My Question to Bing Chat today :
Q : What is gendered agesim in organizations and how to recognize it ?
Bing Chat :
Gendered Ageism is a form of discrimination that targets women based on their age and gender.
It is a double whammy where there is "no right age" for professional women.
Women face different stereotypes and biases at different stages of their careers, and they are often devalued, overlooked or marginalized because of their perceived age.
Some ways to recognize gendered ageism in organizations are:
(1) Look for patterns of hiring, promotion and retention.
(a) Do women get hired or promoted at the same rate as men?
(b) Do women face more barriers or scrutiny than men when applying for jobs or advancing in their careers?
(c) Do women get pushed out or forced to retire earlier than men?
(d) Do women have access to the same opportunities, resources and networks as men?
(2) Listen to the Language and tone used to describe women !
(a) Do women get called diminishing or derogatory names based on their age, such as "kiddo", "young lady", "old maid", "hag" or "cougar"?
(b) Do women get praised or criticized for their appearance, such as their clothes, hair, makeup or weight?
(c) Do women get stereotyped as being too young, too old, too inexperienced, too overqualified, too emotional, too bossy or too passive?
(3) Observe the behaviors and attitudes towards women.
(a) Do women get interrupted, ignored, dismissed or patronized more than men?
(b) Do women get excluded, isolated or harassed because of their age or gender?
(c) Do women get less credit, recognition or respect than men for their work and achievements?
(d) Do women get less support, feedback or mentoring than men?
Gendered Ageism is harmful not only to individual women, but also to organizations and society as a whole !
It limits the potential, performance and well-being of women, and it deprives organizations of diverse perspectives, talents and leadership.
It also reinforces gender inequality and stereotypes that affect both women and men.
Affirmative Actions :
To combat gendered ageism, organizations need to adopt policies and practices that promote equity, diversity and inclusion for all employees, regardless of their age or gender. Some strategies include:
(1) Recognize age bias.
You can't fix a problem you won't admit is there. Whereas sexism and racism are the focus of most diversity initiatives, ageism is often overlooked or normalized.
Organizations need to raise awareness and educate employees about the prevalence and impact of age bias, especially when it intersects with gender bias¹.
(2) Address "lookism".
Much of gendered ageism is hinged on looks or appearance as a function of societal value. The beauty industry and the media perpetuate unrealistic and sexist standards of beauty that pressure women to look young, thin and attractive at all costs. Organizations need to challenge these norms and value women for their skills, abilities and contributions, not their looks¹.
(3) Cultivate creative intergenerational collaboration.
One way to break down age stereotypes and foster mutual respect is to encourage cross-generational learning and mentoring among employees. Organizations can create opportunities for employees of different ages and genders to work together on projects, share ideas, exchange feedback and support each other's growth .
(4) Support women's career development.
Organizations can help women overcome the barriers and challenges they face due to gendered ageism by providing them with adequate resources, guidance and sponsorship.
Organizations can offer flexible work arrangements, career counseling, leadership training, mentoring programs and networking events that cater to the specific needs and goals of women at different stages of their careers³.
