Challenges Indian Women Face When Getting Back Into the Workforce after a Career Gap

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1 Challenges Indian Women Face When Getting Back Into the Workforce after a Career Gap Student Full Name Institutional Affiliation Course Full Title Instructor Full Name Due date

2 Challenges Indian Women Face When Getting Back Into the Workforce after a Career Gap Abstract: Numerous articles on working women discuss new career breaks and re-entry trends, the knowledge these women have gained through taking time off from the workforce, and their desire to resume employment. Examining the most recent career breaks and re-entry patterns for working women offers proactive advice and valuable, constructive strategies for employers to ease their re-entry and combat the exodus of women from the workforce. These talented returnees find it challenging to land competitive full-time jobs after re-entry. Indian women were interviewed as part of the methodology, including a literature review, to identify their problems while reentering the workforce after a career break. It demonstrates that women who return to work are not all the same and that the duration of their professional hiatus is a significant factor in the re-entry strategy; the longer the break, the more significant the impact. Women who take breaks from their occupations see their status and income decline. These professional pauses also prevent career advancement since more support systems must be needed, like flexible scheduling plans, part-time jobs, and adequate training. Key Words: Working women, career re-entry, career breaks, career interruptions, new trends Introduction This study is to identify the difficulties Indian women encounter when reentering the profession following a career break. The new period heralds the start of a new revolution concerning working women. More and more women are leaving their homes daily to work at their chosen jobs. In practically every field, whether employed or the employer, they compete with their peers. Working women have demonstrated their worth as physicians, engineers, lawyers, business owners, pilots, educators, and many other professions. Many highly educated and skilled working women in India support their families by working, earning, and taking up positions in various industries. There is barely a field of the economy where a woman is absent. The ability of women to make decisions and exercise their freedom of choice and behavior is enhanced by their economic independence. Many of India's working women, who are in charge of their finances, make financial contributions to their loved ones as needed. They frequently participate in talks at work, and their opinions are considered before making decisions. There is an unmistakable distinction

3 between working and unemployed women. For Indian women, working is a considerable difficulty. They incur expenses and penalties for juggling motherhood and work, especially when they return to their occupations after a sabbatical due to raising children. Indian women must plan their exit from the workforce, including when and where they will do it. While many of them return once they are removed from their daily obligations, some of these also intend never to return. Review of Selected Literature Gwal (2016) examines the most recent patterns of career breaks and re-entry for working women and offers proactive suggestions and realistic and helpful approaches for employers to encourage this re-entry and combat the exodus of women from the workforce. He observes that these gifted returnees need help securing meaningful, demanding full-time employment upon re-entry. The study focuses on the factors that led these working women to attempt to return to full-time employment after taking a break from the job either voluntarily or involuntarily. The hypothesis that married women are employed for different reasons than separated, divorced, or unmarried women was developed and tested. Career breaks were ranked, and trends were determined. It highlights areas for additional research and suggestions to help working women reenter the workforce. The study focuses on the reasons for re-entry and shows that female returners are not homogeneous. The length of their career break is critical in the re-entry process; the longer the break, the more significant the impact. Women who interrupt their careers experience downward mobility in salary and status. Also, such career breaks counteract career development due to the need for more support mechanisms, such as flexi-time schemes, part-time work, and insufficient training.

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4 The following table introduces the reader to crucial terminology used throughout this paper to familiarize them with the concepts, terms, and processes relevant to discussing succession planning and coaching in the hedge fund industry. Table 1. Descriptions of Working Women, Career re-entry, Career Breaks, Career Interruptions, New Trends DEFINITION OF WORKING WOMEN Author/Source Description Bonnet et al., (2019) “Women who hold regular jobs.” DEFINITIONS OF CAREER RE-ENTRY, CAREER BREAKS, CAREER INTERRUPTIONS Author/Source Description Career re-entry, ( Sarora, & Sharma, 2018) “Anyone who has taken a complete break from the workforce, whether voluntarily or involuntarily, and now wants to resume full-time employment, is in career re-entry mode. These are the driven, skilled, and experienced women who previously quit their professions but eventually wish to find new employment.” Career breaks( Sarora, & Sharma, 2018) “A career break is a period of time spent without working for a particular cause.” Career interruptions( Saror a, & Sharma, 2018) “Breaks, stops, or disturbances in one's current career are referred to as career interruptions. When an individual's customary and routine work is disrupted or altered by an internal (such as a change in one's preferred professional path or life goals) or external (such as a job loss or disability) occurrence, this is known as a career interruption.” DEFINITION OF NEW TRENDS Author/Source Description

5 New trends ( Sarora, & Sharma, 2018) “Emerging trends include the idea that self-employed women are lifestylers, or business owners who don't aggressively seek for expansion prospects but instead chose self-employment as a method to manage the responsibilities of work and family. More specifically, it pertains to the ever-increasing responsibilities of daily living.” Origins / History of Career Gap Indian feminists had been battling for women’s equality in public and private settings for decades prior to the Indian government passing any laws to safeguard women against abuse. Beginning in 1975, the Indian women’s movement pushed for intersectionality and introduced the topic of gender violence into the public eye. Since the 1920s, India has had a rudimentary women’s movement, but it was mainly meant to support the political change sweeping the country. “Women should stop campaigning for voting rights and focus their efforts instead on ‘helping their men combat the common foe,’” said Mahatma Gandhi, who marketed himself as a defender of women’s rights (Jha & Nagar, 2015). Indian leaders prevented female revolutionaries from organizing after the country attained independence by enforcing a “ghar/bahir” division and rigid gender roles for women as household guardians. Between the time of Indian independence till the late 1970s, there was no intersectional feminism; instead, upper-caste women alone joined social and political issues after benefiting from the nationalist movement’s emphasis on the schooling of Indian women. Even this came about more accidentally because the movement’s primary goal was to provide Indian women an educational advantage over Western women rather than to question traditional gender norms in India. Most women were still held captive in “a ‘nonactivist and nontransformative’ state, whose dominance over all others meant she now personified Ghar and the ‘entire family life in an age of flux(Jha & Nagar, 2015).

6 Only in the late 1970s did women start organizing against gender-based issues like “rape, dowry deaths, wife-beating, sati (the immolation of widowed women on their husband’s funeral pyre), female-neglect leading to variations deaths, and, more recently, female feticide following amniocentesis. A high court’s decision to reverse the convictions of two police officers in the Mathura rape case, in which a 9-year-old girl was raped inside a police station, sparked one of the first significant demonstrations when this newfound, widespread consciousness among female revolutionaries began to take hold (Jha & Nagar, 2015). Due to increased media emphasis on gender violence over the following ten years, the movement saw the growth of thousands of NGOs, women’s organizations connected to political parties and other grassroots initiatives. The result was increased activism and legal reform. For instance, in 1983, Section 498A was added to the Indian Penal Code, making “cruelty” toward wives a crime that carried a maximum five-year prison sentence. The statute was the first significant legal triumph since women began organizing extensively for change. However, it quickly failed when cases falling under its ambit were transferred to family courts to settle marital conflicts rather than punish offenders (Jha & Nagar, 2015). Over the next 19 years, six conferences were held to come together, share experiences, analyze issues, build alliances and strategies for change and strengthen the movements. Nevertheless, these attempts at unity were also fraught with deep schisms over class and religion. The divisions framed the planning stages of the third conference in Bihar, Patna, in 1988, also called the Nari Mukti Sangharsh Sammelan. Rural groups were included in discussions surrounding mobilization and changed for the first time. At a rally attended by more than 8,000 after the conference, activists advocated for intersectionality in the women’s movement, urging urban women to link up with rural women and urging middle- and upper-class women to ‘de-

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7 class’ themselves and take up in arms with their less privileged counterparts (Jha & Nagar, 2015). Related Concepts Career development. An organization's assistance to an individual’s professional development, particularly when the employee moves to a new role or project within the business, is known as career development. Coaching, mentoring, skill development, networking, and career planning are frequently included in this support (Gwal, 2016). The organization’s HR business partners or managers and HR services like training and development, talent management, or recruiting frequently support career development. The workforce wants to improve their careers as the Indian economy expands. Career advancement is still a priority for the Indian workforce; according to 61% of respondents, having access to additional possibilities for career advancement and skill development boosts employee engagement. This boosts their level of job satisfaction (Female - 57%, Male - 54%) and accounts for 66% of the workforce as opposed to 59% of the male workforce. These results also highlight that women in the workforce are more likely to prioritize learning and professional advancement. According to a startling 63% of female respondents, more career development options make them feel appreciated at work (Joshi & Dhar, 2022). Entrepreneurs Entrepreneurship is a critical factor in economic growth and development in many economies. There are notable distinctions between the traits of female and male entrepreneurs, in addition to the overall variation in entrepreneurial practices. Compared to men, women entrepreneurs typically start and run enterprises in different industries, own smaller businesses, and have lower overall capitalization levels. Additionally, their growth rates are typically slower compared to

8 enterprises run by men. The frequently gender-specific limitations, such as cultural norms, unequal work chances, and limited access to funding for women, continue to hinder entrepreneurial efforts (Gwal, 2016). Women who are returning to the workforce might not have had contributions valued or tasks deemed necessary. These women return to business, join the workforce, and start businesses. More and more women are attempting to build their businesses and become wealthy. Women are naturally good at managing, whether at home or work. She gives it her all every time, appreciates what she does, and inspires and stimulates her loved ones, coworkers, friends, and others. Today, women have embraced the difficulties of entrepreneurship due to their improved abilities, increased drive, and changing demographics in the workforce. Women between 30 and 40 have the most obligations but must also make the most of their talents (Gwal, 2016). They then transition into home-based companies like tutoring students, launching a slimming center, a beauty salon, culinary classes, craft and art classes, etc. Technology has created new avenues for opportunity, making it possible to combine household and business operations. Global Competitiveness The Indian ladies are no longer kept at home as ornaments to be shown. Women of today exude an air of confidence that they have worked hard to develop over the years. They now have a strong desire for both success and work. They are also benefiting from the effects of globalization and having an impact both domestically and internationally. Women had more free time in the past when they were not employed. During this free time, people gossiped, played cards with kitty individuals, watched television shows, etc. A working woman, however, needs

9 more time. She juggles her work and family obligations while demonstrating that people can manage their time, stress, and selves perfectly without maids (Gupta & Haldar, 2023). Women are doing a fantastic job of juggling their homes and careers. These outstanding ladies are revered and admired by many people everywhere. They have shown excellent leadership abilities in their respective companies. Women have recently risen to greater power. In the current situation, many working women are highly educated and qualified to work in various industries, earning a living and helping pay for home expenses. It has been noted that women have demonstrated their proficiency in every single discipline. Working women have demonstrated their medicine, engineering, law, entrepreneurship, flying, and teaching aptitude. Girls and women used to be seen as burdens on the family, intended for marriage, and never expected to make any significant contributions to the happiness of the family or the household (Gupta & Haldar, 2023). They hold high-ranking positions in our government and private sector businesses. Female soft talents are being valued more highly by management gurus as one of the characteristics required for business success. Companies have begun to acknowledge the influence of women in management, strategy adaptation, and leadership. Women also devote more time to their careers, marrying later in life and delaying motherhood for longer. However, women must balance responsibilities to their families and the rest of the world, so even a brief vacation can significantly influence them. For them, keeping up with the worldwide competition is a simple task. A woman may struggle to reengage with her employers after taking an extended leave (Gupta & Haldar, 2023).

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10 Summary of Major Findings Several themes have surfaced while conducting a literature review of the evolution of the career gap in Indian women, relating to reasons why they took a break from work, challenges they face in returning to work, and their envision of their careers. Reasons for Taking a Break from Work Women frequently take work breaks due to several factors, such as social expectations, caring for aged parents, children and in-laws, and domestic duties. However, many women want to resume their occupations following the hiatus. At this point, individuals struggle to locate a job that fits their skill set. It can be difficult for women to compete with newcomers and more seasoned competitors in the market. To update her abilities and restart her profession with the same desire, a woman can enroll in various job-oriented courses. Women frequently take work breaks due to several factors, such as social expectations, caring for aged parents, children and in-laws, and domestic duties. However, many women want to resume their occupations following the hiatus. At this point, individuals struggle to locate a job that fits their skill set. It can be difficult for women to compete with newcomers and more seasoned competitors in the market. To update her abilities and restart her profession with the same desire, a woman can enroll in various job-oriented courses. Challenges while Going Back to Work For women in second careers, one of the most significant obstacles to returning to the workforce is a lack of support at home. The other obstacles include a weak network’s absence and a skills gap. However, there are still more obstacles. A woman may have begun her career earning the same amount as her male peers, but because she took a professional sabbatical, she typically returns to work with a lower wage. When senior levels are interrupted, the gap deepens.

11 Entrepreneurial occupations may be a fantastic chance for women since they give them access to more flexible working hours and environments, despite the perception of some that they are difficult to balance with domestic responsibilities. However, new challenges frequently hold them back when they become mothers. They are not eligible for maternity benefits to start. On the other hand, when women return to the workforce, they require assistance, and some of these women work close to or with their grandparents, who can take care of the children. The absence of child-care options, however, is a problem for less affluent people. Some women think about employing nannies, but once more, unfavorable stereotypes are at work; interview partners noted that these mothers are viewed as “selfish” and are made to feel terrible by their peers. Envision Relating to their Careers Despite the challenges, women must return to the workforce for various reasons. Financial security and putting their education to good use are the two biggest motivators for women to make career returns. However, what they want from their second career is different for everyone. As for preparedness, women usually up-skill themselves during the break. There are corporate programs aimed at encouraging women to start their second careers. Despite women's challenges when reentering the workforce after a break, many of them appear ready for the challenge, helped by groups committed to the cause and commercial onboarding programs created for them. In India, the gender wage gap needs to be closed to increase GDP, and if the trend keeps growing, that goal may be achieved. The key findings above are supported by the second portion of the researcher’s methodology, in which they interviewed nine Indian women.

12 Table 2. Common Responses of Indian Women INTERVIEW QUESTIONS RESPONSES Why did you take a break from work?  “Motherhood challenges and maternity are the most common reasons we take a break from our careers.”  “A woman is the caregiver and is prone to take more career breaks for reasons such as marriage, childbirth or elderly care.”  “We are responsible for unending house chores.”  “A bias against women's ability to perform in male-gender- typed jobs and roles.” What are the challenges you face in going back to work?  “I was lucky” – thereby implicitly suggesting that such supportive families are not the norm.  “The Indian working ecosystem is characterized by a ‘bro culture’ of ‘alpha males’, where empathy is lacking and talking about emotional challenges is perceived as a weakness.”  “He is earning, you are helping,” - depicting the skill gap. Is this what you had dreamt of or envisioned for your life i.e. career?  “My parents educated me so that I can support myself.”- suggesting they targeted successful future.  “Circumstances forced me to take a break from work.”- implying that they always want to work. The major takeaways from the responses from the above respondents include:  When it comes to challenges for women returning to work, insufficient support at home is among the biggest barriers for second-career women.  Women frequently take work vacations due to a number of factors, such as social expectations, caring for aged parents, children and in-laws, and domestic duties.  The two strongest incentives for women to pursue careers are financial security and making the most of their education. 

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13 Conclusions Initially, out of economic necessity, a woman might take up a job immediately after her marriage or resume her previous job. However, when she enters into motherhood, she has to take a break from her job for a short duration. She has to perform and balance between two spheres, familial and professional. Household duties like cooking, cleaning, laundry, and babysitting become a barrier if she wants to keep working. Due to the lack of job security and parental leave compared to organized industries, informal sectors have lower female participation rates than official ones. Additionally, technological advancements have increased employment in the service industries, including public administration, medicine, healthcare, tourism, and education. Indian women also frequently leave the workforce after getting married, giving up a chance to gain valuable experience and high prospective early career earnings that may be crucial for their socioeconomic pathways. Women are often disadvantaged once they land a job since salary disparities between men and women are worse in professions where women have more extensive proportional representation. However, some industries with significant gender- friendly policies, such as quotas, equal wages, and employment opportunities close to women's homes, have been influential in drawing in female workers.

14 References Bonnet, F., Vanek, J., & Chen, M. (2019). Women and men in the informal economy: A statistical brief. International Labour Office, Geneva , 20 . Gupta, A., & Haldar, A. (2023). International Competitiveness of Business Schools: Enablers in Indian Context. International Journal of Global Business and Competitiveness , 1-10. Gwal, R. (2016). Working women: Career breaks and re-entry in a fast-changing business environment. Metamorphosis, 15(1), 1-9. Jha, P., & Nagar, N. (2015). A study of gender inequality in India. The International Journal of Indian Psychology , 2 (3), 46-53. Joshi, G., & Dhar, R. L. (2022). Female workers' career success in the handicraft industry: a study of Uttarakhand, India. Personnel Review . Sarora, O., & Sharma, P. C. (2018). Challenges faced by women professionals in seeking job after a career break in IT companies in North India (DELHI/NCR). SMART Journal of Business Management Studies, 14(1), 22-31.

Challenges Indian Women Face When Getting Back Into the Workforce after a Career Gap

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