Navigating Ageism: Strategies for Women Leaders and Workplaces to Overcome Bias

At 38, Isabella’s promotion to Director of Marketing at her flourishing marketing firm should have been a proud moment. But instead, what followed was a wave of ageist assumptions from her colleagues.

She was considered “too old” to keep up with the fast-moving world of marketing and “too young” to have the authority expected from a leadership position. And she is not alone.

According to a Women of Influence+ survey of 1,258 women respondents from over 40 countries, 77.8% agreed to have encountered age-related discrimination in their careers.

Understanding Ageism at the Workplace

Ageism refers to the stereotyping, prejudice, or discrimination against individuals based on their age. While it affects both men and women, women often encounter ageism earlier in their careers due to societal pressures regarding appearance, family responsibilities, and perceived capabilities.

This bias can manifest in various ways, such as Isabella being labeled “too old” to grasp new technologies or “too young” to hold authority. Furthermore, ageism intersects with gender bias, creating a double bind where women are constantly judged based on their looks and demeanor.???

This results in a unique set of challenges that can undermine their confidence and hinder their career progression. Having dealt with these challenges firsthand, I’ve developed a set of effective strategies, both for women leaders and workplaces, to address and overcome these biases.

How Can Women Leaders Tackle Ageism?

Let us begin by exploring steps you can take if you’re encountering ageism-

1. Challenge Ageist Assumptions Head-On

I’m a big believer in directly confronting biases when they arise. If you’re facing ageist assumptions, it’s essential to address them head-on.

Whether through a confident reminder of your track record or by requesting that your work be evaluated based on results rather than age, pushing back in a professional but assertive manner can challenge stereotypes.

Doing this not only corrects misconceptions but also sends a message that ageism won’t be tolerated in your work environment.

2. Leverage Your Experience

Age isn’t a liability – it’s an asset. Women leaders should embrace their years of experience, knowing it provides a unique perspective.        

Isabella, for instance, had navigated industry shifts, from the rise of digital marketing to social media’s dominance. Her experience allows her to anticipate changes better than some younger counterparts.

Ageism assumes experience leads to rigidity, but by believing in your abilities and leading with confidence you can showcase that a seasoned professional like yourself can mentor teams, solve challenges, and tackle problems with greater insight and confidence.

3. Embrace Continuous Learning

Another key strategy I consistently rely on when it comes to tackling ageism is staying ahead of the curve. In fast-evolving fields like technology or marketing, keeping up with the trends can shatter the stereotype that age hinders a leader’s ability to innovate or adapt.

Women leaders should actively pursue continuous learning – through industry conferences, webinars, or certifications. This will not only help you stay informed but also demonstrate you are just as agile and capable as your younger counterparts.

Embracing a growth mindset is essential for breaking through ageist assumptions and staying competitive.

How Can Workplaces Combat Ageism Bias?

While women have a role in addressing ageism, it is equally the responsibility of workplaces to implement measures that prevent age-related bias. Here are some strategies that can help-

1. Incorporate Age into Your Diversity and Inclusion Strategy

To combat ageism effectively, organizations should integrate age into their Diversity, Equity, and Inclusion (DEI) strategies.

By acknowledging age diversity alongside gender, race, and other factors, companies foster an environment that values the experience and perspectives of all employees, regardless of age. This can be done through policies that promote fair hiring, advancement, and mentorship opportunities for all age groups.

By incorporating age into DEI efforts, organizations demonstrate a commitment to combating bias and creating a more inclusive workplace.

2. Discrimination and Diversity Training

Comprehensive discrimination and diversity training is essential for addressing ageism in the workplace.

These programs should specifically highlight age-related biases and teach employees how to recognize and counteract them. Training can focus on how unconscious ageist attitudes affect hiring, promotions, and day-to-day interactions.

By raising awareness and providing actionable steps to challenge these stereotypes, companies can create a more inclusive culture where individuals are valued for their skills and contributions, not judged by their age.

3. Promote Cross-Generational Collaboration

Encouraging cross-generational collaboration can be a powerful tool in breaking down ageist stereotypes.

By creating opportunities for employees of different age groups to work together on projects, mentor one another, or share knowledge, organizations foster mutual respect and understanding.

This not only helps debunk myths about age and capability but also allows younger employees to learn from the experience of older colleagues, while older employees can benefit from fresh perspectives. Such collaboration builds a more cohesive and inclusive work environment.

Joining Forces to Address Ageism

The journey to overcoming ageism in leadership is not a path that women leaders should walk alone. It requires a cultural shift in how workplaces view and value age, experience, and potential. By fostering open dialogue and mutual respect, both women and organizations can break free from outdated assumptions.

True progress happens when women leaders are empowered to embrace their unique strengths, while workplaces actively dismantle ageist barriers. Together, they can build a more equitable and dynamic future for leadership.

Discover the Power of Collective Growth with the JOY Movement's Women Mastermind Program

Overcoming ageism and other biases in leadership isn’t a journey that women should face alone. This is why we created the Women Mastermind Program—a dedicated space where women leaders can connect, share experiences, and gain actionable strategies to navigate the challenges of the modern workplace.

The Women Mastermind Program is designed to support you in embracing your strengths, from leveraging your experience to continuously learning and staying agile. Each module is crafted to help you grow both personally and professionally, empowering you to lead with confidence and authenticity.

In this program, you'll join a community of like-minded women who uplift each other, providing both accountability and support. Together, we tackle not only ageism but other barriers women face in leadership.

Let’s redefine what it means to lead with strength and resilience. Join us as we create a more inclusive and empowered landscape for women in leadership.