Be it 30 or 50, women in leadership roles are underestimated
The research identified that ageism impacts all employees striving to progress in their careers, transcending gender
Harvard Business School’s research underscores the existence of bias against women in leadership roles, revealing that age does not mitigate this discrimination.
Amy Diehl, a gender justice researcher, challenges the notion of an “ideal age for women.” Ageism, typically associated with individuals between 40 and 60, transcends these age brackets and affects women across different stages of their careers.
The research indicates that women in managerial roles under 35-40 often grapple with the “mistrust of the role,” facing scepticism about their professional competence to attain high positions. Such young managers also contend with condescension from colleagues.
Women under 35 are frequently deemed as too inexperienced and irresponsible for leadership positions. In the age range of 35 to 40-50, they fall into the “neither young nor old” category, facing reluctance from employers who presume they are primarily focused on family matters.
Conversely, women over 60 find their extensive professional experience often disregarded, with employers favouring younger individuals, assuming they bring more innovative ideas.
Researchers emphasise that while men in their 40s or 50s are viewed as being at the peak of their careers, women of the same age continue to encounter age-related restrictions.
