After pandemic-induced career break, women making big comeback

Flexible work policies, remote work options and rising opportunities for second career women are prompting an increasing number of women to make a comeback after a career break after the pandemic, according to exclusive data put together for ET by JobsForHer, an employment search portal for women.
There was a 96% jump in the number of registrations from women under the returnee cohort on the jobs portal so far this year compared to a year ago.

Data also show a jump in the number of women from tier-2 and -3 cities, with the total registrations from such locations rising to 35% from 28% in 2021.

This comes after a large number of women were forced to drop off during the pandemic, when many had to bear a disproportionately higher burden of household work. Moreover, with schools and day-care facilities shut, no domestic help at home and caregiving responsibilities of the elderly, many women put their careers on the back burner. However, the widespread adoption of remote work post pandemic and proactive efforts from companies to hire returnees are helping them stage a comeback.

“The pandemic forced many women to quit the workforce for various reasons. But in the post-pandemic world, women are realising the need to get back to work,” said Neha Bagaria, founder and chief executive, JobsForHer.

Remote and hybrid work policies is one of the major determining factors for them to return to professional life. “After the Great Resignation, companies have realised that hiring women returnees can be their best bet as they are raring to return to work after a break and prove themselves and are available to join them immediately with no notice period,” added Bagaria.

An increasing number of organisations too are looking out to hire talent from the returnee cohort at a time when record-high attrition and an acute shortage of talent as well as skills create an urgent need to widen the talent pool.

Data show a 50% rise in the number of companies open to hiring women returnees.

A thrust on gender diversity from top leadership of organisations is giving more impetus to widen the hiring funnel.

Several Indian companies and global multinationals including the likes of Schneider, Axis Bank, Procter & Gamble are tapping into this crucial talent pool. Availability of an array of flexible work arrangements post pandemic makes it easier for women to make the transition, said HR heads.

“Women returning to professional careers form a very important talent pool for us,” said Rachna Mukherjee, chief HR officer India and South Asia, Schneider Electric India. “We have several initiatives that enable women to make a seamless transition to the workforce,” she added. The company gives special incentives for employee referral for high potential women talent.

“We are open to various alternate forms of employment – gig, freelancing, etc., as well as various remote methods of working such as work from home, work from anywhere and hybrid and all of these are great career enablers for women – especially those wanting to come back after a break,” said Rajkamal Vempati, president and head of HR at Axis Bank.

In May, FMCG major Procter & Gamble launched a career relaunch programme to welcome back talented professionals. The initiative enables both women and men - who took a break from the workforce and are looking to restart their careers in STEM (Science, Technology, Engineering, and Mathematics) roles.