This year’s International Women’s Day theme is Accelerate Action to emphasise the importance of taking swift and decisive action to achieve gender equality.
The alternative, according to the World Economic Forum, is to wait until 2158 to achieve real gender parity if change continues at the current rate.
Whilst there’s no denying that equality is a long way off, most first world democracies have made strides towards gender parity over the past twenty years and it’s encouraging to see most of them, and many organisations, celebrate IWD, however, the moves towards parity have only really benefited young women - not all women.
The combination of age and gender create a double whammy bias against women which, for many, creates new barriers later in life, making career longevity and leadership advancement ever more difficult.
This intersection of sexism and ageism, often called ‘gendered ageism’, has long been overlooked. From hiring and promotions to salary negotiations and workplace culture, older women face a unique form of discrimination that restricts their professional growth, and which has been proven to negatively impact the pay of older women as well.
The gender pay gap is well-documented, but what’s less well discussed is that it widens with age.
Australia’s gender pay gap of 21.8% as reported by WEGEA in 2024, is stark. But the pay gap grows to 29.5% for women aged 50 – 54 years, 32.6% for women aged 55 – 59 years and 31.2% for women aged 60 – 64 years.
Whilst there are some positive changes to be found across the WEGEA data set as a whole, the correlation of gendered ageism to gender pay gap is not one of them.
Women over 45 experience an increased level of age discrimination in the workplace and an increased earnings disparity. This gap is likely the result of compounding bias, career interruptions, and systemic inequalities that disadvantage women over the course of their career.
Women over 45 report greater difficulty finding new jobs than both younger women and men of the same age. Employers often assume that older women are less adaptable, less tech-savvy, or more expensive to hire, even when they have decades of experience.
So, on this IWD, how should we Accelerate Action in the workplace for women over 45?
It should go without saying that a truly inclusive workforce would value women at every age and stage of their careers, but what’s the best way to break the current cycle of inequity?
Age discrimination, like many other forms of prejudice, is based on inaccurate, yet persistent stereotypes, but what makes ageism unusual, is that it’s a prejudice against our future selves. Unlike other forms of prejudice, which may or may not affect us personally, we’re all hoping we’ll live long enough to experience ageism.
So firstly, ageism in the workplace shouldn’t be seen as an issue that only affects older workers. Young women have a stake in fighting age discrimination as well, because one day, they too may face the problem. By challenging ageism today, young women can help build a future where experience is valued, career longevity is protected, and financial security is improved.
Career longevity should be a right, not a privilege
Young women entering the workforce today don’t think about age discrimination, but workplace ageism starts earlier than most realise. Women as young as 40 report experiencing age-related bias in hiring, promotions, and job security.
If companies continue to devalue older workers, women will continue to face:
Fighting ageism now ensures future career options remain open, regardless of age.
Breaking the cycle of gendered ageism benefits all women
Ageism disproportionately affects women but by challenging this narrative, we can:
Age-Inclusive Workplaces Help Everyone
By supporting age diversity, organisations can:
Closing the pay gap for older women
As we celebrate International Women’s Day, we must recognise that women’s equality shouldn't stop at a certain age. Striving for gender equality means ensuring that women of all generations have the same opportunities for success, leadership, and financial security.
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