The stigma of career breaks: Are psychological, social pressures, and bias real?

India Today

21-05-2025

Have you ever felt the need to hit pause on your career, whether to care for a loved one, focus on your mental health, or just take a breath and figure out your next move? Imagine this: Priya, a mid-level marketing professional, stepped away from her job for a year to care for her ageing parents. When she was ready to return, she found herself facing silent doubts in interviews. Had she lost her edge? Was she still committed?advertisementCareer breaks like Priya's are becoming more common, and in many cases, deeply necessary. Yet, even today, many professionals worry they'll be penalised for stepping away. The stigma is still real. And while more companies are beginning to shift their mindset, the road back into the workforce is far from smooth.SHIFT IN HIRINGThe 2024 Talent Trends Report reveals a significant shift in recruitment practices, with nearly 70% of professionals actively seeking career changes driven by the promise of better opportunities.
There's a growing emphasis on skills-based hiring, where potential and proficiency matter more than linear job histories. This paradigm shift is encouraging, but the lived experiences of many professionals returning from career breaks suggest otherwise.Biases, often subtle, continue to hinder fair opportunities. Returnees report challenges in negotiating salaries, slower career growth, and scepticism around the relevance of their experience.advertisement'While workplace biases persist, organisations are beginning to recognise the value of diverse career paths,' says Ankit Agarwala, Managing Director at PageGroup India. 'It's increasingly important for professionals to reframe their sabbaticals as periods of growth and learning.'STIGMA IS REAL-BUT SO, IS THE SHIFT IN PERSPECTIVE
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'Taking a career break is often seen as stepping off the main road. But in reality, it's more like pulling into a pit stop to refuel, check the map, and return to the journey with renewed clarity,' says Ruchee Anand, India Country Head, Talent & Learning Solutions at LinkedIn.'In India, our platform data shows that 38% of working women take a break for parenting, compared to just 8.7% of men. That gap points to societal expectations that still influence how breaks are perceived, and it's natural for professionals to worry about falling behind.'She acknowledges the concern: 'These fears are real. The road back can be uneven. But momentum is building. More companies are recognising that time away from work can build resilience, unlock perspective, and even reshape leadership potential. Returnship programmes and inclusive hiring are steps in the right direction, but the real progress lies in how we rewrite the story of a break not as a detour, but as a meaningful, strategic stretch of the journey.'advertisementShweta Mohanty, Vice President and Head of Human Resources at SAP India, echoes this sentiment: 'The psychological and social pressures of taking a career break are real, and concerns about discrimination and bias are often valid.' Stereotypes of diminished commitment, outdated skillsets, and disconnection from networks haunt returnees—especially in high-paced sectors like tech.'There is a perception that women are less serious about their careers,' Shweta adds. 'Overcoming this requires both personal resilience and systemic change.'ORGANISATIONAL VOICES PUSHING FOR INCLUSION
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Fortunately, some companies are turning the tide by embracing career breaks as periods of personal and professional enrichment.At NatWest Group, initiatives like Re-Invest and WISH (Women in Search of Holistic Careers) exemplify this approach. 'At NatWest, we recognise that skills and knowledge are the true drivers of performance, not a continuous tenure,' says Maneesh Menda Head of Human Resources, International Hubs,NatWest Group.advertisement'This programme allows you to apply for open positions without starting from scratch,' shares Beulah M., a participant. 'My team understood my background and the break I took. I never felt out of place—this is truly a game changer.'Pitney Bowes too champions the narrative of growth over gaps. 'Career breaks don't signal a lack of commitment,' says Renu Shekhawat, Director & Head of Human Resources, APAC at Pitney Bowes. 'They often reflect clarity and intentionality.' Their Relaunch Pad initiative helps women re-enter the workforce through mentoring and upskilling.Birlasoft's CHRO Priti Kataria puts it clearly: 'Career trajectories are a marathon, not a 100-metre sprint. Breaks should not be met with scepticism. The real challenge lies not in the break itself, but in the narrative we uphold around it.' Their Women Returnship Programme and Career Reboot Program underscore this belief.'We actively support professionals navigating career transitions by focusing on upskilling and innovation,' says Rekha Alagappan - Country Human Resources Manager, SBM Offshore India.'The perception of career breaks is evolving. "Organisations are recognising that experiences beyond traditional work can enrich professional perspectives, foster creativity, and build well-rounded leaders.'advertisement'Our recruitment process is gender-neutral and does not discriminate against individuals who have taken career breaks,' Rekha continues. 'Through structured initiatives such as mentorship programs and skills-based hiring, we actively support professionals in seamlessly reintegrating.'Their Inclusion, Diversity, and Equity (IDE) policy reflects this commitment, ensuring that career breaks are not seen as derailments but as natural, even enriching, segments of one's journey.BREAKS AS GROWTH PHASES
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To shift perceptions, professionals must actively own their stories. Ruchee Anand emphasises:'For those taking a break now or thinking about one, be intentional. Whether you're learning something new, prioritising your well-being, or caring for others, this time matters. Stay curious, stay connected. And when you return, own your story. Growth looks different for everyone. It is time we saw career journeys through a broader, more human lens.'Here are LinkedIn's tips on how professionals can turn a career break into a career advantage:advertisementDefine your purpose: Treat your break as time well spent. Set tangible goals—whether upskilling, caregiving, or creative recharge—to return with clarity.Reflect and pivot: Use the pause to reassess your career direction. Explore pivots by talking to mentors, peers, or industry experts.Network and stay engaged: Stay connected to your industry. Attend events, post insights, or reconnect with colleagues.Showcase the break: Update your resume and LinkedIn to highlight skills gained—like adaptability, time management, or new certifications.REDFINING CAREER SUCCESS'Career breaks-whether for personal growth, caregiving, upskilling, or second-career exploration—are becoming more common. Yet many professionals hesitate, fearing hiring biases and societal judgement," says Nirmit Parikh, Founder of Apna.co.'At Apna, we believe it's time to normalise career breaks and focus on what truly matters: skills, experience, perspectives, and potential. Career success is no longer about continuity, it's about value," she adds.VOICES FROM THE INDUSTRY"I've taken three career breaks—stepping away at pivotal moments to support my family. Each one equipped me with fresh perspectives and allowed me to grow. I do not believe breaks should be considered setbacks—especially if we keep upskilling," says Tulika Sanghi, VP – Product Management, Publicis Sapient."My time away strengthened my adaptability and negotiation skills. Career breaks are not setbacks; they are stepping stones to greater development," says Manjula Thimmareddy, Senior Advisor, Dell Technologies."Our ReWrite program has trained 246 women, with 182 joining EY GDS. Career breaks should be viewed not as setbacks but as opportunities for growth and reflection," says Jaya Virwani, Global DE&I Leader, EY GDS.There's a growing consensus: career breaks are not liabilities—they are chapters of transformation. Organisations pushing for DEI must ensure returnees find inclusion, not penalisation.The societal mindset may be slow to evolve, but within the workplace, a new narrative is emerging: pausing doesn't mean stopping—it often means recalibrating for a stronger comeback.Must Watch