The Hindu Business Line : Career care for women

Many women postpone their career aspirations, taking up childcare duties instead. In their mid-30s, when they feel they have discharged this responsibility well, they pursue a career aggressively.

WORK-LIFE BALANCE: Supportive policies can help organisations retain precious talent among the female workforce. - A Roy Chowdhury

R. Padmini had worked for seven years in a private company before she took a break for childbirth. The doors of her organisation were closed to her when she wanted to rejoin. She has now taken up a job in a different organisation, which however refuses to consider her past experience.

"Organisational policies on career-break should be made compulsory for every organisation. Providing career-break without affecting the seniority, flexible work patterns can help women overcome the problem of career break due to childbirth/care. Paternity leave should also be included for men to help working women," says Padmini.

Unfavourable maternity leave policies force many women to take a break in their career. Re-employment and re-training facilities are not available in many places. More than pay benefits, a lot of women are keen on retaining their seniority when returning from a career break.

Women who find a supportive employer are indebted to the organisation and committed to the career. Juggling work with domestic responsibilities, their sense of loyalty to the organisation spurs them to make extra effort at work and stick with the company for a longer time.

Says K. Girija, working in a private sector company, "The flexible timings offered by the management were very helpful in caring for my baby immediately after childbirth. If not, I would have dropped my career." The support system at home helps some women avoid breaks in career.

Says S.U. Malini, a mathematics lecturer, "I am able to concentrate on my career because my child is in the safe hands of my mother-in-law during my absence. When at home, I spend quality with my child and compensate for my absence."

But how many women can lay claim to a supportive female-friendly organisation or a supportive family?

Another significant factor contributing to career breaks among women is the career advancement of the spouse. If the husband gets a job transfer then often the wife sacrifices her career to accompany him. But the reverse rarely happens or even expected by the woman.

S. Gomathi, who was working in a government-aided institution for 14 years in Coimbatore, gave up her secure job, pension benefits and so on when her husband got a job transfer. She has now taken up a job in a private company in Chennai and re-started her career all over again.

She says, "At the time of taking a decision I had to choose between a career and a family life. I decided family life is more important, so I sacrificed my career and accompanied my husband." But if the management had been "supportive enough I would have got a transfer and my career would not have been affected so drastically," she adds.

Many women postpone their career aspirations, taking up childcare duties instead. In their mid-30s, when they feel they have discharged this responsibility well, they pursue a career aggressively. Despite the late start they are proving to be successful. Age is not a limitation for them.

S. Vengadamani, a charted accountant with a passion for a diversified career, set aside her career goals to take care of her children. After the age of 35 she redirected her energy towards her career and today takes care of her office and family, has taken up teaching, writing books and even runs a hostel for women.

Says the multi-tasking woman, "Planning career goals keeping in mind family responsibilities, utilising opportunities, being self motivating and aggressive when needed, are the qualities that women should possess in order to be successful."

Technological advances, efficient communication systems and the availability of quality childcare facilities are enabling many women to take on added responsibilities at the workplace. With supportive spouse and children, many women are finding it easier to tackle the increase in work pressure.

V. Vidhya, who is a project leader in a software company, says, "The usual maternity leave was enough for me because of my good health and my caring family. This helps in the continuous advancement of one's career. Performing different roles at home and keeping everyone satisfied is the biggest training women get. This is the asset that helps me develop the leadership qualities needed to lead a team effectively. Time management is necessary for every working woman to perform different roles effectively and efficiently. With a supportive spouses women can do wonders."

Women are proving to be multi-taskers by effectively balancing dual roles. With support systems in the family and in the organisation, their potential as multi-taskers can be utilised even more effectively. A positive attitude towards career breaks can be infused into management development programmes. Female-friendly policies not only benefit the female workforce but also organisations attempting to retain talent.

(This article is based on the response from women who participated in a research study on `The factors influencing the career advancement of women employees — with special reference to married as well as graduate women in Chennai city.')