The Compounding 'Double Jeopardy' for Older Women
For older women, ageism is often intertwined with a pervasive, lifelong struggle against sexism, creating a 'double jeopardy' of discrimination. From a young age, societal standards have placed a high value on women's youthful appearance, a pressure that intensifies with age. This phenomenon, sometimes called 'lookism,' subjects women to intense scrutiny over visible signs of aging. A man's graying hair might be seen as 'distinguished,' but a woman's wrinkles are often viewed negatively. This double standard contributes to women's social assets, tied heavily to their physical appearance, being devalued as they age, while men's assets, like earning power and achievements, are often perceived to grow.
This bias has serious ramifications in the workplace. Research indicates that older women are more likely to be marginalized, passed over for promotions, or subtly pushed out of their jobs. In one study of gendered ageism in the workplace, women reported being ignored in meetings (47%) and witnessing younger colleagues receiving more attention (42%). A survey of women across 46 countries found that about 78% have encountered age-related discrimination in their careers. In contrast, men reported experiencing ageism in the workplace less commonly than women in full-time employment. This persistent devaluation can lead to significant career stagnation and financial insecurity, particularly impacting retirement savings.
The Male Experience: Shifting Perceptions and Stigma
Older men, while often spared the same appearance-based scrutiny as women, face a different set of ageist biases centered on competence and relevance. While society may idealize the image of a wise older man, negative stereotypes persist, portraying them as resistant to new ideas, technologically incompetent, or less productive than younger employees. A 2012 study, which examined ageist attitudes across the lifespan, found that men across all age groups exhibited more avoidance and stereotypical attitudes toward older adults than women.
In the workplace, ageism for men often manifests as being passed over for opportunities in favor of younger, 'fresher' talent, particularly in industries that value innovation. Men are also more likely to cite missing out on workplace opportunities as a negative impact of their age. Societal expectations may push older men toward retirement, creating a loss of professional identity that can be particularly difficult for those who have defined themselves by their careers. The psychological and social impact of this shift can be profound.
Psychological and Health Impacts of Gendered Ageism
The psychological toll of ageism is severe for both genders, but it manifests differently. For women, the constant pressure to maintain a youthful appearance and feeling devalued can lead to lower body esteem, anxiety, and depression. Internalizing these ageist and sexist stereotypes can erode self-confidence and a sense of purpose. For example, one study found that age discrimination and body esteem were associated with lower psychological well-being among older women.
For older men, research suggests that the psychological impact of age discrimination in the workplace can lead to a stronger negative perception of aging and lower subjective well-being than for women, particularly for those in full-time employment. Some studies also reveal a link between internalized ageism and higher suicide risk in older men. The feeling of becoming a burden on others can stem from internalizing the stereotype that older people are unproductive or irrelevant. Men, who may be less likely to seek help for mental health struggles, can be particularly vulnerable to these internal biases.
Differences also appear in the healthcare system, where subtle and explicit age discrimination can lead to misdiagnoses or inadequate treatment. Older women, who are more likely to interact with the healthcare system due to their longer life expectancy, can face compounded bias from healthcare providers who may dismiss their symptoms as simply being a product of old age.
Contrasting Gendered Ageism Experiences
| Aspect | Experience for Older Women | Experience for Older Men |
|---|---|---|
| Societal Pressure | Intense pressure to maintain youthful appearance ('lookism'), often feeling invisible or devalued based on looks. | Pressure related to relevance, productivity, and capability, but often seen as 'distinguished' based on experience. |
| Workplace Manifestation | More likely to be passed over for promotions, experience harassment based on appearance, or be subtly pushed out. Encountering ageism more frequently in some contexts. | Passed over for opportunities due to perceived technological incompetence or unwillingness to change. Higher rates of rudeness and aggression reported in one survey. |
| Financial Impact | Compounding effects of gender pay gap leading to greater financial insecurity in later life and during retirement. | Potential for loss of career-defined identity and higher suicide risk linked to feeling like a burden, affecting financial decision-making. |
| Psychological Toll | Higher rates of anxiety and lower body esteem linked to appearance-focused ageism and marginalization. | Stronger effect of workplace ageism on subjective well-being and higher risk of suicide due to internalized negative self-perception. |
| Response to Ageism | Less likely to challenge ageist behavior due to fear of reprisal, embarrassment, or belief it won't make a difference. | More likely to challenge ageist behavior directly. |
Addressing and Overcoming Gendered Ageism
Combating gendered ageism requires a multi-pronged approach that acknowledges and addresses the unique ways it impacts men and women. For organizations, this involves moving beyond a single-faceted DEI approach to include specific anti-ageism and gender-sensitive training. Promoting mentorship and sponsorship programs that pair younger and older employees can help bridge generational divides and break down stereotypes. For individuals, recognizing and challenging personal biases is the first step. For older women, this may mean pushing back against appearance-based judgments and celebrating the wisdom and experience that comes with age. For older men, it may involve consciously addressing internalized beliefs about relevance and adapting to new social roles beyond traditional employment.
Advocacy and policy are also critical. Stronger enforcement of age discrimination laws, like the Age Discrimination in Employment Act (ADEA), is necessary to protect older workers. Furthermore, social campaigns that focus on changing negative perceptions of aging for both genders can empower individuals and foster a more inclusive society. An excellent example of advocacy can be found at the Age Without Limits campaign, which raises awareness of age-based prejudice in England and provides resources for individuals to combat ageism.
Conclusion: A Nuanced Fight for Dignity
Ultimately, understanding how ageism affects genders differently is crucial for creating a truly equitable society for older adults. The fight against age-based discrimination cannot be a one-size-fits-all solution, as the pressures and experiences faced by older men and women are distinct. By acknowledging the compounding effects of sexism on women and the unique pressures faced by men, we can develop more targeted and effective strategies to dismantle these harmful biases. Doing so will help ensure that all individuals can age with dignity, respect, and a sense of value, regardless of their gender.
