In the late afternoon, I found myself in the company of women activists, all engrossed in their laptops, diligently working on their respective tasks. 

Amidst them, a middle-aged woman shared with me her current endeavor – the composition of her master’s thesis, the culminating project of her academic journey. 

Reflecting on the challenges of returning to education after a prolonged hiatus, she acknowledged the difficulty but expressed gratitude for the decision to pursue research on a captivating topic.

“I realized that resuming my academic journey isn’t without its challenges. However, I am fortunate to have a supportive system that encourages me to give my best effort,” she shared.

Her enthusiasm exuded a hopeful spirit, suggesting that she was determined to navigate the complexities of her studies despite the dual responsibilities of domestic work and a full-time job. Unfortunately, not all women share the same opportunities and support systems. Many, even in their twenties, grapple with societal pressures to marry and start a family early.

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While educational opportunities for women have expanded, age-related restrictions persist, leaving some women behind. Some scholarship programs, for instance, stipulate a maximum age of 25 for master’s studies, leading many women in their late twenties to forfeit their educational aspirations in favor of prioritizing personal life. 

Pursuing advanced degrees becomes a financial challenge, as self-funding imposes an additional burden, making educational pursuits more elusive.

In this scenario, women often face a dilemma, compelled to allocate resources for their families, often neglecting their own educational needs. 

The financial strain intensifies, creating a significant barrier to achieving higher education goals. As a result, many women find themselves caught in a challenging cycle, striving to balance familial responsibilities while aspiring to advance their education.  

This challenge extends beyond the academic realm; age discrimination persists in many job vacancies, further marginalizing women. Even without the added burden of age discrimination, women already face obstacles in terms of career advancement, such as the gender pay gap and the glass ceiling. 

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According to a report by the International Labour Organization (ILO), Indonesian women are paid 23% less than men for equal work. Additionally, women in Indonesia occupy only a quarter of high-paying managerial and supervisory positions. The presence of age discrimination compounds these challenges, further restricting women’s access to high-level positions and opportunities.

Women, especially during mid-career stages, may be more likely to face age discrimination as they juggle family responsibilities, such as raising children or caregiving for family members. This can lead to perceptions of reduced commitment or availability, further contributing to discrimination in the workplace. 

While some companies provide incentives such as maternal leave and other facilities to support women in balancing their personal and work affairs, many women still face biases due to assumptions that women are not capable of handling duties at work.

The recent academic findings by Heilman et al. (2023) suggest that despite the implementation of increasingly gender-friendly policies, gender stereotypes remain pervasive. The perpetuation of these stereotypes, portraying women as incompetent in settings traditionally linked with male roles, continues to impede their advancement opportunities. 

Moreover, these ingrained perceptions contribute to placing limitations on the range of workplace behaviors considered appropriate for women, thereby further constraining their professional growth.

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However, amid the persisting challenges posed by gender stereotypes, the evidence underscores the pivotal role played by work conditions in either exacerbating or mitigating gender bias and discrimination. This highlights the intricate interplay between organizational environments and gender dynamics. 

Recognizing the impact of work conditions becomes essential not only for advancing our psychological understanding of gender bias but also for developing strategies that organizations can employ to minimize gender discrimination and foster an environment conducive to gender equality. 

This emphasizes the need for a comprehensive approach addressing not only individual biases but also the broader organizational context to create a more inclusive and equitable workplace.