Why Gen X Is Struggling to Reach the C-Suite as CEOs Get Older
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As CEOs are appointed later in their careers and remain in their roles longer, Gen X professionals face diminishing opportunities for top leadership positions.
While significant attention has been paid to the workplace challenges faced by Generation Z, many Gen X professionals (born between 1965 and 1980) are encountering substantial barriers as they enter the final stages of their careers. A recent working paper from the National Bureau of Economic Research (NBER) highlights how the rising age of CEOs is limiting access to C-suite roles for this cohort, even as Millennials stand ready to advance.
The core issue, according to the NBER study, is the increasing age at which individuals are appointed to CEO positions and the extended tenures that follow. The average age of U.S. CEOs has risen to 61 years, fully a decade older than in 2000. This shift stems primarily from later appointments: the average age of new CEOs increased from 48 years at the turn of the century to 55 years in 2023. The trend reflects a broad upward shift across the economy rather than simply longer tenures or delayed retirements.
This pattern is particularly pronounced among smaller companies, which appear more sensitive to the underlying drivers of the change. Over the past two decades, businesses have confronted repeated, often existential disruptions—including financial crises, geopolitical tensions, and technological upheavals. In response, boards have increasingly sought highly experienced leaders with proven track records across multiple firms and industries. As a result, today’s CEOs typically bring longer and more diverse employment histories than their counterparts in 2000.
**A Generational Double Bind**
This emphasis on extensive experience has placed Gen X professionals in a difficult position. Many are now at the ideal career stage for senior leadership, yet opportunities have narrowed as companies retain older, deeply seasoned executives. At the same time, Millennials—perceived by some boards as better equipped to address emerging challenges such as artificial intelligence, digital transformation, and shifting demographics—are positioned to compete effectively when openings eventually arise.
As noted in an analysis by Korn Ferry, boards have shown increasing openness to appointing leaders under 50, viewing them as sources of fresh perspectives. Gen X, once considered too young for the top roles, may now be seen by some as less aligned with future-oriented demands.
**Limited Positive Signals**
There is modest encouragement in recent data. The average age of CEOs appointed in 2025 fell to 54.4 years, down from 55.8 years in 2024. Nevertheless, with 42 percent of U.S. CEOs currently aged 60 or older, the overall trend suggests that Gen X professionals may encounter fewer opportunities and longer wait times for C-suite positions if current patterns persist.
Often described as the “forgotten generation” sandwiched between larger Baby Boomer and Millennial cohorts, Gen X continues to navigate a labor market that, at this critical juncture, offers fewer pathways to the highest levels of corporate leadership.