The intersection of ageism and sexism can create a hostile environment for veteran software developers belonging to marginalized genders. In this study, we conducted 14 interviews to examine the experiences of people at this intersection, primarily women, in order to discover the strategies they employed in order to successfully remain in the field. We identified 283 codes, which fell into three main categories: Strategies, Experiences, and Perception. Several strategies we identified, such as (Deliberately) Not Trying to Look Younger, were not previously described in the software engineering literature. We found that, in some companies, older women developers are recognized as having particular value, further strengthening the known benefits of diversity in the workforce. Based on the experiences and strategies, we suggest organizations employing software developers to consider the benefits of hiring veteran women software developers. For example, companies can draw upon the life experiences of older women developers in order to better understand the needs of customers from a similar demographic. While we recognize that many of the strategies employed by our study participants are a response to systemic issues, we still consider that, in the short-term, there is benefit in describing these strategies for developers who are experiencing such issues today.

翻译：年龄歧视与性别歧视的叠加效应，可能导致属于边缘性别群体的资深软件开发者面临充满敌意的工作环境。本研究通过14次深度访谈，探究处于这一交叉困境的群体（以女性为主）的经历，旨在揭示其成功留任该领域的策略。我们识别出283个编码，最终归类为三大主题：策略、经历与认知。其中多项策略（如"（刻意）不试图让自己显年轻"）此前在软件工程文献中尚未被描述。研究发现，部分企业中年长女性开发者被认可具有特殊价值，进一步印证了劳动力多元化已知的积极效应。基于这些经历与策略，我们建议雇佣软件开发者的组织充分认识到聘请资深女性开发者的益处。例如，企业可借鉴年长女性开发者的生活阅历，更深入理解同龄客户群体的需求。尽管我们承认参与者采用的许多策略是对系统性问题的应对方式，但仍认为短期内描述这些策略，对于正在经历此类问题的开发者具有参考价值。