The study empirically tests three widely reproduced myths about the determinants of workplace discrimination against women in the European labour market. Specifically, the research examines the assumptions that discrimination is more common among the youngest and oldest women, whether motherhood is the primary driver of perceived inequality, and whether a male-dominated workplace is the primary site of high discrimination levels. By testing these myths, the study seeks to move beyond generalised narratives and identify particular conditions under which women are most likely to perceive work discrimination.
The study draws on a large dataset from a cross-country survey involving over 71,000 individuals from 36 European countries. Descriptive statistics were first used to examine gender differences in perceived workplace discrimination across age groups. Binary logistic regression models were then employed to examine the effect of age, including both linear and quadratic terms and to test whether gender differences vary by family status and workplace gender composition through interaction effects.
The findings challenge several common assumptions. First, no evidence was found for a U-shaped pattern of age-based discrimination; instead, they point to a linear decrease, with younger women being the most vulnerable group. Furthermore, the “motherhood penalty” in perceived discrimination is not universal; it is heavily concentrated among single mothers, while the gender gap significantly diminishes in households with wider support networks. Finally, while discrimination is highest in male-dominated settings, the study reveals that female-dominated environments are not entirely free from inequality. The lowest levels of discrimination were observed in workplaces with a gender balance.
The findings indicate that anti-discrimination interventions should be tailored to specific demographic intersections. Organisations are encouraged to move beyond generic gender-based policies and provide targeted support for younger female employees and single parents. Furthermore, fostering gender-balanced work environments, rather than solely increasing female representation, is essential for reducing perceived biases and promoting a more inclusive organisational culture.
This research fills a gap by supplying a comprehensive, up-to-date cross-country analysis across Europe. Unlike many previous studies focused on single national contexts, this paper adopts an intersectional perspective to reveal how family structure and age-dependent expectations, particularly those of younger generations socialised in a DEI-focused era, reshape the perception of workplace equity. The results show that perceived discrimination is patterned more conditionally than common narratives suggest.
