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The forgotten feminists: Why older women are still being left behind and what we can do about it

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By Ruth Healey, President of Soroptimist International Great Britain and Ireland (SIGBI). 

As the world population ages, an uncomfortable truth is emerging: Women over 50 face a double barrier in the workplace. 

Older women continue to be trapped at the crossroads of ageism and gender inequality.

Nowhere is this more evident than in leadership roles – both within the workplace, where experienced and capable older women remain underrepresented and overlooked, and beyond it, where older women contribute significantly through paid and unpaid work. 

Across all areas of society, the contributions of older women are too often invisible.

A recent report from Age International warns that older women are underrepresented in data and are, therefore, being sidelined. Especially in the decisions that affect them most. 

It’s 2025 — supposedly one of the best times to be alive. Yet, even at the heart of the Information Age, crucial data and representation are still missing — and older women continue to pay the price.

From national strategies and workplace policies to social care systems and even annual UK budget statements, older women are being overlooked.

Without urgent action, these gaps will only widen as populations continue to age. But where do we start?

The Problem Expanded

There is a severe lack of representation of older women in the workplace – a gap often overlooked in diversity and inclusion efforts. 

While progress has been made on gender and age separately, the unique challenges and contributions of older women remain largely ignored and rarely reflected.

Despite their skills and experience, older women are often overlooked for promotions and leadership roles, held back by biased stereotypes about adaptability and retirement.

The worse part of this? Older women, like me, are used to it. Women face ageism at every age, but the older you get, the worse you feel it. 

And, in the workplace, it’s often masked with phrases like “fresh ideas.”

Maybe ageing comes with certain realities. But if that’s true, why are older men seen as wise, while older women are dismissed as outdated or difficult?

Too often, women quietly accept this as the way things are. They carry on, blending into the background.

But we need role models. We need representation. At every age. 

Without visible older women in leadership, sexual harassment, hostile work environments and subtle biases will persist. 

Access to powerful, capable female leaders must become normal – not the exception. And not a stereotype.

What Happens When Female Leaders Remain Unseen

Research shows that women are the primary victims of age discrimination in hiring which means they are driven out of the workplace earlier than men.

Older women are often pushed into insecure, low-paid, or part-time work, whether by necessity or because full-time, career-advancing roles are increasingly out of reach. 

This not only limits their economic independence but also perpetuates the gender pension gap, leaving many financially vulnerable in later life.

Before that, women generally earn less than men at every stage of their careers.

And, by the age of 65, fewer than one in three women remain in employment.

How Can We Change This?

In the workplace small actions can make an immense impact but it’s businesses that must commit to real, measurable change.

Education is key. Companies need to tackle ageism through training, mentorship, and resource groups that support older workers, especially older women.

Despite being widespread, ageism is often easily ignored. Around 92% of companies worldwide don’t include age in their diversity strategies. This must change.

Performance appraisals should focus on skills and achievements, not age. Not gender.

Gradual retirement options would also help by offering older workers greater flexibility. It would help retain valuable experience while ensuring reasonable adjustments are made to support their needs.

Recognising and challenging age bias must become standard practice. Employers also need to address ‘lookism’ – where appearance unfairly affects perceptions of ability.

Work-life balance must be cultivated for employees at every stage of life, not just early career workers.

Above all, workplace focus must shift firmly to skills and experience.

Unconscious bias, or even conscious bias, won’t be unpicked overnight but workplaces must prioritise gender impact assessments across all age groups, with particular focus on older women.

A gender impact assessment is crucial for identifying and addressing how policies, programmes, or decisions affect people differently based on gender.

It can spot hidden inequalities, promote fairness, better decision-making, empower the voices of women, girls and gender-diverse groups, prevent widening gaps, and ultimately drive economic growth and innovation. 

Why Supporting Older Women Strengthens The Workplace

Creating truly inclusive, multi-generational workplaces isn’t just fair. It’s vital for business resilience, talent retention, and future success. 

Older women can provide younger women in the workplace with mentorship and guidance, offering diverse perspectives and new skills, while fostering stronger teamwork and workplace equality. 

Ultimately, workplaces need to be inclusive environments that promote gender and age equality.

They create the conditions to empower younger women to aspire to leadership positions without age-related barriers.

Because when every generation of women is supported to thrive, organisations – and society as a whole – stand to benefit.

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Zero Candida market set to reach over US$2 billion by 2030 – report

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A market analysis made by Moore Financial Consulting estimates the global market for Zero Candida Technologies, Inc. (TSXV: ZCT) (OTCQB: ZCTFF) (FSE: 9L2) (the “Company” or “ZCT”), a FemTech medical device company advancing next-generation solutions for women’s health, will reach over USD 2 billion by 2030, with a compound annual growth rate of 5.25 per cent globally and 3.9 per cent in North America and 4.2 per cent in Europe.

The analysis emphasis that up to 75 per cent of women will have at least one vaginal yeast infection in their life.

Moreover, recurrent VVC (Vulvovaginal Candidiasis) affects nearly 8 per cent of women globally (for women above the ages of 15-60).

According to the data, 100 per cent of women with Recurrent VVC will purchase a combination of over-the-counter and prescription antifungal treatments, usually with the common use of oral agents.

Compared to women with non-recurrent VCC, 55.2 per cent will purchase prescription antifungal treatment, 37 per cent over-the-counter antifungal, 5.6 per cent will purchase a combination of both treatments, and the rest will not purchase any treatment.

Eli Ben Haroosh, founder & CEO, Zero Candida Technologies, said: “Moore’s market analysis matches our estimations, Zero Candida is a groundbreaking and game-changing company in the world of women’s medicine, and we look forward to be one of the leading companies offering AI-driven, tampon-like device, helping women suffering from VVC .

Zero Candida announced recently that its shares are now successfully listed on the Frankfurt Stock Exchange (FSE).

This listing marks a significant milestone for the Company as it expands its global presence, now cross-listed on both the TSX Venture Exchange and the FSE, providing increased visibility and access to a broader pool of international investors.

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Wellness

Breast cancer patients face 59% higher stroke risk during first year, study finds

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Women newly diagnosed with breast cancer have a 59 per cent higher risk of ischaemic stroke in the first year after diagnosis, research suggests.

Researchers also said survivors who develop sudden stroke symptoms, including one-sided weakness, facial drooping, speech difficulties or vision loss, should seek immediate medical attention.

The multicentre study analysed National Health Insurance Service data from 107,606 women who underwent surgery for newly diagnosed breast cancer and compared them with 322,818 age-matched women with no history of cancer.

The research was conducted by professor Shin Dong-wook of Samsung Medical Center, professor Han Kyung-do of Soongsil University, professor Yong-Moon Mark Park of the University of Arkansas for Medical Sciences and professor Wonyoung Jung of the University of Pennsylvania.

Professor Yong-Moon Mark Park said: “The study demonstrates a time-dependent pattern in which the risk of ischaemic stroke rises sharply immediately after breast cancer diagnosis and treatment before gradually declining.

“The key finding is that we evaluated stroke risk according to different stages following diagnosis and treatment. This suggests that clinicians should consider not only how much the risk increases, but also when it is greatest.”

The study included women aged 18 or older who were newly diagnosed with breast cancer between 2010 and 2016, underwent surgery and had no previous stroke.

Each patient was matched with three women of the same birth year who did not have cancer. Participants were followed for an average of 7.2 years.

The main outcome was ischaemic stroke, also known as cerebral infarction. It occurs when a blocked blood vessel cuts off blood flow to the brain and is a leading cause of death and long-term disability.

During follow-up, ischaemic stroke occurred in 1,155 breast cancer patients, or 1.07 per cent, and 3,698 women in the control group, or 1.15 per cent.

Overall, breast cancer surgery was not linked to a significantly higher long-term risk of ischaemic stroke, and researchers recorded a slight fall in risk over time.

However, a different pattern emerged immediately after diagnosis.

Within one year of diagnosis, patients had a 59 per cent higher risk of ischaemic stroke than women without cancer.

The risk was highest during the first three months, at 2.90 times that of the control group.

It remained elevated within six months, at 2.27 times the control group’s risk, before gradually declining.

The risk was still 17 per cent higher three years after diagnosis.

Researchers said the temporary increase may be linked to cancer-related hypercoagulability, inflammatory responses to surgery and treatment, and cardiovascular stress caused by anticancer therapies.

Hypercoagulability means the blood is more likely than usual to form clots. Cardiovascular refers to the heart and blood vessels.

The increased risk was particularly pronounced among patients with hypertension, type 2 diabetes or a history of current smoking.

Hypertension means high blood pressure. Type 2 diabetes is a long-term condition affecting how the body controls blood sugar.

Breast cancer patients who smoked had a 2.26-fold higher risk of ischaemic stroke than comparable women without cancer.

Principal researcher professor Shin Dong-wook stressed the importance of vigilant care for patients with cardiovascular risk factors, especially during the early phase of breast cancer treatment.

Shin said: “Patients with hypertension, diabetes, or other cardiovascular risk factors, as well as those who smoke, require particularly careful management during the early phase of breast cancer treatment.

“If patients who have undergone breast cancer treatment suddenly develop weakness in one arm or leg, facial drooping, slurred or abnormal speech, or vision loss on one side, ischaemic stroke should be suspected, and they should seek immediate medical evaluation.”

Researchers said survivorship care should include strategies to monitor and manage cardiovascular and cerebrovascular disease risk throughout treatment as advances in breast cancer care continue to improve survival.

Cerebrovascular disease refers to conditions affecting blood flow and blood vessels in the brain.

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Insight

Cancer cells secretly hijacking fertility protein to survive chemo, research finds

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Cancer cells may hijack a fertility protein to repair damaged DNA and survive chemotherapy, research suggests.

The findings could point to a way of making existing cancer treatments more effective.

SYCP1 is a protein normally involved in producing sperm and eggs.

Researchers at the University of Liverpool found that the protein, previously thought to work only in reproduction, can be reactivated in cancer cells, where it helps tumours survive and grow.

SYCP1 usually helps chromosomes pair during meiosis, the form of cell division that produces reproductive cells.

In cancer cells, however, the protein appears to take on another role. It enters the nucleus, the cell’s control centre, binds directly to DNA and regulates genes involved in cell division and DNA repair.

DNA repair is how cells fix damage to their genetic code. In cancer, this process can help tumour cells survive treatment.

The researchers found that removing SYCP1 made cancer cells much more sensitive to chemotherapy drugs that damage DNA.

The findings suggest cancers may use SYCP1 to repair damage caused by treatment and continue growing.

Dr Urszula McClurg, lecturer in biochemistry, cell and systems biology at the University of Liverpool, said: “Our findings show that cancer cells can hijack proteins that normally exist only in reproductive tissues and give them completely new jobs.

“Understanding these unexpected functions opens up exciting opportunities to develop new treatments that make existing cancer therapies more effective.”

The work challenges the long-held belief that proteins active only in fertility have no biological relevance outside the reproductive system.

Researchers say these specialised proteins could provide new treatment targets across many types of cancer.

The study also offers a new view of how cancers evolve by repurposing developmental and reproductive processes.

The findings highlight SYCP1 as a candidate for future precision cancer therapies, which are treatments based on the specific biology of a patient’s cancer.

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