You have worked hard to achieve your study and professional goals. You work even harder to reach a great career position. And then — often for reasons rooted in love and responsibility — you step away. But what if you can come back? What if the skills, the wisdom, and the growth gathered during your time away are exactly what the workplace needs now?
Returning to work is one of the most defining transitions in a woman’s career. For many women, this journey is layered with challenges — but also with opportunities to grow stronger, more resilient, and more purposeful. The narrative must shift from “career gap” to “career growth.”
A New Perspective: Time Away Is Never Wasted
For many women, time away from work is a period that shapes resilience, multitasking, empathy, and adaptability. These qualities — when brought back into the workplace — enhance leadership and teamwork. Employers who recognise this shift unlock not only skills, but wisdom that benefits entire organisations.
✦ Research Finding
A 2023 Deloitte report revealed that nearly 70% of women who took career breaks felt they returned with stronger problem-solving skills and renewed focus. Caregiving, community involvement, and personal projects build discipline and resource management — these life skills should not be underestimated.
The Challenges of Re-Entry
Despite the value women bring, the return-to-work journey is rarely straightforward. In Sri Lanka, female labour force participation hovers around 34% (World Bank) — one of the lowest in South Asia. Many women drop out after marriage or childbirth and face real structural barriers on the way back.
📄Re-Entry Bias
Gaps on a CV are still judged harshly, with many employers assuming skills have diminished — when often the opposite is true.
💪Even experienced professionals may feel out of step with new systems, digital tools, or workplace cultures that have shifted.
⚖️Dual Responsibilities
Family and caregiving responsibilities rarely ease simply because a career resumes — the balancing act continues and often intensifies.
🧮Identity Shifts
Stepping back into a corporate role after years away can feel like starting over — affecting mental health and sense of professional self.
What Employers Can Do
Workplaces play a decisive role in how successfully women re-enter. Companies such as IBM, Microsoft, and HSBC have launched “returnship” programmes globally. These models could inspire Sri Lankan corporates to invest in talent that is too often overlooked.
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Flexible Schedules & Hybrid RolesEase the transition by allowing women to rebuild momentum without the pressure of a full immediate return.
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Re-Entry Training ProgrammesUpdate skills and tools — especially digital literacy and leadership readiness — before expecting full productivity from day one.
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Mentorship & SponsorshipGuide women through the first crucial months and advocate for them in leadership pipelines where they may not yet have a seat.
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Active Re-Entry RecruitmentActively recruit professionals with career breaks rather than excluding them — reframe the gap as the asset it often is.
Practical Steps for Women Returning to Work
While organisations must step up, women themselves can take proactive steps to smooth the journey. These steps empower women to return not as hesitant employees, but as confident professionals who know their worth.
- 01
Update Your SkillsEnrol in short courses or certifications. Targeted learning of 3–6 months is enough to signal readiness and close most gaps.
- 02
Leverage Your NetworkReconnect with old colleagues, mentors, and professional communities. Most opportunities come through relationships — including ones you already have.
- 03
Build Your Personal BrandUse LinkedIn to showcase your skills and experiences gained during your break. Make your value visible before you apply.
- 04
Negotiate Realistically and ConfidentlyBe open about flexibility needs — but be equally clear about your value. Know your market rate and articulate what you bring.
- 05
Prioritise Mental WellbeingReturning can be overwhelming. A support system — friends, family, a coach, or a community — is essential infrastructure, not a luxury.
Global Best Practices Worth Knowing
These global programmes have pioneered structured re-entry — and Sri Lankan employers can draw from them to create locally relevant solutions.
Goldman Sachs
Returnship® Programme — structured pathways with training and mentorship for returning professionals
Unilever
Career by Choice — flexible re-entry with leadership opportunities built in from day one
LinkedIn
Career Breaks Feature — normalises gaps by letting users highlight caregiving and personal growth
✦ The Shift That Matters
Career breaks should not be treated as career gaps. They are chapters of growth. When workplaces embrace this reality, they create space for women to thrive — and in doing so, future-proof their own organisations.
Return to Work
Career Breaks
Women & Careers
Career Re-Entry
Gender Equity
Sri Lanka Women
Workplace Inclusion
Confidence Rebuilding
