Discrimination Based on Age and Gender Impacts Women Over 50: A Strong Struggle for Respect and Acknowledgment
In the dynamic world of business and employment, a pressing issue that continues to surface is gendered ageism, a combination of age and gender bias that affects women over 50. This insidious problem is not just a late-career issue; 40.7% of women encounter ageism within their first decade of work, while 55.9% face it after 21 years in their careers.
Despite age discrimination being illegal since 1967, nearly two-thirds of women aged 50 and older regularly face discrimination. This is evident in various sectors, such as engineering, where 57% of women leave the field before turning 45, and two-thirds of women engineers never come back to their careers after maternity leave.
The tech industry, too, is not immune to this problem. Older women often face subtle age-related comments about their capabilities, while prejudices question their adaptability to new technologies and industry changes. The leisure and hospitality sectors might lose $468 billion due to age discrimination, and the healthcare sector could lose $674 billion in spending by 2050 due to the same reason.
However, there is hope. The U.S. Supreme Court has strengthened protections for older workers, making it easier for them to challenge age discrimination. Organizations can address gendered ageism effectively through a combination of targeted policies, culture change, and empowering work models like fractional leadership.
One key approach is improving workplace awareness and culture around menopause and aging. Menopausal symptoms are often entangled with negative stereotypes that older women are less capable, which impacts their self-confidence and how they are perceived at work. Organizations need training and policies to better understand menopause, challenge these stereotypes, and support women experiencing these changes without bias or ridicule.
Another crucial strategy is combating discriminatory assumptions about health and productivity. Employers frequently assume declining health and productivity in older women, which limits job opportunities. Recognizing the diverse experiences of aging women, some of whom do not face limiting health issues, can prevent blanket negative treatment based on age and gender.
Adopting flexible and empowering work models like fractional leadership is another effective solution. Many women over 50 are embracing fractional leadership—taking part-time executive or consulting roles across multiple organizations—which allows them to stay active, relevant, and in control of their careers. This approach counters being "aged out" and provides autonomy on their terms, effectively combating the marginalization caused by gendered ageism.
Lastly, addressing intersectional factors and power dynamics is essential. Gendered ageism is compounded by broader societal hierarchies, economic power imbalances, and workplace culture. Leaders must actively prevent harassment and discrimination to reduce vulnerabilities tied to age and gender, especially where economic disparities further devalue women’s labor.
Notable examples of women who have defied these odds include Jaleh Bisharat, who launched NakedPoppy, a clean beauty e-tailer, in her 50s, demonstrating that experience can spark innovative business ventures. Martha Stewart, too, built her media empire in her late 40s and 50s after leaving her stockbroker career.
However, gendered ageism doesn't just impact these women's careers; it also negatively impacts their mental well-being, leading to higher rates of depression and anxiety. Women who quit work to care for elderly family members lose approximately $142,000 in wages and $131,000 in lifetime Social Security benefits. Retired women have a two-thirds lower chance of getting pension income compared to men.
In 46 countries, 77.8% of women have experienced age-related discrimination during their careers. It's clear that addressing gendered ageism is not just a matter of fairness, but also a matter of economic growth and social justice. By implementing the strategies outlined above, we can create a more inclusive and equitable workplace for women over 50.
- The dynamic world of business and employment confronts gendered ageism, a blend of age and gender bias that predominantly affects women over 50, which is not limited to late-career issues.
- In various sectors, such as engineering and the tech industry, older women regularly face discrimination, leading 57% of women in engineering to leave the field before age 45 and 2/3 of women engineers not returning after maternity leave.
- To combat gendered ageism, organizations can implement targeted policies, culture change, and empowering work models, like fractional leadership, while also improving workplace awareness and culture around menopause and aging.
- Addressing discriminatory assumptions about health and productivity is critical, as employers often limit job opportunities for older women under the assumption of declining health and productivity.
- Adopting flexible and empowering work models like fractional leadership allows women over 50 to stay active, relevant, and in control of their careers, countering the marginalization caused by gendered ageism.
- By implementing strategies like stronger protections for older workers, training on menopause, combating discriminatory assumptions about health and productivity, embracing fractional leadership, and addressing intersectional factors, we can create a more inclusive and equitable workplace for women over 50, beneficial not just for fairness but also for economic growth and social justice.
