Intersectionality and employment barriers: analyzing age and gender bias in job advertisements


Different forms of discrimination occur within phases of the employment process (attraction, selection, retention), with an estimated 20-40% of employers influenced by bias in their hiring decisions. Sexism and ageism are among the most prevalent forms; however, detecting hiring discrimination is complex and often unreported. The current study focused on the attraction phase to examine how age and gender intersect to create employment barriers and opportunities. A sample of 800 job ads were collected from white-collar, blue-collar, female-and-male-dominated occupations across the U.S. Using a mixed methods approach, data were analyzed through an exploratory, content analysis to identify previous and nuanced gendered and age biased language to develop a repository for LIWC to conduct a series of 2x2 factorial ANOVAs. A significant interaction was found between job industry and gender dominance in the gendered age language bias to indicate a young man candidate. Limitations, future directions, and implications are discussed

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Last time updated on 15/05/2024

This paper was published in UTC Scholar.

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