By Ruth Healey, President of Soroptimist International Great Britain and Ireland (SIGBI). 

As the world population ages, an uncomfortable truth is emerging: Women over 50 face a double barrier in the workplace. 

Older women continue to be trapped at the crossroads of ageism and gender inequality.

Nowhere is this more evident than in leadership roles – both within the workplace, where experienced and capable older women remain underrepresented and overlooked, and beyond it, where older women contribute significantly through paid and unpaid work. 

Across all areas of society, the contributions of older women are too often invisible.

A recent report from Age International warns that older women are underrepresented in data and are, therefore, being sidelined. Especially in the decisions that affect them most. 

It’s 2025 — supposedly one of the best times to be alive. Yet, even at the heart of the Information Age, crucial data and representation are still missing — and older women continue to pay the price.

From national strategies and workplace policies to social care systems and even annual UK budget statements, older women are being overlooked.

Without urgent action, these gaps will only widen as populations continue to age. But where do we start?

The Problem Expanded

There is a severe lack of representation of older women in the workplace – a gap often overlooked in diversity and inclusion efforts. 

While progress has been made on gender and age separately, the unique challenges and contributions of older women remain largely ignored and rarely reflected.

Despite their skills and experience, older women are often overlooked for promotions and leadership roles, held back by biased stereotypes about adaptability and retirement.

The worse part of this? Older women, like me, are used to it. Women face ageism at every age, but the older you get, the worse you feel it. 

And, in the workplace, it’s often masked with phrases like “fresh ideas.”

Maybe ageing comes with certain realities. But if that’s true, why are older men seen as wise, while older women are dismissed as outdated or difficult?

Too often, women quietly accept this as the way things are. They carry on, blending into the background.

But we need role models. We need representation. At every age. 

Without visible older women in leadership, sexual harassment, hostile work environments and subtle biases will persist. 

Access to powerful, capable female leaders must become normal – not the exception. And not a stereotype.

What Happens When Female Leaders Remain Unseen

Research shows that women are the primary victims of age discrimination in hiring which means they are driven out of the workplace earlier than men.

Older women are often pushed into insecure, low-paid, or part-time work, whether by necessity or because full-time, career-advancing roles are increasingly out of reach. 

This not only limits their economic independence but also perpetuates the gender pension gap, leaving many financially vulnerable in later life.

Before that, women generally earn less than men at every stage of their careers.

And, by the age of 65, fewer than one in three women remain in employment.

How Can We Change This?

In the workplace small actions can make an immense impact but it’s businesses that must commit to real, measurable change.

Education is key. Companies need to tackle ageism through training, mentorship, and resource groups that support older workers, especially older women.

Despite being widespread, ageism is often easily ignored. Around 92% of companies worldwide don’t include age in their diversity strategies. This must change.

Performance appraisals should focus on skills and achievements, not age. Not gender.

Gradual retirement options would also help by offering older workers greater flexibility. It would help retain valuable experience while ensuring reasonable adjustments are made to support their needs.

Recognising and challenging age bias must become standard practice. Employers also need to address ‘lookism’ – where appearance unfairly affects perceptions of ability.

Work-life balance must be cultivated for employees at every stage of life, not just early career workers.

Above all, workplace focus must shift firmly to skills and experience.

Unconscious bias, or even conscious bias, won’t be unpicked overnight but workplaces must prioritise gender impact assessments across all age groups, with particular focus on older women.

A gender impact assessment is crucial for identifying and addressing how policies, programmes, or decisions affect people differently based on gender.

It can spot hidden inequalities, promote fairness, better decision-making, empower the voices of women, girls and gender-diverse groups, prevent widening gaps, and ultimately drive economic growth and innovation. 

Why Supporting Older Women Strengthens The Workplace

Creating truly inclusive, multi-generational workplaces isn’t just fair. It’s vital for business resilience, talent retention, and future success. 

Older women can provide younger women in the workplace with mentorship and guidance, offering diverse perspectives and new skills, while fostering stronger teamwork and workplace equality. 

Ultimately, workplaces need to be inclusive environments that promote gender and age equality.

They create the conditions to empower younger women to aspire to leadership positions without age-related barriers.

Because when every generation of women is supported to thrive, organisations – and society as a whole – stand to benefit.