Second innings: Coming back from career breaks

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Second innings: Coming back from career breaks

EY Global Delivery Services

@EY GDS

August 31, 2021

Miscellaneous

We have long outgrown the primarily gender-centred definition of diversity in our workforce and endeavor to make it more vibrant and inclusive. We are looking at diversity in skills sets, career patterns, growth ambitions, and more. Our second career program, Rewrite, is designed to address some latent unconscious biases in the job market.

Your career is yours to build

To believe that one's life has to be a high-performing, always-achieving cumulative journey is a myth of the modern world. Life happens, plans change, circumstances compel, and we evolve, almost always. In all this, people are bound to take a break, pause for a while and realign to new goals – this is especially true for women as they tend to have a disproportionately larger share of social responsibilities as mothers and caregivers. Therefore, the possibilities career restarts can provide to women professionals, 'returnees', are at the core of the Rewrite program. Our workplace culture has always supported differentiated career paths and unique journeys – the more opportunities we have, the more women have a chance at a successful second career.

Success is in detail and not in the intent

It is a relatively simple and market-tested concept—provide an avenue—for women who took a sabbatical or paused their professional journey to come back and transform their life. But the standout feature about the Rewrite program is the success rate. We have seen batch after batch—women onboarded through the program—post impressive learning curves and showcase high growth potential.

Hiring is simply the beginning of the story; the sustainable six-week integration program to reskill, mentor, coach and gradually re-introduce the participants makes the eventual difference. Increasingly, we have seen that they go on to perform beyond the expectation and garner noteworthy praise from stakeholders, peers and reporting managers. The entire process is straightforward; we assess the candidates with a minimum of one year of experience and five years of a career break based on their skillsets, train them in-house for suitable roles and support their growth and performances by inducting them into one of our service lines. To encourage more women returnees to join the program, we hire them as direct EY (contractual) employees with a monthly stipend during the training period.

A fresh start can transform lives in times of uncertainty

The last 12-18 months, with the COVID-19 pandemic, were unusual for businesses and people across the world. Many people lost jobs, lost their loved ones, and consequently, the means of supporting their families - a program like this gives people a chance to join the workforce and support their families. This experience has given us a new objective, now that we have witnessed how families have been rehabilitated and helped through such interventions - we take pride in it.

When we look at the future of work, the vast array of digitally transformed businesses and their organizational needs, reskilled women professionals clearly give a distinct advantage in bringing in more innovative and sustainable solutions.

About the author: Sreesukhi Sudarshan leads talent acquisition at EY Global Delivery Services for all six locations. She is a proven HR leader with over 22 years of progressive and comprehensive global experience in the services industry.

career break Diversity return to work women returnees

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