When we think of ageism, more commonly than not, the idea that forms is the one that people later in their careers are discriminated against, but as the latest report from McKinsey and Company suggests, reverse ageism is becoming ever more prevalent. Their study shows that early career women experience ageism more than any other group. Within this blog, we will explore the current statistics and information that indicate this to us, look into some of the representation within the media that reinforces the idea that early career women are somehow less competent, and will look at the impacts this can have on individuals and beyond.
The current climate:
Let’s begin by examining how women are represented in the workforce, regardless of age. The following statistics show just how much of a disparity there is between the experiences of women and men in a working context. For example, in entry-level roles, men occupy 52% of positions, whilst women hold 48%. This is somewhere close to equal representation- yet it is important to acknowledge that women hold 59% of bachelor degrees, indicating that there should at least be equal representation, if not more women in these entry-level roles, as they are perhaps more qualified for them.
As positions become more senior, the percentage of women in these roles drops dramatically. In 2024, only 39% of managers are women, 37% of directors, 34% of Vice Presidents, and 29% of Senior Vice Presidents and C-Suite level employees. These statistics are shocking. They force us to ask ourselves why exactly it is that this is the case. Why are women so shockingly underrepresented in senior roles? What is more shocking is that these figures have not changed dramatically in the last ten years. Perhaps this phenomenon arises from reverse ageism, where we see young men promoted based on potential, whilst young women have to prove and fight for the same recognition.
Reverse ageism in the workplace:
To be clear, this lack of representation of women in senior positions does not come from lack of ambition. Women are equally as ambitious as men, and this is backed up by statistics, with seven in every ten women and eight in every ten young women wanting to be promoted. However, despite this ambition, women are twice as likely as young men to be mistaken for being more junior than they are and to cite their age as a source of unwanted attention. Perhaps it is because societal norms despise a strong and empowered woman, or perhaps it is because years of patriarchal thinking are engrained into the minds of so many- but whatever the reason, the effect is enormous, with women feeling belittled, disrespected and undervalued.
Furthermore, women are significantly more likely to have their judgement questioned, be mistaken for being a lower level than they are and be interrupted or spoken over- and the likelihood of this happening is even higher for women of colour, women with disabilities and LGBTQIA+ women. Young women are the most committed of any group to gender diversity, with 71% of them viewing it as important, whilst young men are the least committed, suggesting a frightening image of the future.
This gender bias is so damaging, and its impact spreads far and wide. Younger women are two times more likely than older women to say their gender will make it harder for them to advance in their career, and half of women under thirty say that their age has played a large role in missing out on opportunities. It is unfair and wrong that young women feel like they have to work harder than their male counterparts in order to receive the same recognition, and this systemic inequality not only hinders their professional growth but also perpetuates a cycle of discrimination and frustration. Addressing these biases is crucial for creating a more equitable and inclusive workplace where everyone has the opportunity to succeed based on their merits, regardless of gender or age.
Media representation:
It is difficult however, to change this reverse ageism. Due to years of reinforcement, many believe that this problem is either not a problem, or one that is impossible to fix. From a young age, we are conditioned to believe that men are bosses, and that women who excel in a professional capacity either have to adopt ‘manly’ qualities, or are simply ill-qualified for the role. Look at the representation of women in early careers in television and movies- there are countless examples of young women who are mocked as a result of their perceived lack of experience, or their age and gender fit for the role.
From The Devil Wears Prada where Anne Hathaway’s character is challenged and discriminated against as a result of the fact she is a young woman beginning her career, to Legally Blonde where Elle Woods simply does not fit the stereotype of what a lawyer should be- women in senior, serious roles lack representation. So what idea does that give to young women, if not to reinforce the idea that places of power are places in which they do not belong?
The impact:
As someone who has been treated differently as a result of my age, I can say from experience, that the impact can be significant. When you are automatically disregarded because of a factor that is outside of your control, it is easy to feel discouraged and disheartened, as it should be aptitude rather than age that is the factor in making decisions. Beyond a personal impact, reverse ageism creates a fundamental lack of diversity, which in turn leads to a lack of productivity that impacts both businesses and economies. Without diverse representation within all positions, the world will be all the poorer, literally and metaphorically.
Conclusion:
All of us should want to build a future where a young girl can see herself in a leadership position, and feel that she is completely capable of getting there. We should view young women as being equally as ambitious, capable and brilliant as their male counterparts, and acknowledge that potential is not impacted by gender. By fostering an environment that values diversity and inclusivity, we can ensure that every individual has the opportunity to thrive and contribute to their fullest potential. We can break down the barriers of gender and bias and create a world where talent and hard work are the only measures of success.
*All statistics come from McKinsey and Company’s Women in the Workplace Report.
