While women have fought long and hard for equality, the increase in gendered ageism further ... [+]
As a senior in high school, my goal was to attend the Air Force Academy. My father had been unemployed most of my high school years. Further, his union contract with the local steel manufacturer prevented him from working elsewhere without forfeiting his pension. My mother picked up part-time jobs here and there. Neither had an education beyond twelfth grade. In my mind, joining the Air Force Academy would not only provide a pathway to university and financial security, but it would also offer an exciting opportunity to see the world.
My Air Force dreams evaporated when one of the Alabama senators I needed to endorse my application said, “The Air Force is no place for a lady.”
Sadly, my father had said the same thing.
Although this story occurred 40 years ago, women continue to struggle for equality. In the workplace, they earn only 82 cents for every dollar a man earns. Plus, the pink tax forces women to pay higher prices for everything from razors to home mortgages.
But this is only part of the story.
The U.S. Census Bureau reports that women are over-represented in lower paying jobs and, as they age, the pay gap widens even more. Quarterly Workforce Indicators (QWI) show the pay and age dynamic of women and men. According to the most recent QWI data for workers ages 35-44, wage records show U.S. women earned 30% less than men and that pay gap increased with age.
Double and Triple Standards
Every day, articles and social media point to ageist policies and practices by employers, governments, healthcare industries and the entertainment industry. Headlines in the last week demonstrate the point:
- Madonna Hits Back at Ageist and Misogynist Critics After Her Grammy Appearance
- Eli Lilly Faces Another Age Discrimination Lawsuit
- Minnesota Justices Clarify State Law ‘Forced Quit’ Bias Claims
- Older People Are Often Invisible in Mental Health Settings. Here Are Some Tips to Get Care
While women have fought long and hard for equality, the increase in gendered ageism further challenges equality issues for women. Add race to the equation, and even the idea of equity has little chance of surviving–much less thriving.
In her book Not Done Yet! How Women Over 50 Regain Their Confidence and Claim Workplace Power, Bonnie Marcus shares her personal story of being passed over for a promotion at 49 that she had worked hard to earn.
“As women age, they face the intersectionality of gender bias and ageism. In their Trend Brief on Gendered Ageism in 2019, Catalyst highlights that lookism affects women more than men and certainly earlier,” Marcus explained.
Lookism is defined as a standard for beauty and attractiveness. Once women begin showing visible signs of aging, they become invisible in the workplace and society and are sidelined and marginalized. Marcus also points to recent research showing that successful women are considered lucky, whereas successful men are skilled.
“This downplays that women earn their positions and status by their track record and talent.”
How Ageism Shows Up
Ageism occurs whenever age is used to diminish the competency and capability of another. In the workplace, older employees have disproportionately been impacted by job loss and demotions. They’ve been denied training opportunities and promotions. Many have been forced to retire before they were ready.
Older workers are often subjected to jokes about senior moments and the inability to use or even learn new technology. Women are expected to color their hair to avoid looking grandmotherly. The New York Times references Lisa LaFlamme, who was dismissed after a decades-long TV career not long after she stopped dyeing her hair.
Language is also ageist.
You old-timers need to move on.
Aren’t you ready to retire?
Wouldn’t you rather be spending time with your grandkids?
These typical workplace quips are ageist and can create a hostile workplace if used to push an older person out of employment before they are ready. They are inappropriate and demonstrate the need for an organization to become more educated on issues of age equity and to create strategies addressing all the ways that agist behavior shows up in the workplace–across the age spectrum.
Addressing Gendered Ageism
Author, speaker and executive coach, Bonnie Marcus, says one reason gendered ageism exists is ... [+]
Marcus notes that progress toward eliminating double standards for women is slow because we live in a patriarchal society. And because gendered ageism is not understood.
“Although we are seeing some progress to counter gender bias, gendered ageism is still under the radar. Most of the population, especially in the U.S., are unaware of it, especially its financial impact. Until we build awareness, we won’t see much change,” she said.
Change begins with education. Companies that do not already include age as a part of the Diversity, Equity and Inclusion strategy need to address the gap.
But everyone has a role to play.
“Individually, we need to understand how we’ve internalized the bias and therefore perpetuate it, and, most importantly, we need to call it out when we witness or experience it,” Marcus suggests.
That means writing your congressperson to press for stronger workplace protections, especially in the hiring process. It means writing letters to the editor when media write sexist and ageist comments. And it means pushing back on ageist or sexist social media, such as mocking the looks, marital status or sexuality of older women.
“Collectively, we need to push for reform by casting our votes and joining organizations that support positive change,” Marcus concludes. “We need to make our voices heard and speak up.”
