A notification pops up on your screen – your high-potential employee (HIPO), Priya, is returning after maternity leave! A wave of relief washes over you. Priya is a rockstar developer, and her absence left a noticeable gap in the team. In her absence, the team has also been through different challenges, wins, and usual changes that happen every week.
This isn’t an isolated concern. A NASSCOM report throws a harsh light on the situation – a staggering 43 per cent of women in IT leave their jobs after childbirth. This exodus hurts not just these talented women, but the entire industry’s potential.
Why do they leave? The answer lies in the struggle to balance motherhood with demanding careers. Traditional work schedules are a mismatch for the unpredictable needs of a child. Add to that the immense pressure of finding reliable, affordable childcare, and the pressure becomes overwhelming. Mothers, stretched thin, may feel unsupported and ultimately make the heartbreaking decision to leave their careers behind.
But there’s hope! Companies can bridge the gap for working mothers like Priya with some smart solutions:
* The Power of Flexibility: Forget rigid schedules! Empower employees like Priya to design a work arrangement that fits her needs. Could she work remotely some days? Or perhaps adjust her start/end times? Studies like Stanford’s showcase the benefits. Accenture’s flex model, for instance, saw a 13 per cent productivity boost!
