Women returners aren’t a risk, we’re an untapped asset
This International Women’s Day, we must challenge the stigma around women returners in the workforce and recognize their untapped potential. Women who have taken a career break for various reasons such as raising a family, caring for a loved one, or pursuing further education often face barriers when trying to re-enter the workforce. Despite their valuable skills, knowledge, and experience, many employers view them as a risk rather than an asset. It’s time to shift this outdated mindset and embrace the benefits that women returners can bring to businesses.
One of the main concerns that employers have about hiring women returners is their perceived lack of recent experience. However, what they fail to realize is that these women bring a unique set of skills that can enhance the diversity and creativity of a team. For example, women who have taken a career break are often highly organized, great multitaskers, and have excellent problem-solving abilities – all of which are valuable traits in any workplace.
Furthermore, women returners tend to be highly motivated and eager to prove themselves after a break from their careers. They are willing to invest time and effort into upskilling and adapting to new technologies and ways of working. This level of dedication and enthusiasm can have a positive impact on team morale and productivity, ultimately benefiting the bottom line of the business.
In addition to their skills and motivation, women returners also bring a fresh perspective to the table. Their time away from the workforce has given them the opportunity to gain new insights and experiences that can help drive innovation and growth within a company. By overlooking women returners, businesses are missing out on a valuable source of creativity and strategic thinking that can give them a competitive edge in the market.
To fully harness the potential of women returners, businesses need to implement policies and practices that support their reintegration into the workforce. This includes offering returnship programs, flexible working arrangements, mentorship opportunities, and training initiatives to help them update their skills and knowledge. By creating a supportive and inclusive environment, businesses can attract and retain top female talent and reap the benefits of a diverse and dynamic workforce.
In conclusion, women returners are not a risk – they are an untapped asset that can bring immense value to businesses across all industries. This International Women’s Day, let’s challenge the stigma and misconceptions surrounding women returners and pave the way for a more inclusive and diverse workforce. By recognizing and embracing the potential of women returners, businesses can drive innovation, boost productivity, and achieve sustainable growth in the ever-changing landscape of the modern workplace.
women returners, workforce, potential, diversity, innovation