FIGURE5 The 20 jobs most and least likely to be replaced by automation Recreational therapists Telemarketers First-line supervisors of mechanics.installers and repairers Title examiners,abstractors and searchers Emergency management directors People working in sewers Mental health and substance abuse social workers Mathematical technicians Audiologists Insurance underwriters Occupational therapists Watch repairers Orthotists and prosthetists Cargo and freight agents Health care social workers Least Most Tax preparers Oral and maxillofacial surgeons likely to be likely to be Photographic process workers First-line supervisors of fire fighting and prevention workers replaced replaced New accounts clerks Dietitians and nutritionists Library technicians Lodging managers Data entry keyers Choreographers Timing device assemblers Sales engineers Insurance claims Physicians and surgeons Brokerage clerks Instructional coordinators Order clerks Psychologists Loan officers First-line supervisors of police and detectives Insurance appraisers Dentists Umpires,referees and sports officials Elementary school teachers.except special education Tellers Note:The figure ranks occupations according to their probability of computerization (least likely to become automated in blue and most likely to become automated in red).Occupations correspond closely to the US Department Source:Frey and Osbome 2013. getting a smaller share of total income.Even Imbalances leave women at a people with better education and training who disadvantage in the realm of can work more productively may not receive work-whether paid or unpaid commensurate rewards in income,stability or social recognition. In the two worlds of work-unpaid care work The declining share of workers'income can and paid work-there continue to be pro- be seen as part of the slowdown in the growth nounced imbalances across genders,reflecting of average real wages:As the income shares of local values,social traditions and historical Women are estimated high-skilled labour (and of capital)have been gender roles.Care work includes housework, going up,the share of other labour has been such as preparing meals for the family,cleaning to contribute going down. the house and gathering water and fuel,as well 52 percent of global The sharp increase in work compensation as work caring for children,older people and work,men 48 percent to top salary earners has benefited a minority, family members who are sick-over both the whether the top 10 percent,1 percent or even short and long term.Across most countries 0.1 percent.The global elite,the world's richest in all regions,women work more than men. 1 percent,had an average wealth of $2.7 mil- Women are estimated to contribute 52 percent lion per adult in 2014. of global work,men 48 percent. Are workers,employers and policymakers But even if women carry more than half the prepared to respond to the challenges of the burden,they are disadvantaged in both realms emerging world of work?In such a world,of work-paid as well as unpaid work-in pat- specific technical knowledge quickly becomes terns that reinforce each other. obsolete,and the policies and rules of yester- In 2015 the global labour force participation day might not serve the challenges of today or rate was 50 percent for women but 77 percent tomorrow. for men.Worldwide in 2015,72 percent of Overview 11
Women are estimated to contribute 52 percent of global work, men 48 percent getting a smaller share of total income. Even people with better education and training who can work more productively may not receive commensurate rewards in income, stability or social recognition. The declining share of workers’ income can be seen as part of the slowdown in the growth of average real wages: As the income shares of high-skilled labour (and of capital) have been going up, the share of other labour has been going down. The sharp increase in work compensation to top salary earners has benefited a minority, whether the top 10 percent, 1 percent or even 0.1 percent. The global elite, the world’s richest 1 percent, had an average wealth of $2.7 million per adult in 2014. Are workers, employers and policymakers prepared to respond to the challenges of the emerging world of work? In such a world, specific technical knowledge quickly becomes obsolete, and the policies and rules of yesterday might not serve the challenges of today or tomorrow. Imbalances leave women at a disadvantage in the realm of work—whether paid or unpaid In the two worlds of work—unpaid care work and paid work—there continue to be pronounced imbalances across genders, reflecting local values, social traditions and historical gender roles. Care work includes housework, such as preparing meals for the family, cleaning the house and gathering water and fuel, as well as work caring for children, older people and family members who are sick—over both the short and long term. Across most countries in all regions, women work more than men. Women are estimated to contribute 52 percent of global work, men 48 percent. But even if women carry more than half the burden, they are disadvantaged in both realms of work—paid as well as unpaid work—in patterns that reinforce each other. In 2015 the global labour force participation rate was 50 percent for women but 77 percent for men. Worldwide in 2015, 72 percent of FIGURE 5 The 20 jobs most and least likely to be replaced by automation Telemarketers Title examiners, abstractors and searchers People working in sewers Mathematical technicians Insurance underwriters Watch repairers Cargo and freight agents Tax preparers Photographic process workers New accounts clerks Library technicians Data entry keyers Timing device assemblers Insurance claims Brokerage clerks Order clerks Loan officers Insurance appraisers Umpires, referees and sports officials Tellers Most likely to be replaced Recreational therapists First-line supervisors of mechanics, installers and repairers Emergency management directors Mental health and substance abuse social workers Audiologists Occupational therapists Orthotists and prosthetists Health care social workers Oral and maxillofacial surgeons First-line supervisors of fire fighting and prevention workers Dietitians and nutritionists Lodging managers Choreographers Sales engineers Physicians and surgeons Instructional coordinators Psychologists First-line supervisors of police and detectives Dentists Elementary school teachers, except special education Least likely to be replaced Note: The figure ranks occupations according to their probability of computerization (least likely to become automated in blue and most likely to become automated in red). Occupations correspond closely to the US Department of Labor Standard Occupational Classification. Source: Frey and Osborne 2013. Overview | 11
working-age (ages 15 and older)men were countries men are over-represented in crafts, employed,compared with only 47 percent of trades,plant and machine operations,and man- women.Female participation in the labour agerial and legislative occupations;and women force and employment rates are affected heavily in mid-skill occupations such as clerks,service by economic,social and cultural issues and care workers and shop and sales workers. work distributions in the home. Even when doing similar work,women can Of the 59 percent of work that is paid,most- earn less-with the wage gaps generally great- ly outside the home,men's share is nearly twice est for the highest paid professionals.Globally, that of women-38 percent versus 21 percent. women earn 24 percent less than men.In Latin The picture is reversed for unpaid work,mostly America top female managers earn on average within the home and encompassing a range of only 53 percent of top male managers'salaries. care responsibilities:of the 41 percent of work Across most regions women are also more like- that is unpaid,women perform three times ly to be in“vulnerable employment”-working more than men-31 percent versus 10 percent. for themselves or others in informal contexts Hence the imbalance-men dominate the where earnings are fragile and protections and world of paid work,women that of unpaid work. social security are minimal or absent. Unpaid work in the home is indispensable to the functioning of society and human well-being: yet when it falls primarily to women,it limits Women bear an unequal their choices and opportunities for other activ- share of care work ities that could be more fulfilling to them. Even when women are in paid work,they Women worldwide undertake most of the Men dominate face disadvantages and discrimination.The unpaid care work,which includes mainly evidence of the glass ceiling is just one of housework(such as preparing meals,fetching the world of paid them.Women are underrepresented in senior firewood,collecting water and cleaning)and work,women that business management globally:They hold only care work (such as caring for children,the sick of unpaid work 22 percent of senior leadership positions,and and older people)in the home and community. 32 percent of businesses do not have any female Due to their disproportionate share of care senior managers,with regional variations(fig- work,women have less time than men for other ure 6).Occupational segregation has been per- activities,including paid work and education. vasive over time and across levels of economic This includes less discretionary free time.In a prosperity-in both advanced and developing sample of 62 countries,men devoted on average FIGURE 6 Women's representation in senior management in business,by region,2015 () 电 Senior positions held by women Businesses with no women in senior management positions 60 Africa Developed Eastern Emerging European Latin North Asia and Pacific Europe Asia and Pacific Union America America Source:Grant Thornton 2015. 12 HUMAN DEVELOPMENT REPORT 2015
Men dominate the world of paid work, women that of unpaid work working-age (ages 15 and older) men were employed, compared with only 47 percent of women. Female participation in the labour force and employment rates are affected heavily by economic, social and cultural issues and care work distributions in the home. Of the 59 percent of work that is paid, mostly outside the home, men’s share is nearly twice that of women—38 percent versus 21 percent. The picture is reversed for unpaid work, mostly within the home and encompassing a range of care responsibilities: of the 41 percent of work that is unpaid, women perform three times more than men—31 percent versus 10 percent. Hence the imbalance—men dominate the world of paid work, women that of unpaid work. Unpaid work in the home is indispensable to the functioning of society and human well-being: yet when it falls primarily to women, it limits their choices and opportunities for other activities that could be more fulfilling to them. Even when women are in paid work, they face disadvantages and discrimination. The evidence of the glass ceiling is just one of them. Women are underrepresented in senior business management globally: They hold only 22 percent of senior leadership positions, and 32 percent of businesses do not have any female senior managers, with regional variations (figure 6). Occupational segregation has been pervasive over time and across levels of economic prosperity—in both advanced and developing countries men are over-represented in crafts, trades, plant and machine operations, and managerial and legislative occupations; and women in mid-skill occupations such as clerks, service workers and shop and sales workers. Even when doing similar work, women can earn less—with the wage gaps generally greatest for the highest paid professionals. Globally, women earn 24 percent less than men. In Latin America top female managers earn on average only 53 percent of top male managers’ salaries. Across most regions women are also more likely to be in “vulnerable employment”—working for themselves or others in informal contexts where earnings are fragile and protections and social security are minimal or absent. Women bear an unequal share of care work Women worldwide undertake most of the unpaid care work, which includes mainly housework (such as preparing meals, fetching firewood, collecting water and cleaning) and care work (such as caring for children, the sick and older people) in the home and community. Due to their disproportionate share of care work, women have less time than men for other activities, including paid work and education. This includes less discretionary free time. In a sample of 62 countries, men devoted on average FIGURE 6 Women’s representation in senior management in business, by region, 2015 0 20 40 60 80 (%) Africa Developed Asia and Pacific Eastern Europe Emerging Asia and Pacific European Union Latin America North America Senior positions held by women Businesses with no women in senior management positions Source: Grant Thornton 2015. 12 | HUMAN DEVELOPMENT REPORT 2015
4.5 hours a day to social life and leisure,and societies are experiencing a generational shift, women 3.9 hours.In low human development particularly in educated middle-class house- countries men spend nearly 30 percent more holds,towards greater sharing of care work time on social life and leisure than women.In between men and women.Yet much remains very high human development countries the to be done,and action needs to happen quickly difference is 12 percent. to address deep gender inequalities.Long- Globally,women Women are also disproportionately involved standing patterns of inequalities can reinforce in paid care work.The demand for paid domes- each other,trapping women and girls across earn 24 percent tic workers has risen.Globally an estimated generations in realms of limited choices and less than men 53 million people ages 15 and older are in paid opportunities.Steps are needed along four domestic work.Ofthese,83 percent are women policy axes-reducing and sharing the load of -some,migrant workers.And so a global care unpaid care work,expanding opportunities for work chain has emerged where migrant domes- women in paid work,improving outcomes in tic workers undertake housework and provide paid work and changing norms. care to children and others in households Time spent in unpaid care work needs to abroad.But they often leave their own children be reduced overall and shared more equal- and parents behind in their homeland,creating ly.Universal access to clean water,modern a care gap often filled by grandparents,other energy services for household needs,quality relatives or hired local helpers. public services (including those related to Despite the possible abuse in domestic work- health and care),workplace arrangements that low wages,poor working conditions,no access accommodate flexible schedules without pe- to medical care,and physical or sexual abuse- nalizing professional advancement and a shift many workers feel obliged to remain with abu- in mindsets about gender-specific roles and sive employers because they need the work. responsibilities can all contribute to reducing Despite the importance for human devel- the load of care work for families and women opment,care work often goes unrecognized. in particular. This is partly because,being unpaid,it is not Legislation and targeted policies can increase reflected in economic indicators such as GDP. women's access to paid work.Access to quality But valuing unpaid care work would highlight higher education in all fields and proactive women's contributions in households and recruitment efforts can reduce barriers,particu- communities and draw attention to their mate- larly in fields where women are either underrep- rial conditions and well-being,with a possible resented or where wage gaps persist. implication for policymaking.Among all coun- Policies can also remove barriers to women's tries attempting to measure the value of unpaid advancement in the workplace.Measures such care work,estimates range from 20 percent to as those related to workplace harassment and 60 percent of GDP.In India unpaid care is es- equal pay,mandatory parental leave,equitable timated at 39 percent of GDP,in South Africa opportunities to expand knowledge and exper- 15 percent. tise and measures to eliminate the attrition of When women have no choice but to give human capital and expertise can help improve priority to unpaid work and stay out of the women's outcomes at work. labour force,they make large sacrifices,perhaps Paid parental leave is crucial.More equal and missing the chance to expand their capabilities encouraged parental leave can help ensure high in the workplace.They also lose opportunities rates of female labour force participation,wage for economic independence. gap reductions and better work-life balance for women and men.Many countries now offer parental leave to be split between mothers and Addressing imbalances in unpaid fathers. and paid work benefits both Social norms also need to evolve to reflect current and future generations the equal potentials of women and men. Promoting women to visible positions of Imbalances in the division of work between seniority,responsibility and decisionmak- women and men have to be changed.Yes,many ing in both public and private spheres and Overview 13
Globally, women earn 24 percent less than men 4.5 hours a day to social life and leisure, and women 3.9 hours. In low human development countries men spend nearly 30 percent more time on social life and leisure than women. In very high human development countries the difference is 12 percent. Women are also disproportionately involved in paid care work. The demand for paid domestic workers has risen. Globally an estimated 53 million people ages 15 and older are in paid domestic work. Of these, 83 percent are women —some, migrant workers. And so a global care work chain has emerged where migrant domestic workers undertake housework and provide care to children and others in households abroad. But they often leave their own children and parents behind in their homeland, creating a care gap often filled by grandparents, other relatives or hired local helpers. Despite the possible abuse in domestic work— low wages, poor working conditions, no access to medical care, and physical or sexual abuse— many workers feel obliged to remain with abusive employers because they need the work. Despite the importance for human development, care work often goes unrecognized. This is partly because, being unpaid, it is not reflected in economic indicators such as GDP. But valuing unpaid care work would highlight women’s contributions in households and communities and draw attention to their material conditions and well-being, with a possible implication for policymaking. Among all countries attempting to measure the value of unpaid care work, estimates range from 20 percent to 60 percent of GDP. In India unpaid care is estimated at 39 percent of GDP, in South Africa 15 percent. When women have no choice but to give priority to unpaid work and stay out of the labour force, they make large sacrifices, perhaps missing the chance to expand their capabilities in the workplace. They also lose opportunities for economic independence. Addressing imbalances in unpaid and paid work benefits both current and future generations Imbalances in the division of work between women and men have to be changed. Yes, many societies are experiencing a generational shift, particularly in educated middle-class households, towards greater sharing of care work between men and women. Yet much remains to be done, and action needs to happen quickly to address deep gender inequalities. Longstanding patterns of inequalities can reinforce each other, trapping women and girls across generations in realms of limited choices and opportunities. Steps are needed along four policy axes—reducing and sharing the load of unpaid care work, expanding opportunities for women in paid work, improving outcomes in paid work and changing norms. Time spent in unpaid care work needs to be reduced overall and shared more equally. Universal access to clean water, modern energy services for household needs, quality public services (including those related to health and care), workplace arrangements that accommodate flexible schedules without penalizing professional advancement and a shift in mindsets about gender-specific roles and responsibilities can all contribute to reducing the load of care work for families and women in particular. Legislation and targeted policies can increase women’s access to paid work. Access to quality higher education in all fields and proactive recruitment efforts can reduce barriers, particularly in fields where women are either underrepresented or where wage gaps persist. Policies can also remove barriers to women’s advancement in the workplace. Measures such as those related to workplace harassment and equal pay, mandatory parental leave, equitable opportunities to expand knowledge and expertise and measures to eliminate the attrition of human capital and expertise can help improve women’s outcomes at work. Paid parental leave is crucial. More equal and encouraged parental leave can help ensure high rates of female labour force participation, wage gap reductions and better work–life balance for women and men. Many countries now offer parental leave to be split between mothers and fathers. Social norms also need to evolve to reflect the equal potentials of women and men. Promoting women to visible positions of seniority, responsibility and decisionmaking in both public and private spheres and Overview | 13
encouraging the engagement of men in tradi- Some occupations can be expected to loom tionally female-dominated professions can help larger-railway technicians,for instance, shift deep-seated views. as countries invest in mass transit systems. Terminated workers may predominate in sectors that draw heavily on natural resources Sustainable work is a or emit greenhouse gases or other pollutants. major building block for About 50 million people are employed globally sustainable development in such sectors(7 million in coal mining,for example). Sustainable work promotes human develop- In many occupations,how output is pro- ment while reducing and eliminating negative duced also needs to change,as in ship breaking, side effects and unintended consequences.It is by implementing and enforcing standards. critical not only for sustaining the planet,but New areas of work include solar photovoltaic also for ensuring work for future generations technologies,an important part of many coun- (figure 7). tries'renewable energy strategies.Their poten- Sustainable work For such work to become more common, tial for human development differs radically three parallel changes are needed: depending on whether they replace grid-based promotes human Termination (some work will end or be electricity generated by conventional means, development reduced). as in many developed countries,or expand .Transformation(some work will be preserved off-grid energy access,as in many developing through investment in adaptable new tech- countries.Renewable energy could become nologies and retraining or skill upgrading). a key vehicle towards achieving Sustainable Creation(some work will be new). Development Goal 7 to ensure universal access FIGURE 7 The matrix of sustainable work Increasing sustainability Greatest Limiting opportunities Growing opportunities for the future for the future: but advancing advancing human potential human potential in the present in the present (for example,traditional water- (for example,poverty-reducing and fertilizer-intensive solar power. agnculture) volunteer-led reforestation) Degrading opportunities Supporting opportunities for the future: for the future but limiting destroying oppornities human potential in the Increasing human development for the present present (for example.forced labour on (for example,recycling without deep-sea fishing vessels. worker safeguards. trafficked workers removing contaminants clearing rainforest) without protective gear). Least Decreasing sustainability Source:Human Development Report Office 14 HUMAN DEVELOPMENT REPORT 2015
Sustainable work promotes human development encouraging the engagement of men in traditionally female-dominated professions can help shift deep-seated views. Sustainable work is a major building block for sustainable development Sustainable work promotes human development while reducing and eliminating negative side effects and unintended consequences. It is critical not only for sustaining the planet, but also for ensuring work for future generations (figure 7). For such work to become more common, three parallel changes are needed: • Termination (some work will end or be reduced). • Transformation (some work will be preserved through investment in adaptable new technologies and retraining or skill upgrading). • Creation (some work will be new). Some occupations can be expected to loom larger—railway technicians, for instance, as countries invest in mass transit systems. Terminated workers may predominate in sectors that draw heavily on natural resources or emit greenhouse gases or other pollutants. About 50 million people are employed globally in such sectors (7 million in coal mining, for example). In many occupations, how output is produced also needs to change, as in ship breaking, by implementing and enforcing standards. New areas of work include solar photovoltaic technologies, an important part of many countries’ renewable energy strategies. Their potential for human development differs radically depending on whether they replace grid-based electricity generated by conventional means, as in many developed countries, or expand off-grid energy access, as in many developing countries. Renewable energy could become a key vehicle towards achieving Sustainable Development Goal 7 to ensure universal access FIGURE 7 The matrix of sustainable work Growing opportunities for the future; advancing human potential in the present (for example, poverty-reducing solar power; volunteer-led reforestation) Supporting opportunities for the future but limiting human potential in the present (for example, recycling without worker safeguards; removing contaminants without protective gear). Limiting opportunities for the future but advancing human potential in the present (for example, traditional waterand fertilizer-intensive agriculture) Degrading opportunities for the future; destroying opportunities for the present (for example, forced labour on deep-sea fishing vessels; trafficked workers clearing rainforest) Increasing sustainability Increasing human development Greatest Least Decreasing sustainability Decreasing human development Source: Human Development Report Office. 14 | HUMAN DEVELOPMENT REPORT 2015
to affordable,reliable and modern energy ser- Target 8.8-to protect labour rights and vices by 2030(table 1). promote safe and secure working environments Renewable energy for all workers,including migrant workers, in particular women migrants,and those in could become a The Sustainable Development precarious employment-aims to strengthen key vehicle towards Goals have key implications the human development outcomes of workers, achieving sustainable for sustainable work avoiding a race to the bottom.Target 8.9-to devise and implement policies to promote sus- development The Sustainable Development Goal with the tainable tourism that creates jobs and promotes most direct implications for sustainable work local culture and products by 2030-advocates is goal 8(promote sustained,inclusive and sus- for a particular kind of(sustainable)work. tainable economic growth,full and productive Target 3.a-to strengthen the implemen- employment,and decent work for all),and its tation of the World Health Organization associated targets,which spell out some of the Framework Convention on Tobacco Control implications for sustainable work.Target 8.7 in all countries,as appropriate-seeks to re- is to take immediate and effective measures to duce work associated with tobacco production eradicate forced labour,end modern slavery and distribution while improving the health of and human trafficking and secure the prohi-workers.Target 9.4-to upgrade by 2030 infra- bition and elimination of the worst forms of structure and retrofit industries to make them child labour,including the recruitment and sustainable,with increased resource-use effi- use of child soldiers and by 2025 to end child ciency and greater adoption of clean and envi- labour in all its forms. ronmentally sound technologies and industrial TABLE 1 Sustainable Development Goals Goal 1 End poverty in all its forms everywhere Goal 2 End hunger,achieve food security and improved nutrition and promote sustainable agriculture Goal 3 Ensure healthy lives and promote well-being for all at all ages Goal 4 Ensure inclusive and equitable quality education and promote lifelong leaming opportunities for all Goal 5 Achieve gender equality and empower all women and girls Goal 6 Ensure availability and sustainable management of water and sanitation for all Goal 7 Ensure access to affordable,reliable,sustainable and modem energy for all Goal 8 Promote sustained.inclusive and sustainable economic growth,full and productive employment and decent work for all Goal9 Build resilient infrastructure,promote inclusive and sustainable industrialization and foster inovation Goal 10 Reduce inequality within and among countries Goal 11 Make cities and human settlements inclusive,safe,resilient and sustainable Goal 12 Ensure sustainable consumption and production patterns Goal 13 Take urgent action to combat climate change and its impacts Goal 14 Conserve and sustainably use the oceans,seas and marine resources for sustainable development Protect,restore and promote sustainable use of terrestrial ecosystems,sustainably manage forests,combat Goal 15 desertification,and halt and reverse land degradation and halt biodiversity loss Goal 16 Promote peaceful and inclusive societies for sustainable development,provide access to justice for all and build effective,accountable and inclusive institutions at all levels Goal 17 Strengthen the means of implementation and revitalize the global partnership for sustainable development a.Acknowledging that the United Nations Framework Convention on Climate Change is the primary international,intergovernmental forum for negotiating the global response to climate change. Source:UN 2015b. Overview 15
Renewable energy could become a key vehicle towards achieving sustainable development to affordable, reliable and modern energy services by 2030 (table 1). The Sustainable Development Goals have key implications for sustainable work The Sustainable Development Goal with the most direct implications for sustainable work is goal 8 (promote sustained, inclusive and sustainable economic growth, full and productive employment, and decent work for all), and its associated targets, which spell out some of the implications for sustainable work. Target 8.7 is to take immediate and effective measures to eradicate forced labour, end modern slavery and human trafficking and secure the prohibition and elimination of the worst forms of child labour, including the recruitment and use of child soldiers and by 2025 to end child labour in all its forms. Target 8.8—to protect labour rights and promote safe and secure working environments for all workers, including migrant workers, in particular women migrants, and those in precarious employment—aims to strengthen the human development outcomes of workers, avoiding a race to the bottom. Target 8.9—to devise and implement policies to promote sustainable tourism that creates jobs and promotes local culture and products by 2030—advocates for a particular kind of (sustainable) work. Target 3.a—to strengthen the implementation of the World Health Organization Framework Convention on Tobacco Control in all countries, as appropriate—seeks to reduce work associated with tobacco production and distribution while improving the health of workers. Target 9.4—to upgrade by 2030 infrastructure and retrofit industries to make them sustainable, with increased resource-use efficiency and greater adoption of clean and environmentally sound technologies and industrial TABLE 1 Sustainable Development Goals Goal 1 End poverty in all its forms everywhere Goal 2 End hunger, achieve food security and improved nutrition and promote sustainable agriculture Goal 3 Ensure healthy lives and promote well-being for all at all ages Goal 4 Ensure inclusive and equitable quality education and promote lifelong learning opportunities for all Goal 5 Achieve gender equality and empower all women and girls Goal 6 Ensure availability and sustainable management of water and sanitation for all Goal 7 Ensure access to affordable, reliable, sustainable and modern energy for all Goal 8 Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all Goal 9 Build resilient infrastructure, promote inclusive and sustainable industrialization and foster innovation Goal 10 Reduce inequality within and among countries Goal 11 Make cities and human settlements inclusive, safe, resilient and sustainable Goal 12 Ensure sustainable consumption and production patterns Goal 13 Take urgent action to combat climate change and its impactsa Goal 14 Conserve and sustainably use the oceans, seas and marine resources for sustainable development Goal 15 Protect, restore and promote sustainable use of terrestrial ecosystems, sustainably manage forests, combat desertification, and halt and reverse land degradation and halt biodiversity loss Goal 16 Promote peaceful and inclusive societies for sustainable development, provide access to justice for all and build effective, accountable and inclusive institutions at all levels Goal 17 Strengthen the means of implementation and revitalize the global partnership for sustainable development a. Acknowledging that the United Nations Framework Convention on Climate Change is the primary international, intergovernmental forum for negotiating the global response to climate change. Source: UN 2015b. Overview | 15