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
Restarting career after a long break imposes many challenges on women. One of the biggest challenge is the loss of professional network. They often loose touch with former colleagues, mentors and contacts in the industry. This makes it difficult for them to access job opportunities. They don’t get recommendations or referrals. It takes time to rebuild contacts.
Moreover, repid technological evolution requires continuous learning. Women who have been away from the workplace for years feel out touch or lacking in current skills.
Employers often assume that candidates with resume gaps lack lack commitment or current skills. This bias often reflects in less interview call backs and lower salary offers, despite the candidate’s potential and qualifications.
Another challenge that they face is lack of self confidence. They may doubt their qualifications and abilities, especially if their experience workplace discrimination before the break.
Balancing family responsibilities is another big challenge for many women returning to work. Juggling household duties, childcare with career demands impact their decisions to restart their careers.
Last but not the least, family pressures may discourage women from pursuing ambitious career goals or returning to full time employment.
Family Support:
When a woman wants to restart her career, she needs her family’s support. Some women do not get it. Their families are against her decision. But remember women are born with a natural talent called Multitasking. They are capable of taking care of both family and work. Hence families should support her career.
Skill Gap:
As a woman takes a long break from her work, she needs to update her knowledge. With just having outdated skills do not guarantee a job. They should learn in demand skills of their respective fields which are used today. They can go for a short term courses and gain knowledge.
Career Gap:
Career gap is one of the main factors that affect you from getting a job. As for getting Government jobs or teaching jobs career gaps are not much important. If someone wants to get into a tech company, it matters to some extent. Some companies have eligibility for candidates not to have career gaps of more than 11 months. It would reduce the chance of getting jobs. But one can restart their career from a start up companies initially and go for big tech companies. No one rejects you if you have strong skills.
Reentering the workforce after a long break poses unique challenges for women. They often face difficulties such as outdated skills due to rapid technological advancements, decreased confidence, and possible biases from employers questioning their commitment. Additionally, managing work and family responsibilities can become a significant hurdle.
To support these women, organizations can introduce specialized return-to-work programs. Providing reskilling and upskilling opportunities helps address knowledge gaps, while mentorship and networking programs offer guidance and confidence-building. Flexible work options, such as remote work and adjustable hours, can assist in balancing professional and personal responsibilities.
Fostering an inclusive workplace culture is also essential. Employers should tackle biases with diversity training and ensure returning women have equal opportunities to showcase their skills. Celebrating the achievements of women who have successfully rejoined the workforce can serve as powerful motivation and support.
By addressing these challenges with targeted initiatives and a supportive environment, organizations can effectively reintegrate skilled women, enriching their workforce with diverse perspectives and innovations.
Restarting a career after a long break can be daunting for many women, presenting challenges that hinder their reintegration into the workforce. These obstacles require support from organizations and families for a smooth transition. Major challenges include:
Building Confidence and Self-Esteem: A career break can impact a woman’s confidence, leading to self-doubt.
Skill Gap and Technological Changes: Fast advancements in technology can make returnees feel outdated and less competitive.
Bias and Stereotyping: Discrimination about commitment, skills, and productivity can hinder opportunities.
Re-connecting and Re-adapting: Re-establishing professional networks can be challenging, and adapting to corporate life can be mentally and physically exhausting.
Maintaining Work-Life Balance: Balancing job demands with personal responsibilities can be stressful.
To support these women, organizations and families can:
Returnship Programs and Coaching: Structured returnship programs and career coaching can build confidence and provide guidance.
Training and Skill Development: Refresher courses, training programs, and certifications can update skills and knowledge.
Supportive Workplace Culture and Family Support Services: Encourage team-building, social integration, and provide family leave policies.
Flexible Work Arrangements: Offer flexible working hours, part-time options, and remote work opportunities.
Addressing these challenges with thoughtful strategies can create a supportive environment for women returning to the workforce after a career break.
Women restarting their careers face challenges such as skill gaps, confidence issues, and balancing work and family responsibilities. They may also encounter biases and stereotypes that question their commitment and capabilities. These obstacles can make it difficult for them to reintegrate into the workforce smoothly.
However, there are significant opportunities for both women and organizations. Women bring fresh perspectives, resilience, and valuable life experiences that can enhance creativity and problem-solving in teams. Their adaptability and strong organizational skills developed during their career breaks can be great assets.
Organizations can support these women by offering re-skilling and up-skilling programs to help them update their knowledge and gain new skills. Flexible work arrangements, such as flexible hours and remote work options, can help women balance their work and family responsibilities more effectively. Additionally, mentorship programs can provide guidance and support, helping women rebuild their confidence and navigate their return to the workforce.
Creating an inclusive workplace culture that values diversity and addresses biases is also crucial. Training programs on diversity and inclusion can help shift attitudes and reduce stereotypes, ensuring that women feel welcomed and valued.
By providing these supports, organizations can help women successfully restart their careers, benefiting from their unique perspectives and enhancing the overall performance and creativity of the workforce. This approach not only promotes gender equality but also strengthens the organization by leveraging diverse talents and experiences.