Background: Women are underrepresented in healthcare leadership, yet evidence on impactful organisational strategies, practices and policies that advance women's careers are limited. We aimed to explore these across sectors to gain insight into measurably advancing women in leadership in healthcare. Methods: A systematic review was performed across Medline via OVID; Medline in-process and other nonindexed citations via OVID; PsycINFO and SCOPUS from January 2000 to March 2021. Methods are outlined in a published protocol registered a priori on PROSPERO (CRD42020162115). Eligible studies reported on organisational interventions for advancing women in leadership with at least one measurable outcome. Studies were assessed independently by two reviewers. Identified interventions were organised into categories and meta-synthesis was completed following the 'ENhancing Transparency in REporting the synthesis of Qualitative research' (ENTREQ) statement. Findings: There were 91 eligible studies from 6 continents with 40 quantitative, 38 qualitative and 13 mixed methods studies. These spanned academia, health, government, sports, hospitality, finance and information technology sectors, with around half of studies in health and academia. Sample size, career stage and outcomes ranged broadly. Potentially effective interventions consistently reported that organisational leadership, commitment and accountability were key drivers of organisational change. Organisational intervention categories included i) organisational processes; ii) awareness and engagement; iii) mentoring and networking; iv) leadership development; and v) support tools. A descriptive meta-synthesis of detailed strategies, policies and practices within these categories was completed. Interpretation: This review provides an evidence base on organisational interventions for advancing women in leadership across diverse settings, with lessons for healthcare. It transcends the focus on the individual to target organisational change, capturing measurable change across intervention categories. This work directly informs a national initiative with international links, to enable women to achieve their career goals in healthcare and moves beyond the focus on barriers to solutions.

This article seeks to explore how older individuals negotiate and manage their selfidentity in relation to work whilst situated outwith paid employment. After reviewing the current positions of the older unemployed in the UK, noting the substantial overlap between age and disability, we turn our attention to conceptualising the lived experiences of individuals through exploring 'identity work' as a means of understanding a non-working work identity. Based upon focus group interviews, our empirical analysis focuses on key dimensions of participants' identity practice and how they sought to manage the following social processes: imposed identities, crafting working identities; and contesting unfavourable working identities. The conclusion contextualises the findings against a backdrop of increasing individualistic discourses underpinning approaches to employability, closing with the policy implications arising from this study, and making suggestions for future research agendas.

This paper is based on a series of 'anti-narrative' interviews with self-identifiedLGBT people designed to explore the ways in which lived experiences of age, gender and sexuality are negotiated and narrated within organizations in later life. It draws on Judith Butler's performative ontology of gender, particularly her account of the ways in which the desire for recognition is shaped by heteronormativity, considering its implications for how we study ageing and organizations. In doing so, the paper develops a critique of the impact of heteronormative life course expectations on the negotiation of viable subjectivity within organizational settings. Focusing on the ways in which 'chrononormativity' shapes the lived experiences of ageing within organizations, at the same time as constituting an organizing process in itself, the paper draws on Butler's concept of 'un/doing' in its analysis of the simultaneously affirming and negating organizational experiences of older LGBT people. The paper concludes by emphasizing the theoretical potential of a performative ontology of ageing, gender and sexuality for organization studies, as well as the methodological insights to be derived from an 'anti-narrative' approach to organizational research.