What are the key challenges faced by Women who choose to restart their careers after a long break and how can organisations support their reintegration into the workforce?
Malati KrishnamurthyBegginer
Women restarting careers after a break often face a hurdle race. Confidence can dip due to time away from the professional world. Skills might need refreshing to align with industry advancements. Juggling childcare or eldercare responsibilities with work demands can be another challenge. Additionally, some employers view career breaks negatively, impacting hiring decisions.
Organizations can play a vital role in supporting these women. Programs to bridge skill gaps, like workshops or training on relevant software, can be immensely helpful. Flexible work arrangements like part-time options or remote work opportunities can ease the burden of balancing work and personal commitments. Mentorship programs can connect returning women with experienced professionals who can offer guidance and support. Finally, promoting a culture that values diverse experiences and perspectives goes a long way in attracting and retaining this talented pool of women.
Women who choose to restart their careers after a long break face several key challenges. These include:
1. *Skill Gap*: Rapid technological advancements can render previous skills obsolete, making it difficult for women to compete with continuously employed peers.
2. *Confidence and Self-Esteem*: Long career gaps can affect self-confidence, making women doubt their capabilities.
3. *Age Discrimination*: Older women may face ageism, with employers favoring younger candidates.
4. *Work-Life Balance*: Women returning to work often juggle professional responsibilities with continued caregiving roles, requiring flexible work arrangements.
5. *Networking Deficit*: Extended breaks can erode professional networks, which are crucial for job searching and career advancement.
6. *Bias and Stereotypes*: There is often a bias that women returning from career breaks are less committed or competent.
Organizations can support women’s reintegration by:
1. *Returnship Programs*: Structured programs that provide training, mentorship, and temporary assignments to ease the transition.
2. *Flexible Work Options*: Offering part-time roles, remote work, and flexible hours to accommodate personal commitments.
3. *Skill Development*: Providing access to training and upskilling opportunities to bridge knowledge gaps.
4. *Mentorship and Support Networks*: Creating mentorship programs and support groups to rebuild professional networks and boost confidence.
5. *Inclusive Hiring Practices*: Adopting policies that specifically aim to recruit and support women returning from career breaks, combating biases and stereotypes.
These measures can help organizations harness the valuable experience and diverse perspectives that returning women bring, fostering a more inclusive and dynamic workforce.
When women decide to return to work after a prolonged hiatus, they frequently encounter the following major obstacles:
Rapid advancements in technology and business processes during their hiatus can result in skill obsolescence, which makes it challenging to reenter the profession.
Lack of Confidence: Prolonged absences from work can cause one to lose faith in one’s networking and professional talents.
Employer Bias: Hiring decisions may be biased by employers who believe returning women are less capable or dedicated.
Businesses may assist women’s reintegration into the workforce in a number of ways:
Returnship Programs: Women can refresh their skills and restore confidence by participating in structured programs that provide training, mentorship, and a gradual transition back into job responsibilities.
Flexible Work Options: Part-time jobs, remote work opportunities, and flexible hours can all help women balance work and family obligations.
Initiatives for Skill Development: Giving people access to workshops or training programs to refresh their skills can increase their employability.
Establishing a welcoming and inclusive work environment that celebrates a range of experiences and offers equal chances for professional advancement is known as “supportive culture.”
Mentorship and networking: Rebuilding professional networks and gaining knowledge of industry trends can be achieved by matching returning women with mentors and organizing networking events.
Organizations can reap the benefits of women’s unique abilities and experiences by skillfully reintegrating them into the workforce by addressing these obstacles and putting supportive measures in place.