{"id":{"repo_id":"utc","oai_identifier":"oai:scholar.utc.edu:theses-2048"},"canonical_url":"https://search.dev.ndltd.org/etd/utc/oai:scholar.utc.edu:theses-2048","repository":{"repo_id":"utc","name":"University of Tennessee - Chattanooga","base_url":"https://scholar.utc.edu/do/oai/"},"display":{"title":"Intersectionality and employment barriers: analyzing age and gender bias in job advertisements","abstract":"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.","abstract_html":"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.","abstract_has_math":false,"creators":["Carl, Ciara"],"institution":"University of Tennessee at Chattanooga","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":["Walker, Ruth V.","Shelton, Jill A.; Ross, David F.; Black, Kristen J.","College of Arts and Sciences"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2025,"date_issued":"2025-12-31T08:00:00Z","date_published":"2025-12-31T08:00:00Z","updated_at":"2026-07-24T05:47:13Z","subjects":["Age discrimination in employment--United States","Glass ceiling (Employment discrimination)","Occupational segregation","Sex discrimination in employment--Investigation--United States"],"languages":["English","eng"],"rights":[],"rights_urls":["http://rightsstatements.org/vocab/InC/1.0/"],"identifier_entries":[]},"links":{"outbound_url":"https://scholar.utc.edu/theses/867","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Walker, Ruth V.","Shelton, Jill A.; Ross, David F.; Black, Kristen J.","College of Arts and Sciences"]},{"key":"dc:creator","label":"Author","values":["Carl, Ciara"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2024-05-01T07:00:00Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2025-12-31T08:00:00Z"]},{"key":"dc:publisher","label":"Institution","values":["University of Tennessee at Chattanooga","Chattanooga (Tenn.)"]},{"key":"dc:relation","label":"Dc Relation","values":["Masters Theses and Doctoral Dissertations"]},{"key":"dc:type","label":"Dc Type","values":["Masters theses","Text"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Age discrimination in employment--United States","Glass ceiling (Employment discrimination)","Occupational segregation","Sex discrimination in employment--Investigation--United States"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["English","eng"]},{"key":"dc:rights","label":"Dc Rights","values":["http://rightsstatements.org/vocab/InC/1.0/"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://scholar.utc.edu/theses/867"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Dept. of Psychology","M. S.; A thesis submitted to the faculty of the University of Tennessee at Chattanooga in partial fulfillment of the requirements of the degree of Master of Science."]},{"key":"dc:description.abstract","label":"Abstract","values":["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."]},{"key":"dc:title","label":"Title","values":["Intersectionality and employment barriers: analyzing age and gender bias in job advertisements"]}]}],"canonical_facts":{"dc:contributor":["Walker, Ruth V.","Shelton, Jill A.; Ross, David F.; Black, Kristen J.","College of Arts and Sciences"],"dc:creator":["Carl, Ciara"],"dc:date":["2024-05-01T07:00:00Z"],"dc:date.available":["2025-12-31T08:00:00Z"],"dc:description":["Dept. of Psychology","M. S.; A thesis submitted to the faculty of the University of Tennessee at Chattanooga in partial fulfillment of the requirements of the degree of Master of Science."],"dc:description.abstract":["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. 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