How to Better Support Women Back Into the Workplace: Featured in HR Leader

Supporting women returning to work is not just a critical challenge – it’s an opportunity to build workplaces that drive performance, growth, and wellbeing. Whether it’s after parental leave, a career break, or transitioning into a new role, women often face unique challenges that require thoughtful and proactive strategies.

In my feature with HR Leader, I shared five strategies to help organisations better support women as they re-enter the workforce. Below, I expand on these insights and explore how they create environments where women, and their organisations, can thrive.

Flexibility: The Foundation for Wellbeing and Performance

Flexible work arrangements are key to creating supportive environments for women returning to work. As noted in HR Leader: “Whether through part-time options, remote work, or staggered hours, flexibility ensures that women can balance personal and professional responsibilities.”

Flexibility fuels both wellbeing and performance. When women are supported with flexible options, they can contribute effectively without sacrificing their personal lives. This balance benefits both individuals and the organisation, enhancing productivity and retention.

Recognising Transferable Skills to Foster Growth

One of the most overlooked opportunities when women return to work is the wealth of transferable skills they bring with them. As highlighted in HR Leader: “A career break should be seen not as a gap but as an opportunity for growth.”

Skills like adaptability, problem-solving, and time management – often developed during career breaks – are invaluable in many roles. Recognising these abilities allows organisations to foster both individual and team growth. By embracing a growth mindset, leaders can help women confidently apply these skills and contribute to the long-term success of their teams.

Building Inclusive Cultures to Strengthen Wellbeing and Performance

Creating a culture of inclusion is essential for retaining talent and fostering innovation. As shared in the article: “Inclusive cultures enhance psychological safety, allowing women to express their ideas and concerns without fear of judgement.”

Inclusive workplaces prioritise equity and create a sense of belonging. When women feel valued and supported, they are more engaged, collaborative, and productive. Leaders play a critical role in modelling inclusive behaviours and establishing environments where women can thrive.

Rethinking Performance Metrics to Challenge Bias

Women returning to the workforce often face biases tied to outdated performance metrics. As noted in HR Leader: “Traditional and outdated metrics, such as if people are physically present, can penalise women unfairly. Instead, organisations should focus on outcome-based measures that reward impact and outcomes achieved rather than time spent in the office.”

By shifting the focus to outcomes rather than hours, organisations create a fairer and more equitable system. This approach reduces bias and ensures that women can succeed on equal footing, contributing meaningfully to organisational goals.

Why These Strategies Matter

Supporting women as they return to work is about more than policy changes – it’s about creating environments that enable them to thrive. By focusing on flexibility, recognising transferable skills, fostering inclusive cultures, and challenging biases, organisations can enhance performance, growth, and wellbeing at every level.

As workplaces evolve, prioritising these strategies not only supports women but strengthens the entire organisation, ensuring a resilient and high-performing workforce.

To explore these ideas further, you can read the full article on HR Leader: How to Better Support Women Back Into the Workplace.

Final Thoughts

Supporting women returning to work is about creating an ecosystem that balances performance, growth, and wellbeing. Flexible arrangements, recognition of transferable skills, and inclusive practices aren’t just good leadership, they are essential for building stronger teams and organisations.

For more insights into fostering resilient and high-performing teams, my book Make Work Work for You explores actionable strategies to align organisational success with individual wellbeing and growth.