Why Career Breaks Should Not Stop Women From Accomplishing More

In the realm of women returning to work, fostering inclusivity encourages us to redefine the narrative surrounding career breaks and challenges traditional stereotypes. By placing emphasis on inclusion, we recognise that the return-to-work journey is not a one-size-fits-all scenario. It is an opportunity to celebrate the diverse experiences, skills, and perspectives that women bring to the workforce after a hiatus. In shaping an inclusive future, each negotiation, each skill-building endeavour, and each return to work is a step toward building workplaces that not only acknowledge individual strengths but actively celebrate the diversity that enriches us all. 

The modern woman personifies a spectrum of attributes—resourcefulness, enterprise, independence, and ambition—that empower her to not only thrive in challenging circumstances but also seamlessly adapt to change. Yet, the journey back into the workforce after a career break is seldom straightforward. Despite this, women navigate this intricate path with unwavering grit and determination, reclaiming their places in the 9-to-5 landscape they once left behind. This remarkable resilience is a testament to their courageous spirit, especially considering the historical barriers that women have faced when attempting to re-enter the workforce. From a dearth of suitable job opportunities to being confined to roles with limited prospects for career advancement, the challenges are myriad. As we embark on this exploration of women's return to work, it is imperative to weave the narrative of inclusivity into the fabric of their experiences—a narrative that celebrates diverse journeys and aims to break down the barriers that have impeded their reintegration into the professional sphere.

Challenges Aplenty...

The importance of welcoming women back and not discriminating based on career breaks cannot be stated enough. The state of the workforce in the country still needs to overcome several issues when it comes to women’s participation. According to the World Economic Forum, we’ve closed only 64.3% of the overall gender gap. Despite current improvements, parity is still some way off. Challenges for returning women, and women in general, stem from this inequality—think walled-off roles and workplace discrimination to begin with. In this landscape, the call for inclusivity invites us to perceive these challenges not as insurmountable roadblocks, but as opportunities to construct a more equitable workforce. 

... And Hope

Despite these challenges, there is hope on the horizon. Women are still persevering and returning to work.  Their stories are a reminder to other women that career breaks aren’t dream killers. Women coming back can also take on unconventional roles and chart new career trajectories from scratch. With non-traditional roles in technology growing and the nature of work changing, there is space for women to explore and be inventive. Meanwhile, strong public policy and comprehensive gender initiatives in organisations are boosting demand for returning personnel.

Women choosing to work after a hiatus have an uphill climb—but with some strategic planning, this liminal phase can be smooth and worry free.

What to Do

Women applying for roles after a break should focus on skills, capabilities, and career goals. Upskilling platforms provide an inclusive and structured platform and empowers them to seek solutions to attain transformation and growth. Taking some time for self-reflection to establish realistic goals provides a strong foundation to begin with. Women should evaluate this assessment considering the time they can commit and the level of flexibility they seek. This process will help them align their goals with their abilities and preferences as they reintegrate into the workforce.

Next, knowledge gaps in today’s fast-paced world are inevitable. With technological developments around AI and data moving quickly, organisations are seeking specialised skills. A software developer versed in a few programming languages might need to level up their expertise as a full-stack developer to stand out in the job market. Professionals who’ve been off the grind can turn to several options: Online courses, short-term degrees, and industry-specific certifications come in all sizes and cover multiple subjects and topics. Women professionals can customise their learning pathways to build on prior experience or start afresh in a lucrative domain.

Even as you build your skills, it’s equally vital to create a community and lean into it for professional support. Networking is crucial to finding employment—more so for someone away from the work circuit. Connecting with old professional contacts and revisiting former relationships might be required to form a better understanding of the job market and how to navigate its current complexities. Returning women should look at mentorship where available. Seek online communities or support groups in your area to gain encouragement and share experiences if needed.

It’s also important to absorb lessons while on pause. Career breaks don’t always diminish ambition. Many successful women return to work, transplanting lessons learnt in their personal lives to great effect. For instance, experiences managing households could teach one budgeting and organisational skills that could be invaluable in certain roles.

The Flexible Workplace and the Art of Negotiating

What’s helping women is the fact that workplace flexibility has reshaped the employer-employee relationship, with the dynamic more evenly balanced than before. Women back to work and juggling familial responsibilities have a degree of freedom to work from a terminal of their choosing, whether it’s hybrid or remote work. McKinsey’s Women in the Workplace 2023 report highlights how women are gravitating towards flexible work arrangements. One in five women acknowledge flexible work as the reason for staying at their organisation or avoiding reducing their hours. Nearly 80% of women declared that opportunities to work remotely were the most important benefit to them. Several respondents who work remotely or hybrid said they were less tired, and an overwhelming majority of those who worked remotely felt more efficient and productive. Additionally, women at organisations with flexible policies are likelier to report equal opportunities to progress. The data bodes well for returning women tasked with caregiving responsibilities. Flexible hours allow women to take control of their schedules while offering productive value for their organisations. As the jobs of the future slowly define themselves in an increasingly digital landscape, women professionals can pick a promising field, skill up, and find fulfilling roles while still streamlining other responsibilities from the comfort of their homes.

And finally—while it’s normal to feel nervous when it comes to negotiating salaries and benefits, do not undervalue yourself. Go over salary benchmarks and make a case for yourself. Present yourself, your skills, and your learnings on your break as deserving of the industry standard. Be positive and assertive when discussing possible remuneration—don’t shy away from a counteroffer if you feel a proposal doesn’t meet your expectations. Negotiate with your skills—when you’ve sold someone on your skills, you’ll find the ‘tough’ conversations easier to handle.

The author is Ankita Sharma, Vice President of Human Resources at Great Learning.