Ageism, a form of discrimination based on a person's age, remains a prevalent issue in the workplace, particularly for senior women. Around 60% of older employees have experienced or witnessed age discrimination at work, and over 90% consider it a common occurrence (Zippia). Despite their wealth of knowledge, skills, and experience, older female professionals often face stereotyping, biases, and limited opportunities due to ageist attitudes. Indeed, women face age bias more than their younger counterparts and men. According to AARP, nearly 2 out of 3 women aged 50-plus regularly face discrimination. Therefore, it is crucial to address this issue from a senior female perspective and challenge the societal norms that perpetuate ageism. In this blog, we will delve into ageism against senior women in the workplace.
Understanding the Root Causes of Ageism
1. Societal Structure
Societal attitudes play a significant role in perpetuating ageism, particularly when it comes to ageing and older women. Ageism is often rooted in deeply ingrained beliefs and stereotypes that associate ageing with decline, incompetence, and diminished value. Older women, in particular, face unique challenges as they navigate a society that places great emphasis on youth and beauty. Society tends to view ageing as a negative process, focusing on the physical changes and limitations that come with growing older. This negative perception extends to older women, who are often subjected to unfair judgements based on their appearance and societal expectations of femininity. Ageist attitudes can undermine the confidence and self-worth of senior women, limiting their opportunities for career advancement and personal fulfilment.
2. Culture
Cultural factors also contribute to age-based discrimination in the workplace. Different cultures may prioritise youth and vitality, perpetuating ageist biases. Traditional notions of respect and authority may prioritise the opinions and contributions of younger individuals over older ones, further marginalising senior women. In some cultures, ageism is reinforced by familial expectations and gender roles. Older women may be expected to prioritise caregiving and familial responsibilities. This can hinder their professional development and reinforce stereotypes about their abilities and commitment to work. These cultural factors create barriers for senior women to access equal opportunities and fair treatment in the workplace.
3. Media and Advertising
Similarly, media and advertising have a significant influence on shaping societal perceptions and reinforcing ageist stereotypes. The portrayal of older women in the media often lacks diversity, with a limited representation of their experiences, achievements, and contributions. Instead, the media frequently focuses on youthfulness and beauty as markers of value and success, marginalising older women in the process. Advertising campaigns frequently target younger demographics, further perpetuating the notion that youth is more desirable and marketable. Older women are often underrepresented or portrayed in stereotypical roles. This reinforces ageist biases and limits their visibility as active participants in various domains.
Critically examining the role of media and advertising in perpetuating ageist stereotypes on our part can challenge these narratives. It can demand more inclusive and diverse representation. Moreover, it is crucial to promote positive images of ageing and highlight the achievements and contributions of senior women to counteract the negative and limiting portrayals often seen in mainstream media.
Strategies for Overcoming Ageism for Senior Female Professionals
1. Embrace Self-Awareness
This is a crucial strategy for senior female professionals to overcome ageism in the workplace. It involves recognising and appreciating one's worth, skills, and accomplishments, regardless of age. Cultivating a strong sense of self-awareness can help senior women confidently navigate their careers, challenging any negative beliefs or biases they may encounter.
Self-awareness allows senior women to embrace their strengths and talents, understanding that age does not diminish their abilities or potential. This acknowledgement of their expertise and experience can effectively communicate the value of senior women to colleagues, managers, and potential employers. Embracing self-awareness also involves understanding personal limitations and areas for growth, allowing senior women to seek continuous learning opportunities and adapt to evolving industry trends. In this way, senior women can counteract ageist attitudes and assert their rightful place in the professional world.
2. Continuously Update Skills.
As industries evolve and technology advances, staying relevant and up-to-date becomes even more crucial. Therefore, actively seeking out opportunities for professional development like attending workshops, webinars, or pursuing additional certifications can help senior women showcase their commitment to growth and adaptation.
Updating skills not only enhances the knowledge base of senior women but also demonstrates their ability to stay ahead of industry trends and embrace change. If they showcase their proficiency in new technologies, methodologies, or industry practices, senior women can break through age-related stereotypes and prove their value in a rapidly changing work environment. Continuous learning also fosters a sense of personal fulfilment and confidence, allowing senior women to approach challenges with a fresh perspective and make meaningful contributions to their organisations.
3. Build a Strong Professional Network.
A robust network provides access to valuable resources, opportunities, and support systems that can help senior women navigate their careers and counteract any biases they may encounter. However, according to LinkedIn data, women in the U.S. are 28% less likely than men to have a strong network (Source: Greg Lewis, LinkedIn). Senior women can expand their professional reach and tap into diverse perspectives by actively cultivating connections with colleagues, mentors, industry professionals, and younger professionals.
A strong professional network offers numerous benefits. It provides a platform for knowledge sharing, collaboration, and mentorship, allowing senior women to learn from others and share their expertise. Networking also helps senior women stay connected to industry trends, advancements, and opportunities, ensuring they remain relevant and visible in their respective fields. Additionally, a supportive network can provide guidance, advice, and advocacy, helping senior women overcome any age-related challenges they may face and empowering them to take on new professional opportunities.
4. Seek Out Mentorship Opportunities.
Mentorship is a valuable strategy for senior female professionals to overcome ageism and further their career growth. However, 63% of women have never had a formal mentor. Mentors can provide guidance, support, and valuable insights based on their own experiences, helping senior women navigate challenges and make informed decisions. Thus, senior women can benefit from their wisdom and expertise, gaining valuable perspectives that can contribute to their personal and professional development. This is why, 3 out of 4 women working in companies with formal mentoring programs consistently accept mentoring opportunities (DDI World).
Mentorship also provides opportunities for intergenerational collaboration and learning. Senior women can serve as mentors themselves, sharing their wealth of knowledge and experiences with younger professionals. This creates a reciprocal relationship that breaks down generational barriers and fosters mutual respect and understanding. Mentorship can help senior women challenge ageist assumptions and stereotypes, showcasing their value and contributing to the growth and development of the next generation of professionals.
5. Advocate for Oneself.
This strategy can ensure senior women's contributions and values are recognised in the workplace. It involves actively speaking up and promoting one's achievements, skills, and capabilities. Taking the initiative to advocate for themselves can combat any age-related biases or assumptions that may undermine their professional growth.
Advocating for oneself requires confidence and assertiveness. Senior women can proactively share their accomplishments and contributions with colleagues, managers, and decision-makers, ensuring their work is acknowledged and valued. Additionally, they can actively seek out opportunities for advancement, such as challenging assignments or expressing interest in leadership roles. As a result, senior women assert their worth and demonstrate their commitment to their professional goals, ultimately breaking down age-related barriers and paving the way for further success.
6. Challenge Stereotypes
Stereotypes based on age can create biases and misconceptions that limit opportunities and hinder career advancement. By actively challenging these stereotypes, senior women can break down barriers and reshape perceptions about their capabilities and contributions.
One way to challenge stereotypes is by consistently demonstrating competence and excellence in their work. For example, consistently delivering high-quality results can defy preconceived notions and showcase the skills and expertise of senior women. Additionally, senior women can actively seek out leadership roles, take on challenging projects, and engage in professional development activities to challenge the notion that age hinders their ability to excel. Defying stereotypes and consistently performing at a high level can shift perceptions and redefine expectations within your professional sphere.
Another strategy is to become a visible and vocal advocate for diversity and inclusion. By using their voice and platform, senior women can speak out against ageism and promote the value of age diversity in the workplace. Sharing personal experiences, success stories, and insights can help dispel stereotypes and foster a more inclusive work environment. In this way, senior women can create a workplace culture that recognises and celebrates the unique strengths and perspectives of individuals of all ages.
7. Be Open to Change.
According to AARP, 72% of women within the 45 to 74 age range believe ageism is a problem at work. Therefore, preparedness is a vital strategy for senior female professionals to overcome ageism and thrive in the ever-evolving workplace. However, embracing change demonstrates adaptability, flexibility, and a willingness to learn and grow, all of which are highly valued traits in today's fast-paced business environment. Remaining open to new technologies, methodologies, and approaches can challenge age-related stereotypes and showcase their ability to embrace innovation.
Being open to change also involves actively seeking out opportunities to expand one's skill set and knowledge base. Senior women can participate in training programs, attend workshops or conferences, and engage in continuous learning to stay current and relevant in their fields. This proactive approach positions them as valuable assets to their organisations and demonstrates their commitment to professional growth. Additionally, by embracing change, senior women can contribute fresh perspectives and insights, enhance problem-solving capabilities, and foster a culture of innovation within their teams and organisations.
8. Take On Leadership Roles.
Initiatives are a powerful strategy for senior female professionals to combat ageism and assert their value in the workplace. According to a survey by Grant Thornton, the proportion of women in senior management roles globally grew to 32% in 2022. Stepping into leadership positions can help senior women demonstrate their abilities, expertise, and capacity to drive positive change. Leadership roles provide opportunities to showcase their skills, make strategic decisions, and influence the direction of projects and initiatives.
Senior women in leadership positions serve as role models and mentors for younger professionals, breaking down age-related stereotypes and inspiring others to reach their full potential. Leadership roles help senior women actively shape the culture and dynamics of their teams and organisations. They also help in promoting inclusivity, diversity, and the recognition of talent and contributions across all age groups. Moreover, senior women can use their leadership positions to advocate for equal opportunities, amplify diverse voices, and drive initiatives that foster an inclusive work environment.
9. Educate Others
This is a crucial strategy for senior female professionals to combat ageism and foster a more inclusive work environment. By sharing their knowledge, experiences, and insights, senior women can challenge misconceptions and stereotypes about ageing in the workplace. They can actively engage in conversations with colleagues, managers, and younger professionals, providing valuable perspectives and personal stories that counter age-related biases.
One way to educate others is by participating in workshops, panels, or diversity and inclusion initiatives where senior women can share their expertise and experiences. Offering workshops or training sessions can impart senior women's knowledge and skills to colleagues and younger professionals, fostering a culture of learning and mutual understanding. Additionally, sharing articles, research, or thought leadership pieces on the value of age diversity and the contributions of senior professionals can help broaden awareness and challenge preconceived notions.
10. Stay Connected to Industry Trends.
Keeping informed is an important strategy for senior female professionals to overcome ageism and remain relevant in their respective fields. Staying informed about the latest developments, emerging technologies, and industry best practices demonstrates their commitment to continuous learning and adaptability. This helps counter age-related stereotypes that may assume older professionals are resistant to change or outdated in their knowledge.
Staying connected to industry trends can be achieved through various means. Senior women can subscribe to industry newsletters, follow influential thought leaders and organisations on social media platforms, and engage in relevant online communities and forums. Attending conferences, webinars, and networking events can also provide opportunities to stay up-to-date with the latest advancements and connect with professionals in their field. Remaining knowledgeable about industry trends will contribute fresh insights and perspectives, positioning senior women as valuable contributors to their organisations and challenging any assumptions about their relevance or ability to keep pace with change.
11. Set Boundaries
This is a crucial strategy for senior female professionals to overcome ageism and maintain a healthy work-life balance. As experienced professionals, senior women need to establish clear boundaries around their time, workload, and personal commitments. Communicating these boundaries to colleagues and managers can help them maintain control over their work. In this way, they can avoid being overwhelmed by excessive demands or expectations.
Setting boundaries allows senior women to prioritise their well-being and ensure they have time for personal interests, family, and self-care. It helps prevent burnout and allows them to maintain their physical and mental health, ultimately contributing to their overall effectiveness and productivity in the workplace. By setting boundaries, senior women demonstrate their self-worth and assert their right to a balanced and fulfilling professional and personal life (Forbes).
12. Higher Education
It is a valuable strategy for senior female professionals to overcome ageism and enhance their career prospects. According to research by Lorman, 74% of workers are willing to learn new skills or re-train to remain employable. Pursuing higher education, such as earning an advanced degree or attending specialised courses, demonstrates a commitment to lifelong learning and professional development. Acquiring new knowledge and skills helps senior women stay competitive in the job market and showcase their dedication to staying current in their fields.
Higher education also provides opportunities for networking and expanding professional connections. Engaging with professors, fellow students, and industry experts opens doors to new collaborations and mentorship opportunities. It allows senior women to tap into a diverse community of learners and professionals, broadening their perspectives and fostering relationships that can support their career advancement.
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Conclusion
Overcoming ageism in the workplace is a journey that requires a combination of strategies and a resilient mindset. Senior female professionals can navigate this challenge by embracing self-awareness, continuously updating their skills, building a strong professional network, seeking mentorship, advocating for themselves, challenging stereotypes, being open to change, taking on leadership roles, educating others, staying connected to industry trends, and setting boundaries. These strategies empower senior women to challenge age-related biases, showcase their value, and contribute their unique perspectives and expertise to the workforce. Senior women can create a more inclusive and equitable professional landscape that values individuals of all ages and ensures opportunities for growth and success. All they have to do is to start actively combating ageism.
Citations
MB.BCh, Sahar Andrade. “Council Post: The Importance of Setting Healthy Boundaries.” Forbes, 1 July 2021, www.forbes.com/sites/forbescoachescouncil/2021/07/01/the-importance-of-setting-healthy-boundaries.