Age is an Invisible Hindrance: Older Educated ImmigrantWomen‘s Lived Experience in the Icelandic Labour Market

Abstract

Older immigrant women experience various obstacles that reduce their opportunities in the labour market. Despite high levels of education and extensive work experience, they face numerous challenges that hinder their career development and limit their access to jobs that match their skills. The aim of this study was to gain a deeper understanding of the experiences of older university-educated immigrant women regarding their position, challenges, and barriers in the Icelandic labour market, and additionally to examine how the intersection of age, gender, and immigrant status shapes their careers and the challenges they face. Twelve semi-structured, in-depth interviews were conducted with women aged 49–66 who had lived in Iceland for 6–25 years. They had all completed higher education and had diverse educational backgrounds and extensive work experience, both in Iceland and abroad. The study was conducted using phenomenological methodology. The main findings revealed that the women feel their age reduces their opportunities for career advancement, which leads to their skills being less valued. The study sheds light on the complex interplay of age, gender, and origins. Despite education and experience, they experience discrimination in the hiring process and do not get jobs that match their qualifications and work experience. They experience exclusion from the labour market due to a lack of professional networks and background. The lack of recognition for foreign diplomas and language difficulties limits their access to jobs. The research reflects these women’s experiences of systemic barriers regarding the recognition of education, prejudice and age discrimination, excessive language requirements, and labour market policies that prioritize local younger applicants. These barriers indicate a significant waste of human resources and are an important issue for policymaking in immigration matters. These findings underscore the need for targeted actions in human resource management and policy formulation to ensure a fairer labour market.