Problem

• Career break and re-entry

Solution

• Manage career breaks and re-entry

What can be done

• Offer tailored career breaks for women
• Long term leave, leave of absence, temporary leave, parental leave...)
• Durations from few months to years, paid / unpaid
• Other solutions: e.g. few months of paid leave to parents as needed until children are 18
• While on leave, do not burn bridges keep communication open and show return is possible
• Establish 'alumni' programs and tap their expertise
• Offer trainings, pay professional association dues, certification fees
• Build 'old girls' networks to help them build skills, contacts and confidence
• Offer benefits to avoid penalties for career breaks
• Restructured retirment programs, continusous benefits (social security, seniority...)
• Job-back garantee, assurance after (up to) 3 years
• Facilitate return with re-entry programmes

How to make it work / tips & tricks

• Reduced-hour, flexible-work solutions might help to reduce the need for career breaks or leaving.
• Also encourage men to participate in family-friendly benefits as parental leaves
• To enable women to stay with their careers
• Not to penalize only women's career