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：摘要：年龄歧视与性别歧视的交织可能为边缘化性别的资深软件开发者营造不利环境。本研究通过14项访谈，考察了这一交叉群体（以女性为主）的经历，以揭示其成功留任于该领域的策略。我们识别出283个编码，归为三大类：策略、经历与认知。部分策略（如"（刻意）不试图显年轻"）此前未被软件工程文献记载。研究发现，某些企业中资深女性开发者被认可具备特殊价值，进一步强化了劳动力多样性已知的益处。基于这些经历与策略，我们建议雇佣软件开发者的组织考量录用资深女性开发者的优势。例如，企业可借鉴年长女性开发者的生活经验，以更好地理解相似人口特征客户的需求。尽管我们意识到研究参与者采用的诸多策略是对系统性问题的应对，但短期而言，描述这些策略对正面临此类问题的开发者仍具有现实意义。