‘Met this person who told me I look so young’: Sanaya Irani calls out ageism and gender bias, urges focus on women’s skills over stereotypes | Workplace News

Sanaya Irani recently opened up about the biases women face in their professional journeys, particularly in industries where appearances play a significant role. 
Sharing her experience in an interview with Hauterrfly, she said, “People will be like, ‘I can’t cast you in a younger role’, I’m like, ‘Why?’ You look at me and you say that I look like a 25-year-old, but you don’t want to cast me as a 25-year-old (sic).”ARTICLE CONTINUES BELOW VIDEO
Highlighting the contradiction, she added, “You are saying that, oh my god, you just don’t age, but then you will hear it in a meeting: ‘Nahi yaar, she can’t play a young person.’ Somebody will give that feedback to me. And I think I met this person who told me that I look so young, it’s bizarre. But our 60-year-old heroes can look 40, and all of that can happen with even a little white and gray (hair), but we (women) can’t look it. (sic).” 
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Her remarks shine a light on the challenges women often encounter in different professions, where age and perception can unfairly limit opportunities, even when their abilities align perfectly with the role or task at hand.
Creating more equitable opportunities for women regardless of age or perceived appearance
Gurleen Baruah, organisational psycholog at That Culture Thing, says, “Workplaces can create more equitable opportunities for women focusing on skills, experience, and potential rather than gender, age, or perceived appearance. This means ensuring a level playing field for all candidates and employees adopting practices like blind recruitment processes, where identifying details are removed from resumes to avoid unconscious bias, and using simulations or work samples to assess real capabilities rather than relying solely on interviews.”

She adds that it’s also crucial to promote equal roles and opportunities, ensuring that hiring and promotion decisions are based on objective criteria and measurable outcomes. Additionally, fostering inclusive cultures through bias training, mentoring programs, and clear policies can help dismantle systemic barriers, creating an environment where everyone, regardless of gender, age, or appearance, has the chance to thrive.
Strategies women can employ to ensure their skills and experience take center stage
“There’s no doubt that systemic bias exs and women often have to work harder to prove themselves—which is a legitimate issue. Age-based biases can make this even more challenging,” notes Baruah. However, while organisations must address these biases, women can also adopt strategies to step up their game and ensure their skills and experience take center stage.
One key shift is owning your expertise and putting yourself forward for opportunities — even if you feel only 60% ready. Baruah informs, “Research shows that women tend to wait until they meet 100% of the criteria before applying for a promotion, whereas men often go for it when they meet just 60%. Challenge this mindset — if you’ve done the work, own it.”Story continues below this ad
Here are a few ways to push back against age-based biases, according to the expert:

Be assertive – Speak up about your contributions, negotiate for opportunities, and don’t downplay your experience.
Highlight results, not just effort – Showcase the impact of your work, using data and tangible achievements.
Build visibility – Engage in thought leadership, mentorship, and networking to position yourself as an expert.

Advocate for yourself – If your skills and experience qualify you for leadership roles or promotions, put your name forward confidently.