Beyond Breaks- Returnships Reshaping Women's Careers

1. Beyond Breaks: Returnships Reshaping Women's Careers Empowering Professionals, Igniting Growth, and Embracing Inclusivity

2. Introduction In 2008, the term 'returnships' was coined by Goldman Sachs to describe programs assisting women professionals in restarting their careers after extended breaks. Similar to internships, these initiatives offer training and mentorship to support women in rebuilding their professional lives. For organizations, this presents an opportunity to evaluate potential hires, foster inclusivity, and leverage the valuable skills and talent women bring to the workforce.

3. The Significance of Returnships Returnships address the challenges women face when re-entering the workforce, including fear, confidence loss, bias, and preconceived notions. These programs, akin to internships, offer training and mentoring. The benefits for organizations are substantial, offering a chance to evaluate potential hires, foster inclusivity, and leverage diverse talent. Transformative Impact on Workplace Culture Implementing returnships has a transformative impact on workplace culture by challenging traditional perceptions and combating bias against those without recent experience. Organizations that embrace returnships set examples for the industry. Companies like PayPal, ThoughtWorks, GoDaddy, Coursera, and ZenDesk have incorporated formal returnship programs, aligning with Accenture's perspective that training in such programs enhances inclusion and diversity.

4. Personal and Professional Growth Returnships address the skill gap resulting from career breaks. For example, Shalini, now a Research Analyst at FactSuite, faced skill erosion during her two-and-a-half-year hiatus. Organizations supporting returners acknowledge that the lack of skills can be addressed through training programs, fostering personal and professional growth. Empowering Women to Explore New Opportunities Statistics reveal that 63% of women returning to the tech industry feel their breaks were damaging to their careers. Chandrakala, a Research Analyst at FactSuite, worried about rejoining after a five-year break. Returnship programs, coupled with an inclusive approach, facilitated her successful return, emphasizing the importance of exploring new opportunities for returning women.

5. Action Points for Employers and HR Creating an inclusive workplace involves understanding returning women's needs, avoiding restrictive recruitment messages, and embedding inclusion and flexibility into the brand culture. By providing support such as childcare facilities, work-from-home options, and wellbeing initiatives, organizations can foster an environment conducive to women restarting their careers. Transforming Work Culture in India In India, where 25% of the workforce comprises women, 36% take a break, and 91% wish to return, challenges persist. Returnship programs can be a catalyst for change, addressing concerns such as reluctance to return to the same employer and the feeling of being undervalued. The call to action is clear: encourage organizations to adopt returnship programs and embrace inclusivity to transform work culture.

6. Conclusion Empowering the future workforce hinges on the significance of returnship programs. Encouraging women to re-enter the workforce after a break and transforming workplace cultures for diversity and empowerment are key takeaways. As more companies open their doors to returning women, the landscape of work becomes more inclusive and supportive.

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