Rachel Thomas, co-founder and CEO of Lean In, highlights the tendency to promote young men based on potential, while young women are often judged solely on their past accomplishments. This creates a significant hurdle for young women's career advancement.
To combat ageism, Thomas recommends three key strategies:
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Ask Probing Questions: When faced with comments suggesting you're not ready for a promotion or project, respond with a polite yet direct question like, "What makes you say that?" This forces the speaker to justify their assumptions and can reveal underlying biases. Framing questions with phrases like "I really want to understand so I can do better" or "Your opinion really matters to me so I’d like to go deeper and understand" can soften the challenge while still seeking clarification. The delivery and tone of these questions are crucial, especially for young women challenging the status quo.
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Build a Case for Your Accomplishments: Maintain a record of your achievements, skills, and contributions, regardless of their size. This serves as a personal reminder and provides concrete evidence to counter age-based or gender-based assumptions during performance reviews or when seeking new responsibilities. Proactively sharing these accomplishments, even through brief email updates, can keep your work visible to managers.
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Find and Foster Authentic Mentorship: Mentors and sponsors, particularly those in senior leadership, offer valuable guidance, advocacy, and access to opportunities. However, since senior positions are often held by men, building these relationships can be more challenging for young women. Instead of directly asking someone to be a sponsor, focus on building rapport and demonstrating your value over time. Genuine sponsorship arises from deeper relationships and a demonstrated track record. Effective mentorship is a two-way street; keeping mentors updated on how their advice has positively impacted your career reinforces their investment in your success.