes for the employee. Stress management in the workplace contributes to the advancement of SDG 3.4 to prevent and treat mental health issues and promote well-being.
PTSD Resolution has launched a training programme for managers with employees who are suffering from PTSD. The programme was initially set up in response to demand from employers of former soldiers. Programmes to tackle PTS contribute to advancing SDG 3.4 to prevent and treat mental health issues and promote well-being
This article reports the most recent assessment of the global burden of diseases, injuries, and risk factors and says that reductions in exposure have been key drivers of change for only a small set of environmental risks, including sanitation, household air pollution, and behavioural risks (eg, undernutrition and smoking). Understanding these risks helps to inform the achievement of SDG 3 targets.