Flexible work arrangements, mentorship, skills updates, returnships, childcare support, bias-free hiring, ERGs, adjusted reviews, networking, and promoting paternal leave are key to helping women re-enter tech. These initiatives ease transitions, foster inclusion, and support gender equality.
What Policies Can Support Women Returning to Tech After a Career Break?
Flexible work arrangements, mentorship, skills updates, returnships, childcare support, bias-free hiring, ERGs, adjusted reviews, networking, and promoting paternal leave are key to helping women re-enter tech. These initiatives ease transitions, foster inclusion, and support gender equality.
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Flexible Work Arrangements
Offering flexible work hours and the option to work from home can significantly support women returning to tech after a career break. These arrangements can help them balance work with family responsibilities, making the transition back into the workforce smoother and more manageable.
Mentorship Programs
Implementing mentorship programs can provide returning women with guidance, support, and encouragement. Pairing them with seasoned professionals in the tech industry can enhance their knowledge, boost their confidence, and help them navigate the challenges of re-entering the workforce.
Skills Refresher Courses
Technology evolves rapidly, and skills can become outdated quickly. Offering short courses or access to online learning platforms can help women update their technical knowledge and skills. This not only boosts their confidence but also makes them more competitive candidates.
Returnship Programs
Creating returnship programs targeted at professionals who are returning to the workforce after a significant break can be incredibly effective. These paid, short-term employment contracts often include training and the possibility of transitioning into a permanent position.
Childcare Support
One of the biggest challenges facing women returning to work is managing childcare. Providing on-site childcare facilities, childcare subsidies, or partnerships with local childcare providers can alleviate this burden and make the return to work much more feasible.
Bias-Free Recruitment Processes
Implementing recruitment processes that minimize bias is crucial. This includes designing job adverts that encourage applications from returners, offering interview training to managers to recognize unconscious bias, and considering transferable skills and potential over traditional career trajectories.
Employee Resource Groups ERGs
Establishing ERGs for women in tech can offer returning women a platform to share experiences, seek advice, and find mentorship. These groups can also help in identifying and addressing specific challenges that women face in the workplace.
Performance Review Adjustments
Adapting performance review criteria to account for career breaks can ensure that returning women are evaluated fairly. Recognizing the value of diverse experiences and the skills developed during a career break, such as problem-solving and time management, can contribute to a more inclusive assessment.
Networking Opportunities
Facilitating networking events specifically aimed at women returning to tech can help them rebuild professional connections, stay up to date with industry trends, and find opportunities. Encouraging participation in tech conferences, seminars, and workshops can also be beneficial.
Encourage Paternal Leave
Promoting and encouraging the use of paternal leave can help shift cultural norms around caregiving responsibilities. When both parents are supported in taking leave, it reduces the career impact on women and promotes gender equality in the workplace.
What else to take into account
This section is for sharing any additional examples, stories, or insights that do not fit into previous sections. Is there anything else you'd like to add?