Youth continues to hold significant value in society, extending into the workplace. Research suggests that being perceived as younger leads people to assume higher levels of ambition, intelligence, and technological proficiency. However, being young or appearing young can also work against women in the workplace. A recent preliminary study featured in the Harvard Business Review revealed that age discrimination is not limited to older women; younger women under 40 also face dismissal and lack of credibility due to their age. This bias, referred to as “youngism,” occurs when someone’s assumed youth is associated with inexperience, incompetence, and immaturity. While there are federal protections against age discrimination for workers aged 40 and older, age discrimination can begin much earlier.
Younger women, and those who appear young, often receive patronizing treatment, such as being called pet names or even patted on the head. They may also face role incredulity, being mistaken for lower-level positions or support roles. Non-White women, in particular, face inaccurate assumptions, adding an extra layer of bias to their experiences. This gendered ageism towards younger women is insidious because it leads them to question their abilities and ideas. Rather than taking it personally, it is crucial for women of all ages to recognize that it is a larger systemic issue.
The study’s data highlights that “youngism” disproportionately affects women of color. Women like Nadia De Ala, founder of Real You Leadership, have experienced being discredited and infantilized at work due to perceived age. This degradation is particularly prevalent for petite women, like De Ala, who is often called “cute,” “small,” or “sweetie.” Even when she was negotiating million-dollar deals, she was belittled and called Minnie Mouse. Likewise, comments such as “How could you possibly understand at your age?” or “You haven’t lived, you haven’t experienced…” contribute to the perception that younger women have not paid their dues. These biases can also be used to maintain male-dominated environments, where men benefit from the positive associations with youth while women do not.
Even women over 40 can experience gendered ageism, as their perceived age is used to question their expertise and competence. The impact of these biases on self-esteem can be long-lasting. Tracey, a Chinese American communications professional, shares that she still faces ageism due to her youthful appearance at the age of 48. Colleagues refer to her as “cute,” leading her to strategically drop hints about her experience to be taken seriously. She even leaves her gray hair intact to create the impression of maturity, despite wishing for a more enlightened environment.
Having to constantly combat gendered ageism can take a toll on individuals. The accumulation of microaggressions creates a deep wound, demonstrating the insidiousness of this bias. It is essential for leaders and colleagues to establish a workplace culture where youngism is called out and deemed unacceptable. Allies can address the issue in the moment, raising questions or using direct language to challenge biases. Women who face these biases should seek support from friends and mentors who can validate their experiences and join the fight against youngism.
In conclusion, the study sheds light on the discrimination women face based on their age, even at a younger age. Recognizing and speaking up against “youngism” in the workplace is crucial for fostering an equitable and inclusive environment for everyone.
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