Championing women’s empowerment is a passion of mine, and I frequently receive requests to provide insights on current news and trends. Thus, when an email from the LinkedIn News team caught my eye with the subject line: ‘How can organizations support women returning from a career break?’ I was quick to dive in.
The email continued to read… “A recent LinkedIn analysis shows that women are more likely than men to take a career break. The most common reason women take a step back? Full-time parenting—with those breaks lasting a median of three years.”
They wanted to hear my perspective on ‘How have I seen companies support women returning from a career break such as parental leave?’ I shared my thoughts, but this topic, deeply dear to me, deserves more than just a brief mention. So, let’s dive deeper…
Empowering women to more easily navigate their return to the workforce after a career break, particularly for parenting, is a game-changer for creating a workspace that thrives on inclusivity, empathy, and empowerment. Imagine a world where flexible schedules, comprehensive re-entry programs, ample opportunities for growth, a culture that cheers you on, robust childcare solutions, and enriching mentorship are the standard, not the exception.
The reality often paints a different picture, with career gaps being unfairly tagged as a red flag rather than a badge of diverse experience.
As a brand strategist dedicated to elevating personal and business brands, we see the narrative differently. When polishing our clients’ resumes, we don’t shy away from showcasing the journey of career breaks. We highlight the skills honed and the wisdom gained during that period as invaluable assets. Because here’s the truth—stepping back doesn’t detract from one’s value; it adds a richness and diversity of perspective that’s vital for a dynamic workforce.
In my experience working with clients, I’ve seen many women take on part-time roles to bridge financial gaps. These stints, often underestimated, are gold mines of invaluable skills honed in the world’s toughest job. Yet, the dilemma remains on how to showcase these competencies on a resume authentically and confidently. Moreover, this situation feeds into a deeper challenge—battling the imposter syndrome that hinders women from reaching new heights of professional success. It’s crucial that we not only recognize but actively promote the unique value and perspective these experiences bring to the table by reframing the conversation and empowering women to own their journey with pride and confidence.
Another stark truth is that the burden of caregiving falls unevenly on women’s shoulders, not by choice but by societal norms and a glaring gap in accessible childcare solutions. This issue isn’t just about personal decisions; it’s deeply rooted in structural and political inequalities that unfairly sideline women from their careers.
Not only must we dismantle the stigma, but there is also a war on women’s reproductive health. We are denied reproductive rights but still asked to do what would not have been asked of a man.
But it’s high time we hold our elected officials accountable to help shift the conversation from individual choices to advocating for systemic reforms that equitably redistribute caregiving roles, champion family-supportive policies, and women’s reproductive rights.
