UAE companies can help those joining after career breaks

We know the corporate world has changed, with many organisations adapting to new ways of working. One area that needs more attention is how companies can support the growing group returning to work after a career break.

Stats show that career breaks are becoming increasingly common, with more and more people taking time out. It’s a reality LinkedIn recognises, having added a career break option to their profile section in 2022. According to LinkedIn’s data, 62 per cent of employees have taken a break at some point.

Women are particularly likely to press pause; 1.8 million of them exited the workforce during the pandemic, adding to the existing pool already taking career breaks.

There are many reasons why someone might take a career break. The most common include caregiving responsibilities, motherhood, poor health, international relocation, further education and professional development. While career breaks can be a positive experience for many, they can also be challenging.

Returning can be difficult, especially after an extended absence. These individuals often have to deal with skill gaps, loss of networks, age discrimination, and lack of confidence.

One risk is that the obstacles seem insurmountable, preventing people from returning altogether, which has a significant impact socially and economically. When people cannot participate fully and companies can’t access skilled professionals, it can lead to lower productivity and economic growth.

It can also result in social problems, such as poverty and inequality. Consequently, companies need to consider how to best re-integrate this talent pool.

Returnship programs are an effective solution gaining traction globally. While still relatively new in the Middle East, several major names have introduced them, including Google, Microsoft, and McKinsey. As more follow suit, the benefits will become clear.

This is a paid internship designed for professionals who have taken career breaks. They typically last three to six months. By reskilling and upskilling returners, companies can strengthen their workforce and send a clear message about their commitment to diversity, flexibility and investing in people.

Supporting returnships makes good business sense, helping to attract and retain top talent, build a more diverse and inclusive workplace, and improve productivity and profitability. It’s time to break the stigma around career breaks and ease people’s transition back to work so individuals and companies can thrive.

The writer is founder of NMH.