Age discrimination, more simply known as ageism, refers to prejudice or discrimination against an individual based solely on their age.
Intersectional discrimination refers to the discrimination that individuals may experience because of the combination of multiple social factors, such as race combined with gender, or sexual orientation and disability.
At an intrinsic level, people can be discriminated against solely because they’re of a certain age. Denied to Many’s Voice of Experience research amongst 1,150 Australians aged 50+ showed that 53% of respondents believed they had been discriminated against solely based on their age when applying for a new role. But would a woman aged over 45, or a black man aged over 50 experience more complex intersectional discrimination?
Popularised by Kimberlé Crenshaw, intersectional discrimination has various forms, notably:
The recognition that individuals hold multiple social identities that can intersect and interact to shape their experiences. For example, a black woman may experience discrimination differently from a white woman or a black man due to the unique combination of race and gender.
The concept of intersectional discrimination accepts that the experiences of individuals cannot be understood by looking at single aspects of their identity in isolation. Instead, it requires the consideration of how various forms of discrimination intersect and compound to create unique experiences.
Intersectional discrimination can result in compounded or intensified forms of discrimination. For example, a transgender person of colour may face discrimination not only based on their gender identity but also due to their race, leading to complex and intersecting forms of discrimination.
Taking an intersectional view of age discrimination, the compound and complex become even more complicated. Take for example discrimination based on gender, specifically in the workplace.
The intersection of age and gender discrimination in the workplace can create unique challenges and barriers for individuals, for example, older women often face a double bind in the workplace, where they experience discrimination based on both their age and gender.
Stereotypes about older workers being less productive, less adaptable to change, or technologically incompetent intersect with stereotypes about women being less competent, less ambitious, or less suited for leadership roles. This can result in older women being overlooked for promotions, facing unequal pay, or being pushed out of the workforce altogether. And age discrimination against women in the workforce can kick in from the age of 45, when most people would consider themselves to be midlife rather than ‘mature age’.
The combination of age and gender discrimination can also create what's known as a ‘grey ceiling’ for midlife women, like the ‘glass ceiling’ experienced by women of all ages, which refers to the invisible barriers that prevent women from advancing to higher levels of leadership and decision-making positions within organisations.
Addressing the intersection of age and gender discrimination in the workplace requires recognising and challenging the stereotypes, biases, and structural barriers that perpetuate inequality.
Organisations can implement policies and practices that promote diversity, equity, and inclusion, including age-inclusive recruitment and retention strategies, gender and age sensitive performance evaluations, and programs to support work-life balance and career development for all employees, regardless of age or gender.
Additionally, raising awareness about both age discrimination in general as well as the intersectional nature of discrimination and promoting acceptance and advocacy should help create more equitable and inclusive workplaces.