Gendered Ageism - Women and Ageism
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We all know that ageism, discriminating against a person because of their age, which generally is considered either too young or too old, is wrong. Like other “isms”, racism, sexism, and ableism, ageism involves discounting or disregarding a person or group of people simply because of a characteristic they have in common. In the case of ageism, as noted above, that characteristic is age. While ageism can impact both men and women, the impact is often disproportionately dispersed, and ageism can affect women and their careers and business goals in a more significant and detrimental way. This is called “gendered ageism” and it's a problem that a lot of women in the business world face.
Basically, gendered ageism lives in a place where age and gender bias intersect. Women are often valued most for their looks or appeal as a sexual partner and, as women age, that appeal declines. Because of “lookism” which places prime importance on a youthful and attractive appearance, women can face ageism much earlier than men. Lookism can also have a huge negative impact on the self-confidence and self-esteem of female employees. It also can impact job security and a woman's financial future since gendered ageism is a bias that frames women as less competent, less valuable as employees, and less relevant as they get older.
Sadly, this isn't only an issue for older women, although they may experience the effects more than women who are younger. For younger women, the issue can again be one of lookism, being hired because they are attractive, even if their job doesn't necessarily focus on appearance. Younger women, particularly those who look younger than their chronological age, can also face issues with being taken seriously, being heard, and having their voices and opinions respected.
When it comes to reporting age discrimination to Human Resources women are more reluctant than men to pursue the issue. An AARP study found that just 3% of women surveyed who had experienced age discrimination reported it to a supervisor or the company HR Department. Women may be afraid of reporting the issue or may wish to keep the issue of age off the radar entirely. The lack of reporting may also stem from a fear of consequences.
Diversity, Equity, and Inclusion (DEI) initiatives may not be doing the job either, at least when it comes to ageism. Some companies will not have DEI programs at all. Companies that have DEI programs may leave out gendered ageism. The priorities of DEI initiatives are often racism, sexism, and ableism, but even under the sexism umbrella, gendered ageism can be ignored. In order to battle this problem, more DEI programs need to make it a priority.
Fortunately, there are some ways to combat gendered ageism that don't require a committee or a company policy. Here are a few things we, as individuals, can do:
Check Your Own Bias – Examine your own beliefs about aging in general and women as they age. Bias can be very subtle, and you may not even be aware that you are subtly judging using ageist criteria.
Check Company Policies – Look at company policies for gendered ageism and check company job postings as well. Change wording as necessary to eliminate any bias or language that allows for gendered ageism.