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Women’s History Month in March – sometimes referred to as International Women’s Month – is a time to recognize the contributions of women in all aspects of society, including the workforce. However, despite their critical role in the economy, many women have faced significant setbacks in recent years.
At the height of the pandemic, nearly 2.3 million women left the U.S. workforce due to caregiving responsibilities, job losses in female-dominated industries and burnout. As a result, women’s labor force participation dropped to a 33-year low in 2021, setting back years of progress in gender equality.
Now, as the workforce stabilizes, women returning to work face unique challenges. Businesses that actively support their reintegration stand to benefit from increased innovation, better decision-making and stronger financial performance.
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The COVID-19 pandemic triggered a major workforce shift, and women faced unique challenges. They left their jobs in droves because of:
Many women had to step away from their jobs when schools and daycare centers closed. With the added responsibility of full-time childcare, managing kids’ online schooling and, in some cases, also caring for older relatives, many women found it impossible to keep working.
Sectors with high concentrations of female employees – like retail, hospitality, education and healthcare – were hit hardest. These positions couldn’t easily transition to remote work, which led to higher job losses among women.
Remote work blurred the line between job and home life, causing stress and burnout. The pressure to juggle work, pandemic-related health concerns and uncertainty and other responsibilities became overwhelming for many women, prompting them to step away from their careers.
The pandemic caused many women to reassess their careers. The gender pay gap and lack of workplace flexibility made staying in their jobs less appealing. Some chose freelancing or entrepreneurship. Others simply decided to take a career break.
Bringing women back into the workforce is not just about equity – it’s a strategic advantage for businesses and the economy. Returnship programs provide structured pathways for women returning to work, offering training and mentorship to help them transition back into full-time roles.
Companies that actively support return to work programs benefit from increased diversity, collaboration and innovation. Research shows that organizations with diverse teams, especially in leadership, make better decisions and achieve higher financial returns. Women bring fresh perspectives, problem-solving skills and creativity, strengthening workplace culture and engagement.
Additionally, increased female participation strengthens employee engagement, leading to lower turnover and higher job satisfaction. Companies that are purposeful about achieving gender diversity experience stronger team dynamics and more sustainable growth.
Beyond business benefits, supporting women’s workforce re-entry has a broader economic impact. When women re-enter the workforce, household incomes rise, consumer spending increases and the economy grows. Companies that prioritize gender diversity and inclusive policies position themselves for long-term success, benefiting both their employees and their bottom line.
Bringing women back into the workforce requires intentional strategies that foster inclusivity, career development and workplace flexibility. Companies that prioritize returnship programs for women and implement policies that support work-life balance will not only attract top female talent but also build a more innovative and successful workforce.
Here’s how businesses can take meaningful action to attract women back to the workplace:
Showcasing the success stories of women in your organization sends a powerful message. Feature their achievements in company blogs, on social media and in recruitment campaigns to inspire others. Consider creating mentorship programs to provide additional support and guidance for women returning to work.
Because processes, practices and especially technology change quickly while someone is away from the workplace, a returnship program offers a structured “internship” of sorts. These short-term programs, which typically last a few weeks to a few months and often pair the returning employee with a mentor, provide training that gets workers caught up with the changes they need to know to perform their jobs.
Implementing a returnship program can help women refresh their skills, gain new experience and confidently transition back into full-time roles. Returnships also have been shown to improve retention and build stronger talent pipelines.
Rigid work schedules were a major reason many women left their jobs. Offering hybrid work options, remote roles and job-sharing, on the other hand, creates an adaptable workplace where women can balance professional and personal responsibilities.
Provide opportunities for women to develop new skills by offering digital training, leadership courses and certifications. This strategy creates a growth-focused workplace that values professional development.
Regularly audit pay equity, promote women into leadership positions and create employee resource groups that support women’s networking and growth. Commit to gender-diverse hiring practices that ensure qualified female candidates are included among the candidates considered for open positions.
One of the biggest challenges women face when returning to work is overcoming the stigma attached to career gaps. Recognize that time away doesn’t diminish a candidate’s previous work experience or potential. Instead, emphasize the value of transferable skills and other valuable life experiences an employee might have gained during a break from work. Skills like adaptability or interpersonal communication that have been acquired while away from the workplace could make the woman more effective in a fast-paced environment or in managing staff.
By embracing return to work programs for women and fostering an inclusive workplace, businesses can successfully reintegrate female professionals, drive innovation and build stronger organizations.
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Axcet HR Solutions supports businesses in developing policies that attract and retain top female talent. Contact us today to create a returnship program and build a more inclusive, high-performing workforce. To learn more about our talent management consulting services, included in our full suite of PEO services, schedule a consultation with a member of our team today.
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