“You're too young/old for this”: The intersection of ageism and sexism in the workplace.

Walker, Ruth V.; Zelin, Alexandra I.

doi:10.1037/0000212-010

Cited by 4 publications

(4 citation statements)

References 33 publications

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“…However, these findings necessitate discussion in light of the limited predictive power beyond workplace incivility and the scale’s insufficient capture of age discrimination in the focus groups, prompting questions about whether the WADS-G accurately measures the intended construct. The findings on measurement invariance indicate that participants from the two different gender groups share a uniform understanding of the constructs, these findings are not consistent with the current research on gender-age intersectionality in the workplace ( Duncan and Loretto, 2004 ; Purdie-Vaughns and Eibach, 2008 ; Francioli and North, 2021 ; Walker and Zelin, 2021 ).…”

Section: Discussioncontrasting

confidence: 97%

Assessing age discrimination in workplaces: psychometric exploration of the Workplace Age Discrimination Scale (WADS-G)

Funk,

Lorenz

2024

Front. Psychol.

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In contemporary workplaces characterized by diverse age groups working collaboratively, the assessment of age discrimination as an interpersonal phenomenon has gained heightened significance. This study focuses on adapting and scrutinizing the psychometric properties of the German iteration of the Workplace Age Discrimination Scale (WADS-G). Comprehensive Confirmatory Factor Analysis (CFA) results affirm a robust fit for the unidimensional model. Convergent validity is established through correlations between WADS-G scores and related instruments, while discriminant validity is evidenced by its lack of association with extraversion. Noteworthy findings include a positive correlation with turnover intention and negative correlations with job satisfaction, occupational self-efficacy, and organizational affective commitment. Despite its merits, the predictive efficacy of the WADS-G is notably inferior when juxtaposed with the Workplace Incivility Scale. Its explanatory power for turnover intention is constrained when accounting for variables such as job satisfaction, work environment, neuroticism, and core self-evaluation. Although measurement invariance testing across gender groups reveals scalar to strict measurement invariance, the examination across age groups indicates metric invariance. However, Confirmatory Factor Analyses for the 18–30 and 50+ age groups, central to the research emphasis, reveal suboptimal model fit. These outcomes prompt a nuanced discussion on whether the WADS-G aptly captures age-discriminatory experiences across diverse age and gender cohorts among employees.

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Section: Discussioncontrasting

confidence: 97%

Assessing age discrimination in workplaces: psychometric exploration of the Workplace Age Discrimination Scale (WADS-G)

Funk,

Lorenz

2024

Front. Psychol.

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“…However, women in full‐time employment tended to be more likely to perceive higher levels of ageism. These results were consistent with those of previous studies in the USA, which showed that women were more vulnerable to ageism than men 19‐21 . In Japan, to the best of our knowledge, no existing studies have examined gender differences in ageism using empirical data.…”

Section: Discussionsupporting

confidence: 92%

“…These results were consistent with those of previous studies in the USA, which showed that women were more vulnerable to ageism than men. [19][20][21] In Japan, to the best of our knowledge, no existing studies have examined gender differences in ageism using empirical data. The present findings suggest that in Japan, as in the USA, women are more vulnerable to age discrimination in full-time employment than men.…”

Section: Discussionmentioning

confidence: 99%

“…A previous study noted that women face the “double jeopardy” of sexism and ageism 19 . Women are subjected to ageism from an earlier age 20 and with a greater intensity 21 than men. This gender disparity is especially relevant to Japan, as Japan ranked 125th out of 146 countries according to the gender gap rankings of the World Economic Forum released in 2023 22 .…”

Section: Introductionmentioning

confidence: 99%

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Effects of workplace ageism on negative perception of aging and subjective well‐being of older adults according to gender and employment status

Takeuhi,

Katagiri

2024

Geriatrics Gerontology Int

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AimAccording to stereotype embodiment theory, workplace ageism can worsen older adults' self‐perceptions of aging and subjective well‐being. However, there has been little research on gender differences in this regard. This study examined the effects of workplace ageism on attitudes toward aging and subjective well‐being according to gender and employment status.MethodsWe carried out an online survey of 600 participants aged 60–74 years in October 2021. Participants were equally divided into women who had worked full‐time, women who had worked part‐time and men who had worked full‐time, and further divided by current employment status, forming a total of six groups for comparison.ResultsA total of 75% of the participants perceived some form of workplace ageism. Structural equation modeling showed that, for men and women in full‐time employment, workplace ageism was associated with a negative self‐perception of aging and poor subjective well‐being, the effect of which was strong among those currently employed and weak among those who had retired. For women working part‐time, the impact of workplace ageism on subjective well‐being was stronger among those who were currently unemployed.ConclusionWorkplace ageism exacerbates older adults' self‐perception of aging and decreases their subjective well‐being. Women working part‐time might quit their jobs when their subjective well‐being worsens due to workplace ageism. Therefore, it is necessary to create a workplace environment that is comfortable for older workers and free of ageism. Geriatr Gerontol Int 2024; ••: ••–••.

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Never quite right: Identity factors contributing to bias and discrimination experienced by women leaders in the United States

Diehl,

Dzubinski,

Stephenson

2024

Human Resource Dev Quarterly

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While much bias and discrimination research has focused on individual identity analysis, for example, gender, race, or ethnicity, what is not fully understood is how other social categories of difference influence discrimination. Using qualitative content analysis, this study examines facets of women leaders' identity that influence their experiences of bias. Respondents were 913 women in four United States industries in which top leadership roles are male dominated but the industries overall are female dominated or gender balanced. The findings revealed 30 distinct identity factors that were used as the basis for discrimination. The variety of the factors and the variation of stigma within each factor show that women leaders are considered “never quite right” as almost any facet of their identity can be declared problematic for a specific woman in a specific context. Human resource leaders should create inclusive policies so that women can express their authentic selves at work. Leadership teams and supervisors should be trained to recognize identity factors that may be the focus of criticism and, thus, serve as veiled bases for discrimination.

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“You're too young/old for this”: The intersection of ageism and sexism in the workplace.

Abstract: People's bodies are not marked or experienced as "old" in a universal manner but rather the perception varies by gender, race, ethnicity, class, and sexual orientation.

Cited by 4 publications

References 33 publications

Assessing age discrimination in workplaces: psychometric exploration of the Workplace Age Discrimination Scale (WADS-G)

Assessing age discrimination in workplaces: psychometric exploration of the Workplace Age Discrimination Scale (WADS-G)

Effects of workplace ageism on negative perception of aging and subjective well‐being of older adults according to gender and employment status

Never quite right: Identity factors contributing to bias and discrimination experienced by women leaders in the United States

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