Exploring the Impact of Ageism on Women in the Workplace
How Age-Related Stereotypes, Biases, and Discriminatory Practices Impede Success
Ageism can affect women at every stage of their careers, shaping how they are perceived, the opportunities they receive, and how they experience the workplace.
In 2024, Women of Influence surveyed 1,258 respondents across 46 countries to better understand how age-related prejudice and discrimination affect women personally and professionally.
Ageism Happens at Every Career Stage
77.8% of respondents said they had experienced age-based prejudice or discrimination in the workplace at some point in their careers, while 80.7% had witnessed women being treated differently because of their age.
The research found that ageism is not limited to older workers. Younger women reported being dismissed as inexperienced or unqualified, while women later in their careers described being overlooked for opportunities and assumed to be less adaptable or relevant.
“Women are either too young, too old, or may be in the age range of having children. All are viewed as negative.”
— Survey Respondent
The Career Consequences of Ageism
Ageism has significant consequences for women’s confidence, well-being, and careers.
Among respondents who experienced ageism, 62.1% reported increased stress, 61.8% said they second-guessed their capabilities, 59.3% felt they had to work harder to prove their value, 55% experienced lower self-confidence, and 51.1% reported a negative impact on their mental health.
Professionally, 57.7% reported impaired career progression, 52.1% felt a reduced sense of belonging at work, and 50.9% were dissatisfied with their employer. 39.9% looked for a new job or role.
“Men are viewed as wise. Women are ancient.”
— Survey Respondent
What Needs to Change
Despite the prevalence of ageism, only 21.1% of respondents said their workplace had policies in place to address it.
The research identified five actions organizations can take:
- Raise Awareness and Provide Education: Acknowledge ageism as a workplace issue and help employees recognize age-related stereotypes and biases.
- Put Policies Into Practice: Implement preventative policies and ensure managers and leaders are accountable for applying them consistently.
- Build Reciprocal Mentorship: Create opportunities for employees across generations to learn from one another and challenge assumptions about experience and capability.
- Focus on Competencies, Not Age: Evaluate candidates and employees based on skills, knowledge, and performance rather than assumptions tied to age or years of experience.
- Include Ageism in DEI Strategies: Ensure age is considered alongside other forms of workplace discrimination in inclusion initiatives, policies, and training.
“We can’t change our age; I think employers need a change in attitude.”
— Survey Respondent
About the Research
Exploring the Impact of Ageism on Women in the Workplace was conducted between January 9 and February 4, 2024.
The international survey included 1,258 respondents across 46 countries, more than 98% of whom self-identified as women. It examined how ageism appears in the workplace, its personal and professional consequences, and what organizations can do to address it.