Reintegrating women into the workforce is critical for fostering inclusion and diversity within Indian corporations. Despite significant strides in workplace participation, many women face barriers in returning to work after career breaks, often taken for personal or familial reasons.
Re-entry programs, designed to provide support and opportunities to women rejoining the workforce, are increasingly being adopted by Indian organizations, paving the way for a more inclusive and diverse professional landscape.
The State of Women in the Indian Workforce
The state of women in India's workforce is quite alarming. In 2023, the labor force participation rate among females in India is 32.7% and among males is 76.8% (World Bank, 2023). Many women leave their jobs due to marriage, childcare, or having children.
They find it difficult to re-enter because of gaps in skills, outdated networks, or biases in hiring procedures. Women who take career breaks for family responsibilities face many hurdles in returning to work. Unstructured support in most organizations usually worsens the above challenges; therefore, there is a need for re-entry programs.
Understanding Re-Entry Programs: A Solution for Workforce Inclusion
Re-entry programs are structured initiatives that enable women to transition back into professional environments. These programs, designed to bridge gaps in skills and confidence, are multifaceted and include mentorship, upskilling, and flexible work arrangements.
Key Features of Re-Entry Programs
Skill Development Workshops: Several companies are designing specific upskilling programs to bridge some of the gaps that a career break creates. Digital literacy, leadership skills, and domain-specific training are current planks on the curriculum for such programs.
Flexible Models: Many organizations have adopted hybrid work models, allowing employees to better balance their professional obligations with personal ones.
Mentorship and Networking: Structured mentoring programs enable women to develop a professional network and gain support in tackling workplace obstacles.
Advantages of Women's Re-Entry Programs to the Women and the Organization
For Women:
Skill Upgradation: Structured courses help bridge technical and professional skill gaps.
Confidence Building: Hands-on project work and mentorship help regain the lost confidence.
Work-Life Balance: Flexible working arrangements ease their return to work.
For Organization:
Diversity and Inclusion: Women returning to work bring unique perspectives, enhancing team creativity and problem-solving.
Talent Retention: Organizations can draw from an experienced talent pool, which reduces recruitment and onboarding costs.
Positive Employer Branding: Companies with robust re-entry programs are viewed as progressive and supportive of women's careers, attracting top-tier talent.
Overcoming Barriers to Re-Entry
Bias in Hiring: Most firms are biased against people who take career breaks. They consider them less dedicated. Educating and training hiring managers is necessary to avoid these situations.
Shortage of Programs: Many organizations lack structured programs to support individuals returning to the workforce after a break.More such initiatives are required across sectors.
Social Stigma: Individuals returning to work after a career break often face social stigma, with pre-conceived notions that they may lost their skills or are less committed, which can be discouraging. There is a need to raise awareness and promote the success stories of returnees to encourage women to return to work.
Creating a Sustainable Framework for Re-Entry Programs
Organizational Steps:
Expand Program Reach: Greater and broader provision of re-entry programs in large industries and small and medium enterprises.
Tailor-Made Support: Based on your experience, tailor your career paths and skill-building modules. Motivate Returners: Offer childcare or wellness benefits, among other things, to returning employees.
Joint Collaboration: A collaboration between corporates and educational institutions for upskilling opportunities
The Future Ahead
Re-entry programs can help transform the professional landscape for women working in India. By overcoming barriers and providing structured support, Indian corporates will lead change in including women in the workforce and realize a currently untapped talent pool, driving innovation and growth.
With this growing acceptance of the importance of such programs, the future is bright for an inclusive workplace. However, this can happen only through consistent and collective efforts by all stakeholders, corporations, policymakers, and society.
References:
World Bank. (2024). Gender data portal: India. Retrieved from https://genderdata.worldbank.org/en/economies/india
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