Highlighting women’s challenges when rejoining the corporate world after a significant career break, that’s what we’ll talk about today. Here, I’m not referring to short sabbaticals of under a year, but those extended pauses many women take—often out of necessity—for maternity leave, childcare, eldercare, or other personal commitments.
The conversation around why women leave the workforce—and the importance of tapping into this vast pool of capable professionals—remains ongoing. There are now search firms dedicated exclusively to supporting this talented group, yet, I rarely hear true success stories through my network.
Aside from new, structured “return-ship” programs introduced by a handful of forward-thinking companies, most women face considerable barriers when trying to re-enter corporate life.
Employers often cite a handful of reasons for these hurdles:
Rapid advances in technology and evolving industry practices can leave career returnees with knowledge or skill gaps.
There’s a widespread perception that those returning after a break are out of touch with current trends or tools.
Many organizations still do not offer flexible work arrangements, making it difficult for women with ongoing family responsibilities to return. Plus, roles specifically tailored for returnees are scarce.
Persistent biases exist—some employers assume women who’ve taken breaks are less committed or motivated, and young mothers are often seen as less present or productive.
A career break can weaken professional networks, making it harder to hear about opportunities or secure referrals. Out of sight, out of mind—women on breaks are frequently overlooked for roles or promotions.
Many talented women, due to a lack of structural support—or through courageous personal choice—temporarily step away from their careers to fully focus on motherhood or family care. But in practice, few working women ever truly sit idle. They steadily take on meaningful roles: volunteering at their children’s schools, contributing to education, advisory, e-commerce, health and wellness, and more. Since part-time, impactful corporate positions are rare, they avoid jumping into any job that might disrupt family life.
When children grow older, or the reasons for their break subside, many women realise that these side projects, while meaningful, don’t always provide the same satisfaction or financial reward—sparking a desire to return to a corporate career.
To those considering a comeback, I offer this advice:
Prepare an updated, contemporary resume—and address your career break with confidence. Tailor your CV for each role, emphasising transferable skills and relevant experiences.
Upskill—pursue online courses or certifications to close any skill gaps. Attend webinars and industry events to stay current.
Network actively—reconnect with past colleagues, join professional groups, women’s communities, or returnship initiatives.
Be ready to discuss your break—practice framing your experiences positively and respond with assurance.
I see two common mistakes made time and again. First, many women struggle to clearly define their “value proposition”—this takes time, and there’s no shame in needing guidance. Seeking out a mentor or coach can make all the difference. Second, some make excuses for not “showing up” or staying engaged in meetings and appointments.
What saddens me most is witnessing how even the most talented individuals can lose confidence when out of the workforce for a stretch.
(This article first appeared on the WiP page on 28th July 2025. I am the founder of WiP which is a cohort of like minded talented women who help each other grow in a fun filled, judgement free manner!)