Breaking the Cycle: How Ageism Hits Women at Both Ends of Their Careers—And What We Can Do About It
The Double-Edged Sword of Ageism for Women
When most people think about ageism in the workplace, the image that comes to mind is often of someone nearing retirement, quietly struggling against a culture that prizes youth. However, recent research reveals that for women, age-based bias is a challenge not just at the end, but also at the very beginning of their careers. According to the 10th edition of the McKinsey and LeanIn.Org Women in the Workplace report, ageism deals a particularly harsh blow to early-career women—a pattern not mirrored among their male peers.
A Tale of Two Bookends: Women Face Ageism Twice
The statistics are striking: nearly half (49%) of women under 30 say that their age is a barrier to opportunity at work. In contrast, only 38% of women over 60 report the same. While ageism does eventually catch up to both genders past the age of 60, the disparity is pronounced for younger women. Men do not report this early-career ageism to the same extent; in fact, young men are only half as likely to experience age-focused micro-aggressions as young women.
This means that women—uniquely—are vulnerable to ageism at both ends of their career journey. At the start, they are often seen as "not ready" and are promoted more slowly than men, who are frequently advanced based on potential rather than proven achievement. As a result, for every 100 men promoted to manager, only 81 women move up the ladder. By the time women reach more senior roles, they face a new brand of ageism—one that questions their relevance or adaptability, regardless of their expertise.
Why Ageism Strikes Early for Women
The phenomenon known as the “broken rung” illustrates why this matters so much. The very first promotion from an individual contributor to manager is the most imbalanced stage for women. Promotion decisions at this level often lack the scrutiny applied to senior hires, letting bias—sometimes unconscious—tip the scales. While men are promoted on their perceived potential, women are asked to prove themselves with a resume full of concrete accomplishments—a tall order early on in any career.
Layer on decades of structural bias, and it’s no wonder women feel the sting of ageism twice: once as they start out, and again as they approach the later stages of their careers.
Men and Ageism: A Different Reality
The data is clear: men do not experience the same double hit of ageism. The challenges women face are compounded by a mix of age and gender bias—micro-aggressions that can sap confidence and stall momentum. While age eventually matters for everyone, the early-career bias is overwhelmingly a women’s issue, rooted in long-standing stereotypes about readiness, capability, and leadership potential.
Bright Spots and How to Fight Back
Despite these challenges, there is reason for optimism. Younger women are described as “really ambitious” and more committed than ever to diversity and positive change in the workplace. The increase in women in leadership roles over recent years shows that progress is possible when companies invest in equality and pay attention to the pipeline at every stage—not just the top.
Here are some practical strategies that individual women can use to mitigate the negative effects of ageism at any stage of their careers:
Raise Your Voice: Don’t hesitate to speak up if you experience or witness age-based bias. Addressing micro-aggressions directly—whether in meetings or casual conversations—helps challenge harmful stereotypes.
Build Supportive Networks: Seek out or create mentorship and peer support groups with women of varying ages and career stages. These relationships provide guidance, encouragement, and shared strategies for overcoming bias.
Highlight Your Potential and Ambition: Regularly communicate your goals and aspirations to managers and colleagues. Demonstrating your vision and drive can help shift perceptions and open doors for advancement.
Invest in Your Own Development: Take the initiative to pursue learning opportunities, certifications, or leadership training. Expanding your skills and knowledge signals both competence and adaptability, countering negative assumptions.
Document Your Achievements: Keep a record of your accomplishments, feedback received, and projects led. This not only boosts confidence but also provides concrete evidence of your impact when opportunities for promotion arise.
Support Other Women: Advocate for colleagues of all ages by celebrating their achievements, offering encouragement, and sharing advice. Collective empowerment helps dismantle the cycle of ageism for everyone.
Moving Forward Together
Ageism doesn’t have to be a fact of working life for women. By keeping this issue front and center, supporting each other, and pushing for more equitable company practices, we can rewrite the narrative. Progress may not be parity—yet—but every step forward, at any age, brings us closer to a world of work where everyone’s potential is recognized and celebrated. Let’s keep the momentum going and make ageism a thing of the past for women at every stage of their careers.