Ageism in Leadership: The Silent Career Killer for Women Leaders

"You have three strikes against you: you're from out of town, a woman, and you're young."

That’s what I was told during an interview early in my career when I applied for a leadership role at a prominent organization. Looking back, it was shocking to hear that, but it became my first experience with ageism.

It wasn’t just that I was too young; being young and a woman somehow made me less qualified in their eyes. As the years passed, I discovered that this was only the beginning of a lifelong challenge.

Decades later, I realized that ageism doesn’t go away—it simply changes as you get older. As I progressed in my career and entered midlife, I was still met with doubts. People questioned whether I could handle the balance between family responsibilities and leadership.

When I reached my 60s, the same issue persisted: Was I still “relevant” enough to lead?

Unfortunately, my story is not unique. Ageism is a silent but powerful force that shapes the careers of women leaders at every stage.

What was it that Andy Rooney said?

"Everyone wants to live forever, but no one wants to grow old."

The Unspoken Reality: Ageism and Its Impact on Women in Leadership

Ageism is often viewed as discrimination against older workers, but it affects women across all ages.

Younger women are perceived as inexperienced, middle-aged women are often questioned about their family commitments, and older women can be seen as outdated. Nearly 80% of women have reported encountering age-related discrimination at some point in their careers.

This is the experience with ageism I first had in my twenties. In that interview, I was told that my age, gender, and location disqualified me. While it was frustrating, it also fueled my determination. As I rose through the ranks in my career, I proved that being young didn’t mean I could not lead.

However, when I reached midlife, the conversation shifted. Now, there were concerns about whether I could “handle” the leadership responsibilities alongside my family commitments. Studies report that middle-aged women often face this exact form of age bias, with assumptions about their domestic lives interfering with their professional advancement.

In one survey, women in their 40s and 50s reported that hiring committees declined to promote them, citing menopause-related issues or the belief that women at this age “may not have aged well".

In my 60s, the challenges of ageism didn’t disappear—they simply evolved. This time, the question was whether I was still “relevant” enough to lead. Older women are often seen as less capable than their male counterparts, with many organizations passing over experienced women in favor of younger men. Research reveals that 57.7% of women report that ageism has directly impaired their career progression, with older women in leadership roles often ignored for promotions or dismissed as outdated.

Age bias is a silent career killer whether you’re young, middle-aged, or older—if you're a woman.

But it doesn’t have to define your path. Women at every stage of their careers can take action to combat this pervasive bias. By owning your expertise, building supportive networks, and challenging harmful stereotypes, you can navigate ageism and thrive as a leader, no matter your age.

How Women Leaders Can Combat Ageism in Their Careers

So, how do we combat something so pervasive? Recognizing and addressing ageism is crucial whether you're just starting or deep into your leadership career.

1. Own Your Expertise at Every Age

Regardless of age, actively showcase the results and impact you bring to your role. Whether you’re a younger woman bringing fresh ideas or an older woman offering years of experience, make sure your value is known.

Intentionally think, talk, and act like your value isn’t tied to your age but to your results!

2. Build a Strong Network of Supporters

Ageism is easier to tackle when you’re not doing it alone. Seek out mentors and allies who will advocate for you. I’ve found that cross-generational networks are invaluable.

Building relationships across age groups helps broaden your perspective and creates a support system that boosts your career. Organizations that embrace age diversity see improved performance and employee engagement.

3. Speak Up and Challenge Stereotypes

Too often, ageism goes unspoken. When you experience it, don’t stay silent. Open dialogue is the first step to change.

Building Inclusive Leadership Cultures to Support Women at Every Age

"Aging is not 'lost youth,' but a new stage of opportunity and strength." — Betty Friedan

Real change comes when organizations actively work to eliminate age bias. Women can advocate for themselves, but the burden shouldn’t rest solely on their shoulders. We need to push for inclusive cultures that value women at every age.

1. Embrace Age Diversity

Companies that value age diversity benefit from a mix of fresh ideas and experienced perspectives. Diverse leadership teams perform better, especially in times of crisis. Age shouldn’t be a barrier to promotion or opportunities.

2. Create Cross-Generational Mentoring Programs

One of the most effective ways to combat ageism is through mentorship programs that pair women across different age groups.

Younger women can offer fresh insights, while older women can share their experiences. These partnerships promote collaboration and innovation and can enhance team performance and learning.

3. Include Age in DEI Initiatives

Like other forms of discrimination, ageism needs to be part of diversity, equity, and inclusion (DEI) initiatives. By including age in DEI discussions, companies can create an inclusive environment that values women’s contributions regardless of age.

Conclusion

Ageism is a silent obstacle, but it doesn’t have to define your journey.

Recognizing and confronting ageism is essential, whether you’re a young professional, in midlife, or an older leader. Women leaders can thrive at every stage of their careers by building strong networks, challenging stereotypes, and advocating for inclusive workplace cultures.

It’s time to change the conversation and ensure that women are valued for their skills—not their age.

"Age is an issue of mind over matter. If you don’t mind, it doesn’t matter." — Mark Twain

After all, age is just a number. It doesn’t define your worth, your capability, or your potential as a leader.

Have you ever faced age-related challenges in your career? How did you navigate it, and what advice would you give others facing similar challenges?

Your Mentor,

Dr. Geneva

PS: If you're navigating challenges like ageism or striving for growth at any career stage, let's talk. Together, we can map out strategies to help you thrive as a leader. Reach out today for a personal consultation and take the next step in your leadership journey.