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Age and Gender: The Untold Story of Women at Work

Updated: Mar 4

This International Women’s Day, we celebrate the progress women have made in the workplace. But one critical issue remains overlooked: the intersection of age and gender. Women experience ageism at both ends of their careers—too young to be taken seriously, too old to be considered ambitious.


The Reality of Age and Gender Bias

Women face unique challenges at different career stages:


  • Younger women experience ageism too. Early in their careers, women are often dismissed as "too inexperienced" or "not ready" for leadership. Their ideas may be overlooked in meetings, and they must work harder to prove credibility compared to their male peers.


  • Older women are valued less. Women aged 60 and over face the highest gender pay gap in the UK at 13.5%, compared to 12.1% for those aged 50 to 59, and 9.1% for those aged 40 to 49. In contrast, younger women experience a much smaller gap, with those aged 18 to 21 seeing a -0.5% gap (where women earn slightly more than men). This widening gap highlights how career progression for women slows down with age, reinforcing systemic barriers that limit their earning potential and opportunities. (Statista)


These challenges create a narrow window in which women are seen as the "right" age—not just for leadership, but for being valued, promoted, and taken seriously in the workplace. This limits opportunities for both younger and older women, reinforcing systemic barriers to career progression and fair treatment.


A Challenge to You: Recognising Bias in Action

Imagine looking at photos of two women in the same profession—one younger, one older.



What assumptions do you make about their skills, ambition, and career trajectory?
Do you unconsciously associate leadership and authority with one more than the other?

This bias plays out in workplaces every day, shaping who gets hired, promoted, or even heard in meetings. Challenging these ingrained perceptions is crucial to achieving true gender and age inclusivity.


Expert Insights: Watch My Conversation with Dr Tatiana Rowson


Dr Tatiana Rowson, Associate Professor at Henley Business School, has explored the interplay of age and gender in the workplace. Tatiana and I made a video for Powered by Diversity to discuss the biases women face as they progress through their careers and how businesses can better support women at all ages.


📺 Watch the video here




Dr Rowson highlights the systemic barriers that hold women back, as well as practical solutions for businesses to foster more inclusive workplaces. This is a must-watch for anyone interested in gender equality, age inclusion, and the future of work.


The Economic and Business Case for Change


This isn’t just an issue of fairness—it’s a missed opportunity for businesses. Research shows that gender-diverse and age-diverse teams outperform their peers. Both younger and older women bring fresh perspectives, innovation, strategic thinking, and deep industry knowledge—all of which are invaluable in today’s fast-changing economy.


How We Can Build an Age-Inclusive Future for Women

  • Address Bias in Hiring and Promotion – Train managers on unconscious bias, ensure younger and older women are considered for leadership roles, and create fair promotion pathways.


  • Champion Flexible Working – Many women, both younger and older, juggle work with caring responsibilities. Flexible options will help them stay in the workforce and contribute fully.


  • Challenge Workplace Stereotypes – The image of success should include women at every life stage. Representation in leadership, marketing, and media matters.


  • Encourage Intergenerational Mentoring – Knowledge-sharing between younger and older employees fosters innovation, collaboration, and retention.


This International Women’s Day: Let’s Talk About Age

If we’re serious about gender equality, we must tackle ageism alongside sexism. Let’s create workplaces where all women—regardless of age—can thrive.


At ProAge, we’re working with businesses to build truly inclusive workplaces. Want to learn more? Join the conversation.


📩 If you’d like to learn more about our work, get in touch at info@proage.org.

 
 
 

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