Return to Work, Women & The Untapped Talent Employers Need

Women are the backbone of thriving societies, nurturing families, shaping future generations, and holding communities together. Yet their contribution has never been confined to the home. In today’s economy, women are both essential caregivers and critical drivers of economic growth. And....here’s the irony: the very workforce employers depend on today is filled with the young adults raised by women who invested their prime years in caregiving. Now, when these women are ready to return, they are too often overlooked—dismissed because of age, career gaps, or outdated perceptions of aging women in the workforce.

The Reality of Career Breaks & Return to Work

Many women leave careers to raise children or care for aging parents. Their work at home is necessary yet rising living costs, higher divorce rates, and aging populations are requiring women return back to the job market. Still, the return-to-work path is challenging, to say the least. Research by Frish et al. (2024) shows that returning-to-work is difficult regardless of education, skills, or experience. Employers often view career breaks as “lost time,” overlooking the resilience, adaptability, and leadership skills gained from managing households. The same woman who once thrived in her career can find herself labeled “unemployable” after stepping away.

This is especially surprising when one considers that the average high school student is supported by a mother whose education and experience directly influence academic success. Many mothers are even expected to attend parental development sessions to support learning at home, an expectation that demands organizational, communication, and mentoring skills any workplace deems necessary to survive current turbulent labour markets.

The Missed Opportunity for Employers

In my work with Gen Z career education, I’ve seen firsthand the hiring struggles companies face: interview no-shows, disengagement, and high turnover. And yet, a proven, motivated, emotionally intelligent talent pool of middle-aged women remains largely untapped. Frish et al. (2024) argue that relaunching women’s careers requires society to reinvest in those who sacrificed income, time, and career advancement for the good of families and communities. For many successful returning-to-work women, however, returnship means accepting lower wages, less senior roles, and battling age discrimination by colleagues who look poorly on career breaks and the role of housewife.

Why My Career Program for Women Exists

Research and practice both point to the same truth: women re-entering the workforce need support to rebuild professional competence and confidence (Lee et al., 2024). From my interviews, I’ve learned that many women struggle with self-doubt, feeling “unemployable”, and 'who am I' complex after a career break. That’s why I created my Rise and Thrive at Work for Women program to help women overcome barriers to re-employment, rebuild confidence, and reclaim their career identity. It’s not about starting over for my members; it’s about re-launching one's career with clarity, skill, and a strong sense of purpose.

Your Next Step

If you’re ready to make your comeback or you know a woman who is join Rise & Thrive at Work for Women before August 31st to grab the founder membership rates and start your next chapter stronger, louder, and prouder!

Maria Vitoratos is a career specialist dedicated to supporting women and youth with career confidence, strategy, and purpose.