Women managers, careers and gendered ageism

• Women managers encounter gendered ageism at many stages of their careers.
• Gendered ageism causes hurdles in careers, even total career change or opting out.
• Gendered ageism includes negative commenting on women's roles, looks and sexuality.
• Support for younger women is important for more mature women managers.
• More mature age brings also empowerment and increased self-confidentiality.

SummaryWhen gender discrimination intersects with ageism in organisations, the resulting gendered ageism can take many forms. This paper explores through interviews the intersections of gender and age in the careers of senior level women managers in private companies and third sector organisation. Data illustrates the myriad ways of gendered ageism women managers encounter by men, but also sometimes by other women. Gendered ageism can take place at many stages of career development, and includes comments on women's roles, looks, sexual availability and potential to become pregnant and the menopause. However, women managers also enjoyed benefits of experience and seniority that came with ageing, including recognition of self-worth, increased control and empowerment.