Women organisations should concentrate on self-support among their members. This will prove to be important to the extent to which respective organisations will publicise their data. I suggest that organisations who wish to see an increase in useful input by women should help qualified women to return to the work force by offering a short period of retraining under the wing of a supervisor to progress in their career. Shortages in the labour market should be carefully watched and women's talents directed in the appropriate direction. Some organisations that recently achieved help for women found their image and financial gain improved as a result.
Women are experts at motivating the young and at managing insecurity, through experience.
Networks interested in the well being of women should lobby to influence the general opinion of women, who are surely experts in time management and in working under stress within a family. This sets up a multiplying effect so that women and their helpers would put forward a strong united voice. It is not our purpose to create a model of a superwoman who can cope with all types of peer stress and culture tensions but rather to help set up instruments that will be available to women who are willing to take a step forward.