Recently a large-scale study on the effects of ageism on working women was published in the Harvard Business Review. The authors demonstrated that a woman will face ageism at literally every single age that she is employed in the workforce. This is not an abstract concept. It is a wide-spread systemic issue that translates to lived experience for millions of working women (I’m 100% certain that you’ve already had your own experience with this issue!).
In my career I’ve observed women in all kinds of environments, including tech, law, finance, construction, nonprofits, education and startups. I’ve taught my Power Voice methods in over 200 workplaces, and I’ve gotten a closeup look at the way that many companies attempt to apply gender-equity policies in real time. Because of my extensive experience, occasionally companies will ask me to consult on the effectiveness of their policies, so they can make improvements that will have a lasting impact.
What I always point out to them is that especially for women who are approaching or existing in middle-age, the combined forces of sexism and ageism can feel especially heavy. Companies need to keep in mind that this pressure awaits all women, and the sooner they address it with corrective policies, the better. Here, for the first time, I am publishing the most common suggestions that I offer when I consult. Please note that these are general concepts, and that some employers require a much more complex treatment of their gender equity policies.
Here are ways to support and empower older female workers:
Actively seek their advice on major decision making. The older women in your organization are a huge untapped resource of skills, knowledge and true wisdom, and the sooner you leverage it, the better. Remember that women will often keep to themselves as a kind of, "go along to get along" workplace strategy, and this might prevent them from actively volunteering their thoughts. Request their input during meetings, and/or reach out to them offline. Make time in your schedule to hear their input, and give them credit when you use their ideas.
Create a robust Women’s ERG group, and save it as a line item in your ongoing yearly budget. Don’t skimp on it! It’s an investment in the long-term health and wellness of all the women in your company. Think of it as a combination of ongoing education and community support. Send out surveys to the group to gauge their interests, and allot enough cash in the budget to hire quality coaches, educators and speakers who can provide corresponding trainings and activities. This is often how I am hired to come and give Power Voice trainings to groups of women. I can tell that a company is investing in women when I see a broad mix of ages in their Women’s Group.
Give older, experienced women the flexibility to spend 20% of their work time on projects that spark their curiosity. When all of that knowledge and wisdom is aimed in the right direction, it can yield powerful results. This is something that at least 75% of my older women clients long for. Set them free to learn, grow, and innovate.
I love to speak with employers about ways they can improve workplace conditions for older women. Email me for more info, or if you’d like to book a Power Voice for Career Women group training for the women in your company.