Are we still ageist when it comes to women?

Ageism, as defined by the World Health Organization, “refers to the stereotypes (how we think), prejudice (how we feel) and discrimination (how we act) towards others or oneself based on age.” And while that’s a damaging view to hold in society at large, it’s even more detrimental when it takes place in the office.

And alarmingly, according to a new report by Women of Influence+, a leading Toronto-based organization committed to advancing gender equity in the workplace, 78% of 1,258 survey respondents shared that they had been exposed to ageism at some point in their careers. The study, titled “Exploring the Impact of Ageism on Women in the Workplace,” was conducted between January and February of 2024 as an online survey, which was sent to the organization’s membership database. Participants were from 46 countries, across industries.

The data collected provides a snapshot of the prevalent issue of ageism in workplaces on a global scale, highlighting it as a significant yet often underestimated or overlooked barrier to professional growth. Ageism leads to biased treatment, curbed opportunities and marginalization at work. It negatively impacts the confidence of women at the office. Of the respondents surveyed, 62% reported an increase in stress and 60% explained that they felt they had to overcompensate to prove their value when faced with it.

Rumeet Billan, CEO of Women of Influence+, called ageism, “a pervasive and systemic issue.” Slightly over 80% observed differential treatment based on age with 46% identifying it as an ongoing issue.

Too young or too old

Contrary to common beliefs, ageism is not confined to later career stages but is visibly present throughout the professional journey. The study challenges this stereotype by revealing that most of the respondents whom experienced ageism, noted it happening in the first decade of work (41%) or in the later years (56%).

When asked why they think ageism exists? Survey participants attribute it to the inappropriate association of age with perceived performance – a mind-set that disproportionately affects women. In fact, 70% believe gender disparities in age perception are evident, with older men often seen as “distinguished” while older women face debilitating labels like being “past their prime.” The study exposes ageism as a ubiquitous issue perpetuated by individuals at all levels of seniority, including HR departments and recruiters.

Less resources and less support

Ageism manifests in various forms, from age-based stereotypes (75%) to a lack of respect (50%) and inequitable treatment in promotion processes (49%). Personal and professional repercussions are felt, including increased self-doubt and negative impacts on job satisfaction.

The study also highlights the impacts of intersectionality (age and race), explaining that it compounds the negative effects of ageism. Respondents raised concerns about racialized women facing even higher levels of discrimination.

Actionable ways forward

As a way to combat this reality, Women of Influence+ is calling for organizational change and has proposed five actionable recommendations. These start with raising awareness about the issue, as one respondent said: “[We need] education and awareness. Ageism comes in subtle forms. There isn’t a week that goes by that I am not asked when I will retire.”

Then, the organization suggests establishing preventative policies and following through with them, fostering reciprocal or multigenerational mentorship programs. When looking for new talent, managers should focus on abilities rather than age. And, finally, when it comes to DEI initiatives and strategies, don’t forget to incorporate ageism.

The Women of Influence+ survey underscores the urgent need for organizations to make a concerted effort in addressing ageism as another way to create more inclusive environments where age does not define capability nor limit opportunities.