“The rise of second-career women is being fuelled by factors such as societal attitudes towards women’s roles and contributions, enabling them to pursue careers they may have deferred earlier due to personal commitments,” said Neha Bagaria, chief executive, HerKey. “Changing family structures and support systems have provided more flexibility.” Moreover, technological advancements such as remote work have enabled women to seamlessly transition and reconcile their personal and professional obligations, according to Bagaria.
Citigroup has recruited more than one hundred returnees to Citi India in 2023. According to Aditya Mittal, head of human resources for Citi India & South Asia, there is a robust pipeline for many more applicants.
Other businesses, such as Schneider Electric, Marico, and EY, view this as a valuable source of talent. According to experts, returnees possess prior work experience and a strong motivation to distinguish themselves.
Other initiatives designed to attract returnees include dedicated recruiting, sensitivity training for hiring managers, mentorship and sponsorship programmes, flexible work options, creche facilities, and networking sessions.
“We ensure that there is an array of support systems that we provide to succeed – hybrid working model, creche facilities and performance guidelines for returnees,” said Mittal of Citi.
The bank has a one-year 'Return to Work' programme aimed at women with a minimum six-month career hiatus who are returning to the workforce.
Citi conducts sensitisation sessions with recruiting managers and business leaders, ring fences roles and conducts hiring drives dedicated for returnees, works with specialised vendors who support returnees, and drives specific employee referral programmes, among other measures.
Binu Philip, the company's chief human resources officer for the Greater India Zone, stated that Schneider Electric has a multifaceted strategy that includes hiring, sensitization, and policy development. “By recognising and valuing women returnees, organisations can tap into a wealth of talent, experience and wisdom that can lead to improved workplace dynamics, innovative problem solving and a more inclusive environment,” he said.
Women can return to the workforce within five years without undergoing a formal interview under EY's programme for hiring women returnees. “To support their seamless return to work, we provide networking opportunities with female role models, upskilling sessions and team support system, and help them advance their careers,” said Sandeep Kohli, EY India talent leader.
According to Amit Prakash, Marico's chief human resources officer, the company's second career programme is open to candidates, including women, who have taken a career hiatus of over a year.
Comments