Why Age Discrimination Is Worse for Women - Barrett & Farahany

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Why Age Discrimination Is Worse for Women

Why Age Discrimination Is Worse for Women

age discrimination

With people living longer lives, there is a higher demand for jobs from older people of both sexes. However, when it comes to finding a new job opportunity, especially for those in their late forties and older, it can be challenging. Both older men and women face potential age discrimination in the workplace in numerous industries; although women tend to experience it more than men, does it affect women differently as well?

Whether you have experienced discrimination on the basis of age or gender discrimination, the workplace discrimination attorneys at Barrett & Farahany can help.

What is Gendered Ageism?

Ageism that affects older women more than men is often referred to as “gendered ageism.” This form of age discrimination often impacts older women in various aspects of employment, including:

  • Hiring
  • Promotions
  • Forced retirement
  • Harassment
  • Job security

Women may often face ageism earlier than men because of societal pressures related to appearance and age. Additionally, from 2020 to 2023, half of all age discrimination claims were made by women. But, if men and women report age discrimination an equal number of times, does that mean that age discrimination isn’t worse for women? Not necessarily.

Why Age Discrimination is Often Worse For Women

Several reasons explain why age discrimination can be worse for women. For out-of-work women who are looking to rejoin the workforce, age discrimination is hard to document because the laws are not always effective.

Women can experience age discrimination in the same way that men do. Many older women interview for positions they are fully qualified for and then don’t receive. Like with older men, it is not uncommon for older women to receive significantly fewer callbacks for interviews and job offers. Should they get an interview and get through the interview process, potential employers tend to use excuses like “There was a more qualified applicant.” or “We chose someone else who we felt would be a better fit with our organization.”

How Does Age Discrimination Affect Women But Not Men?

  1. Appearance-Based Bias: Women are often judged more harshly on their appearance as they age, which can affect their perceived competence and value in the workplace. This “lookism” can lead to women experiencing ageism earlier than men. A young woman would be chosen because of their looks over an older woman more often than a younger man over an older one.
  2. Financial Impact: Women already experience a pay disparity in the workplace. This combination of age and gender discrimination can lead to financial instability for older women. They might have fewer opportunities for high-paying jobs or promotions, affecting their long-term financial viability.
  3. Stereotypes and Biases: Societal stereotypes often portray older women as less adaptable or technologically savvy, which can influence hiring decisions and workplace dynamics.
  4. Health and Caregiving Responsibilities: Older women are more likely to face discrimination related to health and caregiving responsibilities. They are often expected to take on caregiving roles, which can impact their career progression and job security.

How Does Age Discrimination Affect Women and Men?

There are health aspects employers consider with older women and men, albeit a bit differently. Another reason why women experience age discrimination more frequently is because potential employers consider factors like overall health, salary requirements, and benefit costs.

In many cases, from an employer perspective, it can cost less to hire a young female fresh out of college. Since most millennials switch jobs every few years, it gives companies the option to offer lower starting salaries, compared to a well-experienced older woman, who would ideally remain with the company until retirement.

Further, most retirement-based plans require employees to have worked for a specific period of time before employers will contribute toward the plans. For older women who are more likely to keep a job once they get one – versus younger women who want more upward movement – it can mean the employer will eventually have to contribute toward their retirement. Whereas, with a millennial, most likely, any employer contributions will be significantly less because of shorter employment periods.

It is not limited to only older women seeking to rejoin the workforce. Older women in current positions could discover they are being replaced with a new, younger employee or their position is being “eliminated” or “phased-out.” Only then, they discover later, from former co-workers, that their position was reinstated and someone much younger was hired. In other cases, their boss can make offending remarks about their age or appearance.

Contact Barrett & Farahany For Help With Age Discrimination

While employers tend to downplay age discrimination, it is against the law. There are various reasons or excuses employers will make, but ultimately, these are forms of age discrimination. If you believe you were discriminated against by an employer due to your age, it is in your best interests to speak to a qualified age discrimination lawyer at Barrett & Farahany, LLP.

Call our law firm today at (404) 238-7299 or contact us online to schedule a consultation with one of our workplace discrimination attorneys.

Amanda Farahany
Amanda Farahany

Amanda Farahany, the Managing Partner at Barrett & Farahany, is an esteemed advocate for employee rights. Recognized for her exceptional work, she has received numerous accolades, including listings in Super Lawyers and Best Lawyers, as well as being named "Lawyer of the Year - Employment Law for Individuals." Amanda's groundbreaking cases have garnered media attention, and she is a driving force for legislative change. With her leadership, Barrett & Farahany has earned recognition as a top law firm. She is an influential speaker and published author and actively contributes to various law organizations and community initiatives.

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