2nd ACT STARS - Women returning to WORK after a break

The HIRING Hour discussion last wednesday was captivating, featuring deeply personal insights. The condensed transcript offers a diverse range of perspectives and valuable insights. The speakers in the panel included - featured guests Krusha Sahjwani Malkani & Lochan Narayanan (She/Her) and Host Prakash Francis . Speakers from the Audience included - @Diksha Sharma Kanika Vaswani Kalyani Vaidyanathan Rohan Chakraborty

Transcript-

Krusha: Each situation is unique. More can be done.

3:11 minutes Lochan: Take your time. Get clarity. Don't rush back.

Role of Networking and Mentorship.

Reach out to people. Networking is not about partying or attending events. Women need to rethink networking. Find your own ways to connect with people. Genuinely build relationships and invest in good relationships.

Networking is not about the number of contacts. Look for people who will go out of their way to help.

Prakash: The power of weak relationships. A low ask - refer to open positions they are aware of. Instead, make it easier for the person to help by researching their contacts.

What can employers do to improve support?

Krusha: Take a pause. Networking helps. Part of various groups. Stay updated about ongoing activities. Gives the right mindset and helps be around the right people to reach out to later.

Today is the first day back at work. Without remote work, this wouldn't be possible. Employers have to provide remote work options. Absolutely yes.

Paternity leave. Provide paternity leave. Provide flexibility to manage the situation. More focus on paternity.

Household perspective - many women can work from home, but the household needs to appreciate and adjust. Equity begins at home. Even when a woman is working from home, all the housework is directed at her, which need not be the case. When a woman is on a call, she need not be reached out to for details like dinner plans.

Lochan: How are we planning and building the support system? Taking care of the baby in your absence once you've started going back to work. Look at the ecosystem you can access. Knowing and planning for it helps manage the return better.

Krusha: Don't wait until the last moment. Plan with in-laws, spouse, and all involved parties.

23 mins

Lochan: Conversations with all concerned.

Diksha Sharma (Audience): Everyone asks when you're planning a family. The conversation should be part of office discussions with allocated time. Both men and women need to be part of the conversation.

25 mins Krusha: Having trust with office stakeholders. Open discussion with your Manager/Boss. Plan collectively for role shifts. Help the organization help you.

Lochan: Women often see it as a career downgrade. Not all organizations are open to women starting a family.

Krusha: Though the boss may help, have a backup plan if they don't. Think things through well in advance. This way, you have more control over your situation.

Diksha: Why is flexibility being extended to women? The understanding/education needs to be clear. Personal sharing about a helpful boss. Once you prove your worth, the boss is likely to go out of their way to help.

Prakash: Wrong comments from employees can be avoided through greater awareness and education.

36 mins

Lochan: Avoid being treated delicately. This undermines women's roles and status at work, leading to quitting. In-depth conversations are key, as each situation and pregnancy is unique.

What organizations are more open to creating such support systems?

Prakash: Public sector units are more accommodating in meeting women's maternity demands.

Kanika Vaswani: Flexi-working and women not planning creates a lack of trust. Lochan: Lack of conversations leads to problems, preparation is vital. Kalyani: Contractors don't receive benefits. Why should this be? Lochan: There's a legal aspect. Some benefits demand full employment, making organizations cautious. Rohan: Contractors are on the payroll of firms like Adecco or Teamlease and entitled to benefits from them. Prakash: Plan better for maternity. Don't wait for the event to happen. Have conversations. Keep all stakeholders informed - employer, household, spouse.

Prakash concludes the discussion, thanking everyone.

Here are the key points :

• Individual Situations Are Unique: Each person's situation is different, requiring personalized approaches for managing work and family responsibilities.
• Taking Time and Clarity: It's essential to take your time, gain clarity, and avoid rushing back to work after maternity leave.
• Networking and Mentorship: Networking isn't just about social events; genuine relationships and mentorship play a crucial role in career growth.
• Quality Over Quantity in Networking: Focus on building meaningful relationships rather than accumulating contacts. Look for people who genuinely support and help.
• Power of Weak Relationships: Leveraging weak ties for job referrals by making it easier for others to help through research.
• Employer's Role in Support: Employers should provide remote work options, paternity leave, and flexibility. Equity at home is crucial, with shared household responsibilities.
• Planning Return to Work: Plan ahead for returning to work, involving family and discussing arrangements.
• Incorporating Family Planning Conversations: Encourage open conversations about family planning in the workplace, involving both men and women.
• Building Trust with Stakeholders: Develop trust with managers and bosses through open discussions and collectively planning role transitions.
• Challenges of Flexibility: Flexibility should not undermine a woman's role and status at work.
• Supportive Organizations: Public sector units are often more accommodating to women's maternity demands.
• Importance of Preparation: Lack of conversations and preparation can lead to problems. Contractors also deserve benefits and discussions on legal angles.
• Plan Better for?
• Maternity: Plan ahead, have conversations with all stakeholders, and keep everyone informed – employers, household, and spouse.

In summary, the discussion highlighted the need for tailored approaches, open conversations, genuine networking, and proactive planning to support women's successful return to work after maternity leave.

The complete Audio is available on Buzzsprout : https://bit.ly/2ndactstars

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