Today, a significant number of mid-career professionals, especially women, are eager to get back into the workforce following a career break. Many of them find themselves at a pivotal crossroad- facing not only the many challenges of re-entering the job market after a long gap, but also the societal perceptions and traditional gender dynamics that threaten to disrupt their aspirations. However, they are active participants- they want to prove their worth in a workplace that recognizes the value they bring to the table. With their life experience and a fresh sense of purpose, this group of people brings new perspectives, resilience, and untapped potential to the professional world. Creating a conducive environment for these members of society is not only about being inclusive, but also a strategic necessity for businesses and the economy. By bringing in these talents, we can foster more innovation, diversity, and productivity.
Recrafting Identity:
Return to work, particularly women, offers space to realign their role as a primary caregiver (mostly) with job portfolios that match their career aspirations. This, not-so-subtle act of balancing work and personal life enhances confidence and anchors their sense of competence. This offers scope to create a supportive environment within the family ecosystem as well as in the workplace; it helps the Return to Work cohort redefine their identity while surpassing the guilt and pressure traditional gender roles tag along.
Scope for Upskilling:
A large section of this cohort is well-qualified, yet a gap in their career trajectory might need upskilling of skills. And skills can be learned, always. The ‘Return to Work’ cohort is well-aware of what is needed from them to have a successful transition into the workplace and is ready to upskill. More online skill development opportunities and easier access to training and development centers for this cohort widen the scope to upskill and become more confident as they gear-up to return to the workforce without feeling inadequate or inexperienced.
Active Lifestyle:
In the process of balancing work-life, this cohort actively engages with the larger ecosystem. The byproduct of this act of juggle also highlights the need for active lifestyle and prioritizing one’s own well-being for the cohort. This offers a fertile ground for opportunities for larger ecosystems to advocate and offer space to experience an enhanced state of wellness for this cohort.
Creating More Role Models:
Success stories of more individuals, especially women, who returned to work after a break and are now doing very well creates role models to look up to. Having role models with a similar career trajectory inspires more women (and men) to take this step feeling empowered along with a boost to their self-confidence. Post the pandemic, there are more avenues – remote jobs, part-time jobs, hybrid work systems, for this cohort which make their transition easier. Apart from successful re-entry into their career journey, these avenues support to anchor and sustain as well.
Financial Autonomy:
Returning to work gives this cohort a chance to work with reputed organizations and make full use of their potential and wisdom. Moreover, their financial contribution towards the family reflects an improved standard of living – buying bigger homes, investing in assets more, giving their children better education, and more. Their financial status offers autonomy to take own decisions, and be more independent and self-confident.
Voices
“Worked with TCS as Team Manager – had to leave the job as husband had a transfer and there was no branch of the company in the new location.”
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Did You Know?
Women returning to work anticipate pay cuts, often due to the negative association of ‘wasting time’ to a ‘career break’.
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Ecosystem Partners
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