Understanding Ageism in the Workplace

Ageism against women in leadership roles has been widely discussed and research has shed light on various aspects of this bias. Studies have revealed instances such as men being preferred over equally qualified women during hiring processes, declining comfort levels with women running countries, and high levels of discrimination experienced by women in STEM and computer-specific jobs.
Bias is not confined to specific groups but exists in multifaceted ways that reflect the diversity of individuals. Women, being a diverse group, should not be treated as a monolith. Ageism, which targets older people, poses a double challenge for older women in the workplace as they face stereotypes associated with both age and gender. Adding ethnicity into the equation further highlights bias.
Recent research has also uncovered age bias against younger women, focusing on their appearance and undermining their credibility and assumed seniority. Disturbingly, this research reveals that there is no “good” age for women. Middle-aged women (40-60) face bias during hiring and promotion processes, based on family responsibilities, menopause, and judgments about their physical appearance. Men in the same age group, however, are not subjected to these considerations.

To address ageism and sexism, we need to recognize it when it occurs and take action. Here are some strategies:
1. Call out comments on appearance: Appearance should not be a marker of expertise or suitability for a role. Speak up when inappropriate comments are made.
2. Focus on skillset: Establish fair rating systems and provide clear guidance on performance evaluation, regularly reviewing for bias.
3. Embrace diverse teams: Homogeneous teams are detrimental to business success. Encourage multi-generational workplaces and create an inclusive environment that values different perspectives.
4. Learn from each other: Capitalize on the benefits of a multi-generational workforce by fostering collaboration and leveraging unique insights for creating impactful technologies and solutions.

_{Re-reported from the article originally published in Forbes.}