Women returners aren’t a risk, we’re an untapped asset
International Women's Day is a moment to celebrate progress, but also to have real conversations about the challenges that still exist, especially for women returning to work after a career break. Even today, career gaps are still treated like a black mark on a CV, rather than what they really are: proof of adaptability, resilience, and a life fully lived.
I know this struggle firsthand. After spending years in retail banking and wealth management, I took a nine-year break to focus on my family and moved to the UK. When I was ready to restart my career, I thought my experience would speak for itself. I was wrong.
The reality of coming back
I lost count of how many times I was told I was "over-experienced" or "not a fit" because of my career gap. It wasn't about my skills, companies simply didn't know where to place someone who didn't follow the standard career trajectory.
I kept hearing about return-to-work programs, but many felt like empty gestures rather than real opportunities. I came across companies that were happy to "celebrate" women returning to work but weren't actually hiring them. The reality was tough: lots of rejection, plenty of self-doubt, and a job market that didn't seem built for people like me.
Rebuilding confidence
The hardest part wasn't just convincing companies I was capable.
It was convincing myself.
After so many rejections, it's easy to start believing the problem is you. But that's simply not the case. The problem is a hiring system that favors linear career paths and overlooks the value of real-life experience.
One of the biggest turning points for me was realising that men apply for jobs when they meet just 60% of the criteria, while women feel they need to tick every box. That hesitation holds us back. I had to stop doubting myself and start owning my experience.
Networking helped me rebuild my confidence. Talking to other women who had been through the same thing made me realise I wasn't alone. Career coaching gave me a new perspective. Eventually, I found my way into fintech sales at Edenred Payment Solutions, in an industry where adaptability and problem-solving matter more than a "perfect" CV.
But here's the thing - getting back into work after a break shouldn't be this hard.
What needs to change?
If we want real inclusion in the workplace, we need to stop treating career breaks like a liability. They're not. They're proof of resilience, problem-solving, and the ability to juggle multiple responsibilities, exactly the skills employers claim to value.
So, what can companies do?
- Look past the career gap. A break doesn't erase years of experience or potential.
- Make returnship programs meaningful. These should be real hiring pipelines, not just PR-friendly initiatives.
- Give feedback. So many returners are left wondering why they didn't get the job. Constructive feedback can help them grow instead of making them feel like giving up.
To women trying to return: keep going
If you're in the middle of this struggle, I see you. I know how frustrating, demoralising, and exhausting it can be. But I also know that a career break doesn't define you. Your skills, experience, and determination do. Keep applying, keep networking, and don't let rejection chip away at your confidence.
To employers: The best talent isn't always found in a straight-line career path. If you're serious about inclusion, start by giving returners a real shot. You might be surprised by the talent you've been overlooking.
This International Women's Day, let's do more than talk about diversity. Let's rethink how we hire, who we consider, and what we truly value in a candidate. Because a break in a career isn't a break in ability, it's just another chapter in a much bigger story.