Women, Age and the C-suite

  • Aryan Jaiswal
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  • Aryan Jaiswal

    Student at XIM University Bhubaneswar, India

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The paper highlights the challenges faced by women, especially as they age, and the impact of gender and age discrimination on their career progression and focuses on the underrepresentation of women in the upper levels of corporate leadership, particularly the C suite. The "glass ceiling" concept, which represents invisible barriers preventing women from reaching the top of their companies, is being examined in both history and today's contexts. Detailed data are provided on the unique challenges faced by women executives, as well as their impact on stereotypes, biases, and unconscious gender bias in promoting discrimination at work. We are looking at the negative impacts of gender and age discrimination on women's career development, e.g., low representation in leadership positions or limited access to influential networks. In addition, this paper analyses the impact of gendered ageism on pension planning and shows significant differences in perceptions about employment opportunities for older women. In addition, the importance of salary transparency and compensation audits for redressing discrimination practices in each area is underlined the C-suite. In addition to emphasizing the need for fair compensation negotiations and promoting transparency, the document suggests that there should be specific and collective measures against discrimination in terms of pay. It sets out the power of class actions to expose systemic discrimination and lay down legal precedents. The Commission is also exploring government legislation to promote pay equity and transparency, providing details of legal provisions, reporting requirements as well as enforcement mechanisms. The paper concludes by highlighting the evolution of attitudes towards gender equality and diversity and acknowledging the contribution of women of all ages to the C-suite. Recognizing that diverse views and experience are important tools for fostering innovation and efficient decision making, it promotes an age neutral environment. In conclusion, it encourages organizations to establish pathways that enable women of all ages to take up executive positions through mentoring, training, and development opportunities in order to be able to prioritize their respective capacities and leadership potential over arbitrary age limitations.


Research Paper


International Journal of Law Management and Humanities, Volume 7, Issue 1, Page 141 - 150

DOI: https://doij.org/10.10000/IJLMH.116692

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This is an Open Access article, distributed under the terms of the Creative Commons Attribution -NonCommercial 4.0 International (CC BY-NC 4.0) (https://creativecommons.org/licenses/by-nc/4.0/), which permits remixing, adapting, and building upon the work for non-commercial use, provided the original work is properly cited.


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