Over half of women who rejoined the workforce following a career break to have children reported that they felt disadvantaged compared to their peers when they returned to work.
A recent Robert Walters Survey revealed that 53% reported that they felt at a disadvantage when they returned to work and 56% said that they had struggled to return to work at the same level.
There is a widespread perception that they are at a disadvantage compared to their peers after returning to work following a break from their career to raise children.
In a market where the competition for top talent is increasingly fierce, employers cannot afford to risk alienating professional women who have returned to the workforce.
"Providing effective support for those who choose to return to work and ensuring that they are made fully aware of the value their employer places on their contribution is vital," Sally Martin, Director, Robert Walters.
Providing effective support for those who choose to return to work and ensuring that they are made fully aware of the value their employer places on their contribution is vital
Professional women want transparent management culture
The survey also investigated attitudes of women working in professional disciplines towards the management culture of their employer. The research showed that nearly half of women (45%) felt that the management culture at their current employer was not open and transparent.
It is essential that employers work hard to create a sense of trust between them and their employees. Hiring managers should not underestimate the importance that a reputation for openness and transparency can play in helping a company to attract top talent.
Employers creating a dialogue with women who have returned to the workforce to identify issues they may face is the first step to ensuring that such employees can be retained long term.
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