Workforce longevity, AI readiness and career reinvention
MIDLIFE AT WORK
Your most experienced women may have another 10 to 25 years of work in them. The only question is whether they spend them with you. Midlife at Work helps employers keep, reskill and unlock the women with the most experience and, very often, the most still to give.
CLIENTS WE've ADVISED
THE PROBLEM WE'RE SEEING
THE SECOND HALF OF HER CAREER HAS BEEN LEFT TO CHANCE
Your most experienced women are navigating some of the biggest changes of their working lives.
AI is transforming how jobs are done. Careers are extending. Ambitions are changing. Women are managing health transitions, caring responsibilities, shifting identities and questions about what they want from their next 10, 15 or 20 years at work.
Yet most organisations still have no coherent strategy for female talent after 40. Employees are expected to work it out for themselves.
Some quietly disengage. Some lose confidence. Some stop progressing. Some leave, taking years of knowledge, relationships and organisational memory with them.
That isn’t simply a personal issue.
It is a retention, capability, productivity and leadership issue.
DON'T PUT YOUR HEAD IN THE SAND
We're here to help and advise
That’s where we come in.
We help organisations turn midlife from a point of uncertainty or attrition into a period of renewed contribution, learning, leadership and growth.
Don't let some of your most valuable experience walk out the door
IF YOU'RE STRUGGLING WITH:
01
YOUR EXPERIENCED TALENT IS QUIETLY CHECKING OUT
Some of your most capable female talent can no longer see what progression looks like for them. They may still be performing well, but beneath the surface they are questioning their confidence, relevance, ambition or future with the organisation. We help you re-engage that talent before disengagement becomes departure.
02
AI IS CREATING A NEW CAPABILITY DIVIDE, especially for women OVER 40
AI is changing jobs at speed, but confidence and adoption are not developing equally across the workforce.
Experienced women may understand the business better than anyone, yet still feel overlooked, anxious or left behind in the transition to AI-enabled work.
We give your female talent the practical skills and confidence to use AI in their real roles, productively, commercially, creatively and responsibly.
03
YOU HAVE INITIATIVES, BUT NOT A SPECIFIC MIDLIFE WORKFORCE STRATEGY
You may already have menopause support, leadership programmes, wellbeing initiatives, employee networks and AI training.
But they sit in different parts of the organisation and rarely address the complete midlife experience.
We connect the dots turning those separate activities into a measurable workforce-longevity strategy.
Your organisation has spent years building its experienced talent. Now give those women a compelling reason to keep building their future with you. We help your female talent keep learning, leading and contributing.
our services
A SYSTEM FOR UNLOCKING THE 2ND HALF OF WORKING LIFE
Our transformation journey fuses psychology, leadership, and artificial intelligence technology into one coherent system of change
THIS IS NOT ANOTHER ISOLATED WELLBEING PROGRAMME
It is a new operating system for how organisations retain, develop and unlock their workforce talent over 40, throughout longer working lives that is becoming more the norm in today's world.
THE AIM
To make midlife a point of renewed contribution not quiet decline
AI CAPABILITY
Ensure experienced people can use new technology confidently while applying the judgement and context that only experience provides
RETAIN
Understand why experienced people disengage, step back or leave and address the causes
RESKILL
Give employees continuing access to relevant, practical and commercially valuable learning
REINVENT
Create credible routes into new roles, responsibilities, careers and forms of contribution
LEAD
Equip employees and managers to lead confidently across longer, multigenerational careers
THRIVE
Support the physical, emotional and practical realities that affect sustainable performance for individual's careers in midlife.
MIDLIFE AT WORK FRAMEWORK
STRATEGIC ADVISoR ON WORKFORCE LONGEVITY, AI capability AND THE MIDLIFE ECONOMY
CEO & FOUNDER voyage & soap
DIMPLE
STHANKIYA
Dimple Sthankiya has spent more than 25 years working alongside senior leaders, C-suites and global organisations on strategy, people, culture, employee value proposition and transformation.
Today, her work focuses on one of the most important changes shaping organisations: people are living longer, careers are extending and AI is transforming what it means to remain valuable at work.
Dimple helps leaders understand the commercial and human implications of this shift and turn that understanding into practical action.
Through Midlife at Work, she brings together workforce strategy, AI readiness, leadership, reinvention and the particular experiences of women at midlife.
Her approach is commercial, human and deliberately practical. The goal is not simply to help women remain in work for longer.
It's to make sure they keep learning, leading, progressing and contributing at their highest level, capitalising on their knowledge, skills and success so far in their careers.
Built around women. Better for everyone.
OUR
MIDLIFE AT WORK ECOSYSTEM
We bring in the right expertise when you need it, across workforce longevity, AI readiness, leadership, organisational psychology, women's health, coaching, diagnostics, communications and organisation design.
You get one integrated approach, designed around your organisation and delivered by Voyage & Soap.
who are we?
- Longevity Workforce
- AI Readiness
- Leadership Development
- Organisational Psychology
- Menopause and Women’s Health
- Coaching 40+ Cohorts
- Diagnostics for research
- Strategic Communications & EVP
- Culture and Organisation Design
YOUR EXPERIENCED female talent STILL HAVE THEIR MOST VALUABLE WORK AHEAD OF THEM
Let’s have a chat. No fear-based story about an ageing workforce. No one-off workshop that disappears as soon as it ends. Just a practical discussion about your midlife talent strategy, where value may currently be getting lost and what your organisation could do differently.
let's talk
