Bridging the Gap: Effective Management Practices for Women Returning to Work After Extended Child-Rearing Leave

International Journal of Economics and Management Studies

© 2024 by SSRG - IJEMS Journal

Volume 11 Issue 7

Year of Publication : 2024

Authors : Jacquelyn I. Eidson

10.14445/23939125/IJEMS-V11I7P101

How to Cite?

Jacquelyn I. Eidson, "Bridging the Gap: Effective Management Practices for Women Returning to Work After Extended Child-Rearing Leave," SSRG International Journal of Economics and Management Studies, vol. 11,  no. 7, pp. 1-9, 2024. Crossref, https://doi.org/10.14445/23939125/IJEMS-V11I7P101

Abstract:

A notable one million women in America remain absent from the labor force post-pandemic, highlighting a critical need to support women’s return to work. The pandemic underscored long-standing challenges for working mothers, necessitating intentional organizational strategies to aid their career reintegration. Women exiting the workforce for motherhood represent a significant untapped resource, with their absence translating to a $30 billion loss in potential earnings. Organizations around the globe, recognizing this, have initiated “returnship” programs to facilitate women’s reentry into the workforce, with about 28% of global employers adopting such formal programs. This qualitative study, conducted through in-depth interviews and a focus group, captures the experiences and elevates the voices of women returning to the workforce after extended child-rearing leaves. Thematic analysis revealed that returning mothers face significant difficulties, including self-doubt and imposter syndrome, exacerbated by the perceived irrelevance of their past work experiences. Participants emphasized the critical role of mentorship, with effective mentors often being managers who understood the unique challenges faced by returning mothers. The study highlights that organizational support, empathy, and understanding from management are pivotal in ensuring these women not only reintegrate but thrive. Intentional strategies include realistic workload expectations, career development opportunities, and fostering an inclusive work environment. Managers’ ability to offer practical resources and emotional support significantly impacts the success and well-being of returning mothers. By adopting strategic management practices, organizations can harness the full potential of this valuable talent pool, driving overall productivity and fostering a more inclusive workplace.

Keywords:

Workforce reentry, Working mothers, Organizational support, Management support, Mentorship, Imposter syndrome.

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