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Abstract

Researchers estimate that 20–40% of employers are influenced by bias in hiring decisions, with gender and age discrimination creating barriers, particularly during the attraction phase. We examined whether job ads include implicit preferences through gendered and age-based language. A total of 800 job ads from eight U.S. occupations were analyzed using exploratory latent content analysis, which informed a customized dictionary for linguistic inquiry and word count (LIWC). A 2 (industry) × 2 (gender dominance) mixed-design repeated measures ANOVA, we found significant differences in linguistic bias, with language favoring an older woman ideal most prevalent. White-collar industries exhibited higher overall bias, with interactions between industry and gender dominance. Despite this linguistic trend, older women continue to face hiring barriers—a disconnect we call the “older woman paradox.” One explanation may be HR demographics, as women aged 45 + comprise over 75% of HR managers. Implications are discussed.

Keywords

Ageism sexism intersectionality employment discrimination older workers

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Ideal on Paper,Excluded in Practice: Age and Gender Bias in Job Advertisements

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