“Every time a woman has to leave the workforce and can’t come back, the national productivity declines.”
–Madeleine Kunin, American ex-governor and politician
Becoming a mother changes the game. One minute you’re rubbing elbows with bigwigs and the next you’re elbow deep in diapers. You often feel as though your world has gone through the washing machine. Once you join the mommy club, you’re in for life – which is not to be said about your career.
The responsibilities and commitments to your family take over, and often women question the value of going back to work. On the other hand, you may feel overly consumed by motherhood, craving an outlet. Or your kids have started becoming independent and you’re left thinking, what now?
What makes the decision to go back to work even more taxing are the barriers to entry. Corporates often look for new graduates with little time commitments elsewhere, or fill leadership positions with people who have not taken time off and have been advancing their skills and careers.
But a few Indian corporates have made it one of their goals to welcome women back to the workforce. Their programs are setup to help women take a second shot at boosting their careers post sabbaticals.
- The Tata Group, well known for its progressive programs, started the “Tata Second CareerInternship Programme (Tata SCIP). Launched in 2008, SCIP provides avenues to qualified and talented women who took a break – anywhere from six months to eight years – and want to come back to work. Since inception, approximately 30,000 candidates have registered. They are given flexible hours and assignments with various Group companies. On average, 80-90 women join Tata SCIP annually.
- GE India launched their “Restart” program in 2010. Their objective was to integrate women back into their company full-time. Eligibility is for women with minimum of four years of work experience, and have been on a career break for a minimum of 1 year. The transition back to work is not only taxing time-wise, but also emotionally; therefore, “Restart” created a support system for each participant to help with the transition.
- “Career by Choice” (CBC) began in 2011 by Hindustan Unilever. This program is designed to give participants flexibility and part-time work.Women must have more than two years of work experience. They are then placed on live business projects, with time frames of six months to a year. More than 35 women have gone through thisprogram since inception.
- The “Welcome Back” program by the Apeejay Surrendra Park Hotels is a re-employment program for ex-employees who have exemplary records.Though not solely designed for women – male employees are also welcomed back – the program is set up to allow women who have taken a sabbatical to rejoin. Because former employees understand the hotels’ work culture, this program has a high retention rate.
Statistically, one fourth of the Indian workforce is women. Without programs like the above in place, companies will continue to risk losing out on hiring talented qualified women. It’s time that programs assisting women rejoining the workforce weren’t the exception, but the rule.
By Lalia Dastur Haksar
