- Develop the business case approach to older women in the workplace surrounding resilience, knowledge and collegial labour as a significant factor in organisational success.
- Develop later-life work policies that take into account how changing personal circumstances and opportunities may reconfigure (which may be both challenging and positively related to career development) women’s employment perspectives.
- Promote career models that recognise and foster second or third career stage development.
- Provide resources for organisations to use that will facilitate and support, rather than ‘manage’, menopause, such as information sheets and examples of best practice.
- Consider the visibility of different working bodies and the subliminal messages that visual communication, figureheads and initiatives targeting particular groups (e.g. only images of young female workers or older females workings who ‘look’ young) may send.