Age discrimination isn’t just about getting older; it’s about being a woman at any age. A recent study published in the Harvard Business Review [https://buff.ly/3QpdLIt] echoes the real-life experiences of women of all ages, shedding light on the widespread impact of gendered ageism in the workplace, affecting women of all generations.
From being called pet names to facing disbelief about their expertise, younger women encounter significant biases. Meanwhile, middle-aged and older women are often overlooked for advancement or deemed unworthy due to age-related stereotypes.
This systemic issue not only undermines women’s careers but also hurts organizational performance. Combatting gendered ageism starts with recognizing and addressing these biases.
To prevent age discrimination, organizations can:
– Recognize age bias by providing training on gendered age bias
– Address “lookism” by ensuring that appearance is not a factor in hiring, promotion, or performance evaluation
– Focus on skills, not age, when making hiring or promotion decisions
– Cultivate creative collaborations by developing intergenerational, mixed-gender teams to encourage learning and collaboration
Let’s create workplaces where skills, not age, determine success.
