While the first two presentations focused on the concerns of current cohorts of older women, Ms Koh Yan Ping, CEO, Singapore Council of Women’s Organisations (SCWO) turned the attention to the future, or ‘Tomorrow’s New Old: Singapore’s Future Cohort of Ageing.’ Ms Koh shared the findings of a study conducted by the SCWO on this group of individuals, in their 50s and turning 60-70 in 2030, who are part of the growing sandwich generation of Singaporeans who are simultaneously caring for parents and children. Considering their differing responsibilities and profiles (for instance, they are better educated than previous cohorts), their concerns and needs for old age are also different. The findings showed that Tomorrow’s New Old (TNOs) wished to retire and live independently but wished for more mental and emotional support in later age. They preferred flexible work arrangements and prioritised retirement preparedness and financial independence. Like the previous cohorts of older persons, they were also concerned about ageism at the workplace and wished to have more support and concerted action taken by employers. In terms of living arrangements and caregiving, the study found that TNOs were more open to community care facilities. Consequently, Ms Koh pointed out that policy interventions for the future cohorts of older persons would need to be different, with a greater emphasis on community support (such as community care facilities), support structures for mental and emotional wellbeing, and evolving workplace policies that offer older employees more flexible work arrangements and support for retirement preparedness.

The final presentation by Ms Sabariah Aris, Assistant Director of the PPIS Research & Engagement Department (RED), introduced another dimension to intersectionality through her session titled “Who Gets Left Behind? Understanding Inequality Through the Lens of Gender, Faith, and Ageing.” Ms Aris underscored the knowledge gap on the aspirations of Singapore Muslim women, which limits the development of targeted support initiatives for this group. Drawing on findings from PPIS' Aspirations of Singapore Muslim Women Research, her presentation examined how the intersecting structures of gender, faith, and age produce cumulative disadvantage among Muslim women in Singapore. From early gendered expectations and caregiving responsibilities to cultural misrecognition and labour market exclusion, these factors intensify over time—culminating in economic insecurity, social isolation, and marginalisation in later life. The study challenges monolithic portrayals of Muslim women by highlighting their faith-aligned aspirations, professional aspirations, and desire for agency and recognition. The study also called for a life course and intersectional approach to social policy, as well as the need to design inclusive systems that reflect the diverse lived realities of those most at risk of being left behind.

The presentations were followed by a panel discussion and open Q&A. The panellists discussed the challenges faced by the ageing population, especially women, in the workplace, the impact of the Workplace Fairness Act and the Tripartite Guidelines on Flexible Work Arrangements (FWAs), and the impact of caregiving responsibilities, particularly for women, on their careers and income and retirement security. The panellists explored the stereotypes and biases that presented challenges for women in the workplace, the need for employers to understand and effectively administer requests for FWAs, the importance of employers embracing and modelling best practices in relation to encouraging both men and women to undertake caregiving responsibilities, including utilising their full paternity leave, what would best motivate employers to take action on ageism and sexism in the workplace, and the role of men in addressing gender inequalities, among other issues. The panel concluded with the observation that these challenges are myriad and complex, and employers need to understand the value brought to their businesses when they address issues of age and sex discrimination in the workplace, and finally, that research and data is needed that verifies this.