Ageism and Sexism: A Double Challenge for Older Women
Introduction
As the global workforce becomes increasingly diverse, older adults—especially women—bring valuable experience and perspective. However, they often encounter dual discrimination in the forms of ageism and sexism. This combination of biases limits career advancement for older women, hindering their potential contributions and affecting their economic security. Recognizing and addressing these overlapping prejudices is critical for developing inclusive workplaces that value all employees, regardless of age or gender.
Ageism in the Workplace
Despite being essential to the workforce, older adults face ageism, which undermines their contributions and opportunities. According to recent statistics, adults aged 50 and older account for more than a third of the U.S. workforce, and with the average retirement age now 61, many will continue working for years. However, ageist stereotypes persist, particularly in hiring, where younger candidates are often favored regardless of the experience older employees bring. The consequences extend beyond hiring and promotion: daily interactions may also reflect underlying biases, with older employees sometimes viewed as resistant to change or less adaptable. For example, according to the American Psychological Association (APA), ageism in workplaces leads to high rates of job loss among older workers and lower reemployment rates for older women in particular, impacting their economic stability and confidence in the workforce (APA, 2022).
Women in the Workforce
Older women are one of the fastest-growing demographics in the workforce, expected to comprise 11.7% by 2031. This group includes some of the healthiest and most educated cohorts of women to date. However, they still experience a decline in earnings with age: their median earnings peak in their 40s and drop by 5.6% in their 50s, falling further to 8% below peak by their 60s. This income decline is exacerbated by a lack of promotion opportunities. Research from the National Bureau of Economic Research (NBER) shows that women’s opportunities to advance decrease with age, while men’s career growth tends to be less affected. The compounded effects of ageism and gender-based wage disparities create significant economic vulnerabilities for older women, especially as they approach retirement (NBER, 2021).
In addition, older women face a "double jeopardy" of age and gender discrimination in leadership opportunities. Research has shown that women over 50 are less likely than men to be considered for executive roles. A study by LeanIn.org found that only 23% of women over 50 who hold mid-level or higher positions feel they have equal opportunities to progress compared to younger male colleagues (LeanIn, 2022). These disparities not only limit individual potential but also perpetuate gender inequality at the highest levels of organizations.
The Intersection of Ageism with Other Discriminatory Factors
Ageism often intersects with racism and sexism, leading to unique challenges for women from marginalized backgrounds. For example, African American women over 50 experience discrimination not only based on age but also on race and gender, creating complex barriers to fair treatment. Research conducted by AARP found that 48% of women aged 50 and older report facing age discrimination, but this number rises significantly for African American women, with 70% reporting regular experiences of discrimination (AARP, 2021). This multifaceted discrimination influences how these women adapt in the workplace, with nearly 74% saying they closely observe their surroundings to ensure safety and acceptance.
The mental and emotional impacts of this compounded discrimination can be profound. For example, women who experience regular age- and race-based discrimination often report higher stress levels, lower job satisfaction, and feelings of isolation. The National Institute on Aging has highlighted that chronic exposure to such stressors may also affect physical health, increasing the risk of cardiovascular disease and other age-related illnesses (NIA, 2022).
Gendered Ageism
The term "gendered ageism," coined by Itzin and Phillipson, describes the dual discrimination that older women face. This concept highlights that traditional organizations may still prioritize younger male employees, sidelining older women. In their foundational studies, Itzin and Phillipson showed that age and gender jointly create “glass ceilings” that prevent older women from achieving upward mobility and equal pension benefits. These barriers manifest in both private and public sectors and continue to influence modern workplace dynamics (Itzin & Phillipson, 1995).
Research supports that gendered ageism disproportionately impacts women, who experience more incivility and stereotyping than their male counterparts. According to a survey by Women of Influence+, 77.8% of women reported age-based discrimination, with many also reporting a lack of respect from colleagues and unequal promotion practices. These biases are not limited to the U.S.—the survey covered 46 countries, indicating a global issue. This type of discrimination reinforces the stereotype that older women are less competent, affecting their confidence and engagement in the workplace.
Lookism and the Social Pressure on Appearance
Another unique challenge for older women in the workplace is "lookism," or discrimination based on appearance. Societal expectations around youth and beauty often pressure older women to conform to unrealistic standards, leading some to dye their gray hair or adhere to specific dress codes to appear more "youthful" or "relevant." Unlike men, women are often judged more harshly on appearance, which can undermine their confidence and self-worth in professional settings.
A study by the Journal of Women and Aging found that older women feel more pressure to manage their appearance in ways that men do not. For example, women in corporate settings report feeling compelled to invest in anti-aging treatments or cosmetic procedures to maintain career stability (Journal of Women and Aging, 2021). This form of bias places an additional burden on older women, whose professional value becomes tied not only to their skills but also to their conformity to youthful standards.
Conclusion
Older women play a crucial role in the economy, yet ageism and sexism continue to inhibit their potential. Addressing these issues requires both cultural and structural changes in the workplace, including stronger legal protections against age discrimination, enhanced workforce development programs, and a commitment to diversity and inclusion that acknowledges the intersection of age, gender, and race. These efforts are necessary to build an equitable workplace where older women can thrive, bringing their unique skills, experiences, and perspectives to the workforce without the fear of discrimination.
References
1. American Psychological Association (APA). (2022). "The impact of ageism in the workplace on older adults."
2. National Bureau of Economic Research (NBER). (2021). "Gender, age, and income disparities in the labor market."
3. LeanIn.org. (2022). "State of women in leadership: A focus on age-based discrimination."
4. AARP. (2021). "Age discrimination and its impact on women over 50."
5. National Institute on Aging (NIA). (2022). "The intersection of stress and health in older adults facing discrimination."
6. Itzin, C., & Phillipson, C. (1995). "Gendered ageism in employment: Barriers and glass ceilings."
7. Journal of Women and Aging. (2021). "Lookism and ageism: Appearance pressures on older women."
8. Women of Influence+. (2021). "Global survey on ageism and sexism in the workplace."