Too Young, Too Old, or Simply a Woman? Challenging Gendered Ageism

Women in academia often struggle to find the “right” age to be. Younger women and women of color faculty are frequently mistaken for graduate students.1  Older women are often pushed out of leadership positions or pressured to step down, while older men are typically transitioned from one leadership role to another.2  These experiences show that women face ageism at every stage of their careers. 

This is a snapshot of gendered ageism—age-based prejudice shaped by gender. AA4E’s recent Gender Discrimination survey (that many of you have filled out – thank you!) reveals that gendered ageism impacts women faculty at all stages of their careers at IUB. While people of all genders may experience age-related discrimination, its impact is often more pronounced for women, women of color, and individuals with minoritized identities. This week, we will explore gendered ageism and discuss how allies can take meaningful action in their workplaces to address and challenge it. 

What is Ageism?

Ageism is a system of beliefs, policies, and structures that discriminate against people on the basis of age. Persistent stereotypes that older faculty are ineffective1  have contributed to the rise in universities accused of overlooking older faculty candidates.2  Ageism is also embedded in academic funding, as recent studies have shown that ageism can play a factor in how research funding is perceived.3  However, ageism can also affect younger people. Young adults are more likely to report experiencing age-related discrimination in the workplace,4  and are less likely to benefit from policies thataddress ageism.5 

Learning about Gendered Ageism

Ageism becomes more complex when considered at the intersection of other systems of oppression6  - particularly sexism. In a quantitative study using hiring data of 40,000 applicants in business sectors, David Neumark and his colleagues (2015) found that women are disproportionately affected by age discrimination in hiring, leading to their earlier exit from the workforce compared to men and making it significantly harder for them to re-enter. For instance, older women have difficulty being hired7  and are often pressured to retire earlier,8 whereas younger women are written off as inexperienced “girls” and their contributions ignored.9  These realities are exacerbated in academia, where women fight against a combination of sexism and ageism to maintain legitimacy in their institutions and their fields.10, 11, 12  This association between ageism and sexism is present in STEM within and beyond academia,13, 14  showing the need to address age-related bias at every stage.  

Action Tips for Allies

Stand up: If someone in meetings or conversations makes remarks that reflect societal biases linking a woman’s worth to her age, speak up and challenge their assumptions. Use your leadership and mentorship to shift perceptions of ageism and sexism in your field. Advocate for awareness of how gendered ageism affects student evaluations, promotion and hiring decisions, and career development opportunities. 

Promote research on gendered ageism: Encourage research on the economic and societal contributions of women in academia, as well as the effects of gendered ageism on their experiences. Raising awareness of these issues can help drive meaningful change. This can also be achieved through departmental self-studies that assess and address gendered ageism within your unit. 

Listen to women’s experiences: Take the time to listen to the experiences of women in your department regarding gendered ageism. Here, the goal is to understand the different forms of ageism affecting various age groups and their professional contributions. These conversations can help you identify instances of gendered ageism and highlight how such biases obscure the value of people’s work. 

Participate in the Survey on Gender Discrimination at IUB! 

Please help us improve your experience by participating in a brief survey on gender discrimination on campus. 

See our Archived Ally Tips

Learn more about Advocates and Allies for Equity

Weekly Ally Resources

  • Video: Female faculty discuss women in academia – Female faculty at Arizona State University illuminate women’s contributions and struggles in academia. 
  • Video: The Harmful Effects of Ageism – HuffPost discusses ageism on a spectrum including structural exclusion to individual bias, bringing in personal stories of experiencing ageism. 
  • Article: New STEM Challenge: Ageism– This article explores the presence of ageism in the STEM industry and the steps being taken to address it. 
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