Can Returnship Programmes Help Women Relaunch Their Careers with Confidence?
Introduction: A Second Chance with Structure
Career breaks are common, particularly among women who step away from the workforce to prioritize family, caregiving, or personal health. However, returning to a profession after several years can be a daunting challenge. In a fast-changing labour market like India’s — with its evolving digital focus and competitive hiring landscape — the gap in one’s resume can reduce self-confidence and narrow opportunities.
This is exactly where returnship programmes come in. Originally introduced by large firms in the U.S. and U.K., these structured reentry initiatives are gaining traction in India. Tailored for professionals who’ve taken extended breaks, returnships offer skill refreshment, mentoring support, and real-world experience — typically with the potential to transition into full-time roles.
In this article, we explore how returnship programmes can enable women in India to return to the workplace with confidence, regain lost momentum, and reignite their professional aspirations.
Key Takeaways from India Today’s Feature
According to the India Today article, returnship initiatives are designed to reintegrate professional women into the workplace through short-term, project-based employment models. Key insights from the article include:
- Returnships address a tangible barrier: Career gaps often create both psychological and professional hurdles. Returnship programmes counter these by offering confidence-building training alongside hands-on projects.
- Duration and structure: Typically lasting 3 to 6 months, returnships often begin with refresher training followed by live project work under mentorship.
- Employer incentives: Organisations benefit by tapping into a seasoned yet underutilised talent pool. In a returnship, they can evaluate candidates on-the-job without long-term commitments upfront.
- Women-focused design: These programmes are often tailored to support the specific needs of women reentering the workforce, with flexible schedules and upskilling support.
The key value lies in the supportive ecosystem such programmes create — restoring not just workplace skills but also the emotional preparedness to thrive in a contemporary environment.
Validation from Other Sources
Evidence from other platforms corroborates the India Today report. According to a report by McKinsey & Company (2022), organisations tapping into returnship models have seen higher diversity and retention outcomes. Returnships also align with India’s broader skill development and gender equality goals under initiatives like Skill India and Nari Shakti.
Global workplaces like TATA, Capgemini, and Cognizant have already implemented Indian returnship models — often under branding like ‘Second Careers’ or ‘Career Reboot’ programmes. According to TATA’s “Second Careers Inspiring Possibilities (SCIP)” programme, more than 70% of women who complete the internship transition into full-time employment. This confirms the dual benefit:
- For women professionals: Gaining renewed industry access without starting from scratch
- For organisations: Cost-effective, lower-risk talent integration via pilot engagement
Further, industry surveys by SHEROES and JobsForHer indicate that over 50% of women returning to work after a break cite lack of confidence as the biggest deterrent. Returnship programmes directly address this gap with:
- Mentoring from industry professionals
- Skill bridge modules (e.g., upskilling in digital tools, domain trends)
- Real-time work experience within organisational settings
India-Specific Analysis: The Returnship Wave is Building
The relevance of returnships in India can’t be overstated. With female labour force participation at just ~24% (World Bank, 2023), one of the lowest globally, India needs innovative reskilling frameworks that remove systemic and psychological barriers.
Several trends make this an opportune moment:
- Hybrid Work Culture: Post-pandemic, remote-first and hybrid roles allow for personalised work-life integration.
- Corporate Inclusivity Push: Indian corporations are now tailoring DEI (Diversity, Equity & Inclusion) policies with measurable KPIs, including returnship pipelines.
- Government Support: Initiatives under Ministry of Skill Development support second-career women learners with funding and certifications.
However, despite increasing opportunities, many women remain unaware of available resources. There’s a pressing need to amplify awareness campaigns, streamline application platforms (e.g., JobsForHer’s returnship board), and embed returnship policies into corporate HR frameworks.
Practical Tips for Women Returning to the Workforce
If you are a woman looking to relaunch your career after a break, consider these steps:
- Research structured returnship programmes: Explore company websites or platforms like HerSecondInnings and JobsForHer.
- Identify your skills gap: Assess current industry demands vs. your expertise — consider short-term online certifications to bridge gaps.
- Join professional women’s forums: Communities like SHEROES can offer support, mentorship, and insider tips.
- Target resume building: Craft a narrative that explains your break confidently while showcasing your readiness to return.
- Practice interviews: Consider mock interviews focusing on confidence and ability to contribute to real-world projects again.
Conclusion: A Pathway Worth Pursuing
Returnship programmes are more than internships — they are stepping stones for capable, experienced women seeking to reclaim their professional identity. In the Indian context, where the female workforce remains highly underleveraged, returnships serve as a powerful mechanism to transform old constraints into modern opportunity.
Aspiring returnees should see these initiatives not as remedial, but as launchpads — a testament to their persistence and potential.
Key Takeaways
- Returnships offer structured, supportive re-entry pathways for women with career breaks.
- They combine skill upgrading, mentoring, and real-time projects to build confidence and industry alignment.
- Top Indian firms are increasingly offering returnship programmes with full-time conversion potential.
- Networking, preparation and research can significantly improve return-to-work outcomes.
Source: India Today
Call to Action
If you’re considering returning to work after a career break, don’t wait. Explore available returnship programmes today — and take the first step toward a fulfilling second career. Share this article with others who may benefit, and subscribe to our newsletter for more career insights!
