The Power of Networking—and Why the WBW Conference Is the Right Place to Start

For many professionals returning to the workforce after a career break, the biggest challenge isn’t always the gap on the résumé. It’s the gap in connections.

Careers are often built not just on skills, but on relationships—conversations that lead to referrals, introductions that open doors, and mentors who offer timely advice. In today’s job market, networking remains one of the most effective ways to discover opportunities, gain insights, and rebuild professional confidence.

Why Networking Matters More Than Ever

While job boards and online applications have their place, many roles—especially at competitive companies—are never posted publicly. Instead, they’re filled through referrals or internal connections. Building a strong professional network can help you access these “hidden” opportunities, while also giving you valuable context about what different companies are looking for.

For returners, networking is also a chance to re-establish your professional identity. Whether it’s catching up with former colleagues or meeting new peers, these conversations help shift the focus from your time away to what you’re ready to do next.

But effective networking isn’t just about asking for help. It’s about exchanging ideas, offering your perspective, and being part of a larger professional community again. And the good news? You don’t have to figure it out on your own.

There’s no shortage of networking advice out there—but not all of it speaks to the unique experience of returning to work after a career break. That’s why we’ve put together a networking guide tailored specifically for returners.

These are the tips and strategies that resonate with our returner community—practical, relatable, and proven to work. From conversation starters to making the most of networking events like the WBW Conference, it’s a resource worth bookmarking.

Read the full guide here: How to Network – WBW Returner Guide

A Conference Designed for Returners

The Women Back to Work 2025 Conference—happening on August 21st in Santa Clara, CA—is built around the idea that returners deserve dedicated spaces to connect, learn, and grow.

At the event, you’ll meet:

• Talent acquisition professionals and hiring managers from leading companies are actively looking to hire returners
• Fellow professionals who understand the return-to-work journey firsthand
• Mentors, speakers, and coaches offering guidance through practical career comeback sessions

Whether you’re exploring your options or ready to start interviewing, this conference is a chance to build relationships that could shape your next step—and the one after that.

Don’t Underestimate the Power of Showing Up

You don’t need to have it all figured out. You don’t need a perfect elevator pitch. You just need to show up and be open to conversations.

The Women Back to Work Conference offers a supportive, focused environment to do just that—surrounded by people who want to see you succeed.

Register today and take the next step in your career comeback.
📍 August 21, 2025 | Santa Clara, CA

Let’s make your return to work a shared success.

Mother’s Day Special

A Mother’s Gift of Grit and Conviction Lasts a Lifetime

Anand Oswal reflects on lessons he learned from his mother, that made him who he is today.
May 10, 2019

Guest post by: Anand Oswal, Senior Vice President and GM at Palo Alto Networks

It’s a story arc you expect to see in an inspirational movie. Open on a scene of a loving family, husband, wife, and six children, living a modest but comfortable life in a bustling city in India. Dad is an accomplished company accountant with a solid but modest income. Mom is devoted to raising her children, providing a safe home, and cooking as much food as they need to grow and prosper—which is a lot. Continuous education is a central theme for the family, as the mother, having attained a high school-level degree, knows higher education is the key to intellectual and financial growth for decades to come for the children.

The year is 1980 and the youngest son is 5, the oldest daughter is 15. As frequently happens in movies, tragedy tests the family. The father suffers a stroke and soon dies, leaving behind memories and love but not too much more for a family of seven to live on.

In one storyline, you might expect the father’s extended family in a distant village to rally around the bereaved and provide support. But that would entail leaving the city, the children’s schools and friends, and the opportunities of city life. Trading all that for village life would compromise the siblings’ quality of education and thereafter make them dependent on the benevolence of the husband’s extended family. The decision is thrust solely on the mother, who must decide between relying on family support in a small village or striving for independence for herself and her children. Would the children be able to attend the universities of their choice should they move from the city? Would they be able to afford a higher education if they stayed? Could she care for the family while providing financial stability? You can imagine the scene: it’s evening, the mother finishing cleaning up after dinner, the children doing schoolwork, an empty chair, and an unknown future. So many worries now, so much to do for one adult.

Grit and Conviction

Many widows might take the easiest path, even if it meant fewer options for their children in the future. Why struggle when there are relatives to rely on? But the easy path is not necessarily the best. Looking into the future, the mother has the conviction that they all need to stay in the city with its many potential opportunities as well as challenges. Keeping the children in their familiar schools to not interrupt their education is a primary consideration. She impresses on her young family that education is the one thing that no one can take away from them. Once learned, knowledge is their path to a better life.

To be able to continue the education of the six children beyond public schools and into university is the mother’s greatest challenge. While working opportunities are abundant in the city, none are assured for a single parent with only a high school degree. What she needs is grit and conviction to make a new life blossom for her family. After a few stints at various short-term jobs, the matriarch finds an opportunity to start up a chemical supply company to serve local businesses.

The mother’s days overflow with running the new business, shopping for food and cooking meals, guiding the children through classes as they grow into adults in high school, and then the arduous task of applying to universities for each of the six in turn. A healthy dose of grit keeps the family together and focused on learning while chores are done and the supply business grows. Overall, it’s the conviction that the mother has in her children’s future that results in each of the six young adults not only obtaining a bachelor’s degree in a local university but continuing to earn master’s degrees from institutions in the U.S. and around the world.

If this were a movie, the camera might fade out on a festive family reunion, honoring the matriarch for all the sacrifices she made, the long days she endured for the benefit of her children, and the love she shared with each of them.

But this is not a movie.

The determined matriarch is my mother. My degree of success today is due to her conviction that a quest for knowledge through education, risk-taking, and entrepreneurship is the key to a fulfilling life. She taught me determination, focus, conviction of my beliefs, and the need to persevere against the obstacles life inevitably throws in the way. Most importantly, she taught all of us, my siblings, about making sacrifices for the good of the family. It’s an attitude that I strive to continue to follow today with my wife and children. I would not be the person I am today, if not for the sacrifices my mother made for her children.

In my daily work as an engineering leader, I apply the lessons learned from my mother to working with my fellow engineers and business leaders to tackle technical and organizational challenges that often seem insurmountable at first, as no one else has yet solved them. We plan we take risks, we make mistakes, and we move ahead with the conviction that there is a way to create a new technology, build a new business, and find better ways of working together for the good of the company and our customers.

 

On this Mother’s Day and every day, I am thankful for the love and fortitude that mothers provide to their families, no matter how difficult their challenges are. 

This article was originally published on Cisco’s official blog. It has been thoughtfully republished here to honor the original author’s story and perspective.

Anand Oswal has been a steadfast ally to Women Back to Work, championing returner careers and showing up time and again to share his voice. From sponsoring second chances to advocating for Women Back to Work, Anand truly embodies what it means to “Be Her Ally”. We’re honored to feature him in our special Mother’s Day edition of the #BeHerAlly Power Hour on May 13, 2025. Don’t miss this inspiring conversation—join us!

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📢 Join us at the Women Back to Work 10-Year Anniversary Returner Conference!
Be part of the movement to unlock untapped tech talent and celebrate a decade of empowering returners.
📅 August 21, 2025

The Leaders We Call “Mom” — A Mother’s Day Tribute from Akraya

At Akraya and Women Back to Work (WBW), Mother’s Day isn’t just a holiday—it’s a moment to reflect on the everyday impact of the women who lead with both strength and care.

Behind every great team meeting, client pitch, or program launch, there’s often a woman answering emails with one hand and packing a school lunch with the other. At Akraya, we don’t just acknowledge that reality—we celebrate it.

Moms Make Akraya Stronger

Nearly 80% of Akraya’s leadership team are moms.

They’re not just balancing work and life—they’re shaping the culture that enables others to do the same. Thanks to their influence, flexible work isn’t just a policy—it’s a core principle. Support for parents isn’t an afterthought—it’s foundational to how we operate.

Our working moms have helped build a workplace where empathy is valued and people show up as their full selves—not just their job titles.

A Virtual Culture Rooted in Connection

We may be a fully remote team, but that hasn’t stopped us from staying connected. If anything, it’s made us more intentional—about creativity, compassion, and culture.

This Mother’s Day, we surprised Akraya moms with care packages—small reminders that they’re seen, appreciated, and valued. We also brought our moms together at HQ on Friday to swap stories, share laughs, and enjoy lunch. It was relaxed, real, and memorable—just like motherhood.

We also invited our moms to share photos with their children. The response? A wall of warmth, resilience, and joy—a reminder that the skills they bring to motherhood show up in their leadership too: grace under pressure, clear intuition, and unwavering commitment.

The Unseen Superpower in Our Success

Look closely at the engine behind WBW’s mission, and you’ll find it’s powered by moms—mothers returning to work, mothers leading teams, and mothers who know how challenging the pause can be—and how powerful the comeback truly is.

Motherhood has taught us time management, emotional intelligence, and decision-making amid chaos. But more than anything, it’s taught us how to show up for others. That’s leadership in its most authentic form.

Join Us at the WBW 10-Year Conference

This Mother’s Day is especially meaningful as we mark a major milestone: 10 years of Women Back to Work.

This August, we’ll gather to honor the women who paused their careers and came back stronger. The mothers redefining what success looks like. And the leaders shaping what’s next.

We’d love for you to be part of the celebration.

👉 Honor the journey. Empower the comeback.

Join us at the WBW 10-Year Conference this August.

From all of us at Akraya and WBW—Happy Mother’s Day.

Here’s to the women who lead at home, at work, and everywhere in between. 💐

Tami Forman Joins Women Back to Work, Marking a Powerful New Chapter in Workforce Reentry Advocacy

[Santa Clara, CA] – April 29, 2025 — Women Back to Work (WBW) is proud to announce that Tami Forman, a nationally recognized leader in gender equity and workforce development, has joined the organization in a key strategic leadership role.

Forman brings to WBW an unmatched legacy of championing women’s full participation in the labor market. As the founder and former CEO of Path Forward, she pioneered the concept of “returnships,” helping caregivers—especially mothers—successfully re-enter the workforce. Under her leadership, more than 100 companies, including Amazon, Apple, Comcast NBCUniversal, Netflix, SAP, Walmart, and Pepsi, launched or scaled return-to-work programs that transformed the career trajectories of hundreds of individuals.

“For over 10 years, Women Back to Work has stayed steadfast in our mission to create pathways to facilitate the re-entry of women back into the workforce. Tami has been at the forefront of reshaping how companies view career breaks and caregiver talent,” said Sonu Ratra. “Her deep understanding of the returner journey, combined with her fierce advocacy for systemic change, aligns perfectly with our mission. I am beyond excited that Tami will lead our nationwide initiative and help us write our next chapter.”

Forman is a sought-after speaker and thought leader whose insights have been featured in Fortune, The Wall Street Journal, NPR, CNN, BBC, Harvard Business Review, Good Morning America, and many more. She has spoken at leading events such as the Grace Hopper Celebration, Tech Inclusion, DisruptHR, and the Conference Board’s Women’s Leadership Conference. Her Substack newsletter, How We Do It, continues to spark bold conversations on caregiving, equity, and career reinvention.

“I’ve admired Women Back to Work for years—not just for what they do, but for how they do it,” said Tami Forman. “Powered by Akraya’s award-winning staffing platform, this team has long been a leader in making returnships a mainstream hiring practice. I’m thrilled to build on that legacy and work alongside the amazing WBW team to expand opportunities for returners everywhere. I’m especially excited to be getting back to the kind of work I love—helping talented people restart and thrive in their careers. I’m grateful to Sonu for her vision and leadership, and I’m excited to bring my energy and experience to this next chapter.”

Forman’s arrival marks a pivotal moment for WBW as it continues its mission of connecting high-caliber returners with employers who understand the value of life experience and non-linear career paths. With her leadership, the organization is poised to drive even greater innovation and transformation in the workforce reentry space.

About Women Back to Work (WBW)
Women Back to Work (WBW), an Akraya initiative, is a mission-driven organization committed to advancing career reentry for women and caregivers who have taken a break from the workforce. Powered by Akraya’s expertise in staffing and workforce solutions, WBW leverages curated returnship programs, employer partnerships, and advocacy efforts to empower highly qualified professionals to reconnect with their careers and thrive in the modern workplace.

About Akraya
Akraya Inc. is a global leader specializing in Contingent Workforce Solutions, Managed Services, and SOW projects. Since our founding in 2001 in San Francisco, we have partnered with organizations across industries to deliver tailored solutions that adapt to evolving technology needs.

Backed by a team of 500+ professionals across three continents, we are dedicated to driving excellence and measurable results. Our commitment to quality has earned us many industry accolades, including Inc.’s Best Workplaces 2024 and Glassdoor’s Best Place to Work 2023. Beyond business, we take pride in our responsibility towards the community, empowering teams to make meaningful impacts.

How Returners Will Future-Proof Your Workforce

What if your future-ready workforce isn’t being built through campus hiring or cold LinkedIn outreach, but from a powerful and overlooked talent pool—career returners?

That’s not a “what if”—that’s reality. And the Women Back to Work Conference 2025 is where the smart employers are heading to find them.

Rethink “Future-Ready”

Returners are experienced professionals who’ve taken a break and are ready to dive back in. They aren’t just “willing to learn”—they already know. They’ve worked in fast-paced industries, held leadership roles, and now bring clarity, perspective, and resilience that only comes from life experience.

Hiring returners isn’t just inclusive—it’s strategic.

Innovation Needs Different Minds

• Returners fuel innovation. Diverse life experiences create fresh problem-solving approaches—an edge most orgs claim to want but rarely pursue intentionally.
• They close skills gaps. Many returners come from engineering, product, finance, and STEM roles—fields where demand still outpaces supply.
• They future-proof your pipeline. While others chase the same over-fished talent pools, you gain access to a community eager to re-engage.

Why It Matters Now

We’re living through a talent revolution. Candidates want more purpose. Employers want flexibility, creativity, and ROI. Returners meet this moment perfectly.

With economic pressures, high attrition, and growing insclusivity expectations, hiring professionals who’ve already been tested by life might just be the smartest move you can make.

WBW Conference = The Smart Employer’s Edge

Join us August 21, 2025, at the WBW Conference and gain:

• Strategic access to a highly motivated, skilled returner talent pool
• First-mover advantage—engage before competitors catch on
• Thought leadership visibility—position your company as a champion of progressive hiring

Don’t Let Traditional Hiring Blind Spots Cost You the Future

While everyone else is stuck chasing trends, you’ll be building a workforce that’s ready for whatever comes next.

Returners, register now on Eventbrite: https://zurl.co/GwSdp

For clients interested in participating and sponsoring, please reach us at: [email protected]

Let’s empower professionals to return to work!

Note: This is an in-person event held in Santa Clara, CA

Beyond the Gap: Rethinking Career Breaks and Rediscovering Talent

When reviewing a resume, it’s natural to focus on a candidate’s skills, experience, and career progression. However, for many hiring managers, a noticeable pause in employment history can raise concerns. Historically, career gaps have been viewed as potential red flags—suggesting a decline in skills, commitment, or readiness. But in today’s evolving workforce, that perception is not only outdated—it’s a missed opportunity.

At the heart of the Women Back to Work (WBW) Conference 2025 lies a truth too often ignored in hiring conversations: a career break isn’t a weakness. It’s a chapter—and sometimes, the most valuable one.

Career Breaks Are Not Career Endings

People—especially women—step away from work for real, important reasons: caregiving, health, military moves, personal growth, or simply life throwing curveballs. But stepping away from a 9-to-5 doesn’t mean stepping away from leadership, resilience, learning, or adaptability.

In fact, it often enhances them.

Many returners spend their “off” time volunteering, upskilling, managing households, or consulting. The mindset, maturity, and resourcefulness they develop during that time? You can’t teach that in a bootcamp.

Breaking the Myth: A Gap Isn’t a Setback

Let’s talk brass tacks:

Returners are ready. They’ve taken intentional steps to re-enter the workforce, often retraining themselves to meet current market needs.

They bring perspective. Career breaks create self-awareness and clarity about what they want—and how they work best.

They’re proven performers. Most returners come with a track record of success. They’ve done the job before, and now they’re more motivated than ever.

So why are they still being passed over?

Time to Challenge Hiring Assumptions

Unconscious bias isn’t always obvious.
It doesn’t always show up as outright exclusion—it can be subtle.
Like questioning someone’s readiness simply because they’ve taken a career break.

Here’s the truth:
A gap in employment doesn’t equal a gap in capability.
In many cases, it reflects resilience, growth, and sharpened perspective.

The 2025 WBW Conference is your chance to meet returners face-to-face, hear their stories, understand their drive, and rethink what a “qualified” candidate looks like.

This is your invitation to:

Engage with vetted, job-ready professionals

Hear directly from returners who’ve made successful comebacks

See beyond the break—and discover the brilliance

Break the bias. Find your next high impact hire at the Women Back to Work Conference 2025.

Returners, register now on Eventbrite: https://zurl.co/GwSdp

For clients interested in participating and sponsoring, please reach us at: [email protected]

Let’s empower professionals to return to work!

Note: This is an in-person event held in Santa Clara, CA

Future-Proof Your Workforce: Leveraging the Returner Talent Pool for Innovation and Growth

The workplace is evolving rapidly, and companies that want to stay ahead must rethink how they build strong, resilient teams. One of the most effective yet often overlooked strategies. Hiring returners—professionals who have taken career breaks and are ready to re-enter the workforce.

At Women Back to Work (WBW), we know that returners bring a powerful mix of experience, adaptability, and fresh ideas that can drive real business impact. Companies that embrace returner hiring aren’t just filling open roles—they’re strengthening their teams with skilled professionals who are ready to contribute from day one.

Why Returners Give Companies a Competitive Edge

1. Experienced Talent with a Fresh Perspective

Returners bring years of industry knowledge and leadership skills, allowing them to step into roles with confidence. At the same time, their time away from the workforce has given them a new perspective, making them highly adaptable and eager to innovate.

2. Highly Motivated and Committed

The decision to return to work after a career break is a deliberate one. Returners are driven, dedicated, and ready to prove their value. Their resilience and strong work ethic make them a natural fit for companies looking to build high-performing teams.

3. Expanding Your Talent Pipeline

With skills gaps in key industries, companies can’t afford to overlook experienced professionals who are ready to work. Instead of competing for the same small pool of active job seekers, employers who tap into the returner talent pool gain access to highly qualified candidates who bring both technical and leadership skills.

4. Strengthening Workplace Culture

Hiring returners fosters a culture of learning and collaboration. Teams benefit from working with professionals who bring real-world experience and problem-solving abilities, creating an environment where knowledge-sharing thrives.

5. Enhancing Your Employer Brand

Companies that support returners position themselves as forward-thinking and people-focused. This not only attracts strong candidates but also builds loyalty among employees who see their workplace as one that values skills, experience, and the potential to grow.

How Companies Can Successfully Integrate Returners

A well-structured returnship program helps professionals transition smoothly back into the workforce while ensuring companies get the most from their skills and experience.

Key elements of a strong returnship program:

✔ Tailored onboarding and training to refresh skills and boost confidence.
✔ Dedicated mentorship and peer support to ensure a smooth transition.
✔ Project-based opportunities that allow returners to showcase their capabilities.
✔ Flexible work arrangements to set them up for long-term success.
✔ Clear career pathways so they can grow and thrive within the company.

The Time to Act Is Now

Companies that invest in returners today are building a stronger, more resilient workforce for the future. The skills, adaptability, and commitment that returners bring can fuel innovation, strengthen teams, and help businesses grow.

At Women Back to Work, we specialize in connecting companies with highly skilled return-to-work professionals who are ready to make a meaningful impact. Are you ready to future-proof your workforce? Let’s work together to build a hiring strategy that works for your business.

🔹 Partner with WBW today and start unlocking the full potential of the returner talent pool.

AI in Hiring: How Career Returners Can Navigate the New Job Market

Artificial Intelligence (AI) transforms how companies hire, making recruitment faster, smarter, and more data-driven. From resume screening to candidate engagement, AI is reshaping hiring processes, creating both new opportunities and challenges, especially for career returners re-entering the workforce after a break.

With skills-based hiring on the rise and AI-driven recruitment tools evolving, returners have a unique chance to navigate hiring in a way that wasn’t possible before. However, understanding how AI evaluates candidates and what factors influence hiring decisions is key to making a successful comeback.

Let’s explore how AI is changing staffing and what returners should consider as they step back into the workforce.

How AI is Changing Hiring

1. AI-Powered Resume Screening: The New First Impression

AI-driven Applicant Tracking Systems (ATS) analyze resumes before a human recruiter ever sees them. These systems filter applications based on keywords, skills, and job descriptions, making it essential for candidates to align their resumes with how AI scans and ranks applications.

What returners should know:

• AI prioritizes keywords—aligning skills with job descriptions increases visibility.
• Simple, clean formatting (no excessive tables, graphics, or headers) improves ATS readability.
• Experience gaps may not be deal-breakers if the focus is on transferable skills and accomplishments.

2. AI-Powered Skills-Based Hiring: A Shift from Traditional Job Titles

AI-driven hiring platforms are shifting away from traditional job descriptions and placing more emphasis on skills-based hiring. This means candidates are now evaluated based on their abilities rather than just their past job titles or years of experience.

What this means for returners:

• Transferable skills gained during career breaks—such as leadership, problem-solving, and adaptability—are being recognized.
• Online certifications and self-learning in relevant fields are becoming more valuable.
• AI-driven job matching expands opportunities beyond past industries or roles.

This shift makes returning to work more accessible, as recruiters increasingly focus on capabilities rather than career timelines.

3. AI Chatbots & Virtual Recruiters: The New Gatekeepers

Many companies now use AI chatbots to interact with candidates, answering questions, pre-screening applicants, and even scheduling interviews. These virtual recruiters provide faster responses and reduce human bias in early-stage hiring decisions.

What returners should be prepared for:

• AI-driven screening questions often require concise, structured responses.
• Some chatbots assess tone, confidence, and communication style in responses.
• Follow-ups with human recruiters are still crucial networking remains as important as ever.

4. AI-Powered Job Matching: Finding Opportunities Faster

AI is increasingly being used to recommend job opportunities based on a candidate’s skills, experience, and interests. These AI-driven job boards analyse thousands of postings in real time, surfacing the best matches without requiring applicants to manually search through listings.

How returners can benefit:

• Keeping online profiles updated improves AI-generated job recommendations.
• Expanding search criteria beyond past job titles can uncover new career paths.
• AI-driven career assessments may highlight alternative roles suited to existing skills.

5. AI and Inclusive Hiring: The Double-Edged Sword

AI has the potential to eliminate unconscious biases by focusing on skills and experience rather than personal characteristics. However, algorithmic bias can still occur if AI systems rely on historical hiring data that reflects past discrimination.

Key considerations for returners:

• Companies committed to inclusion are implementing more transparent AI models.
• AI-driven hiring may reduce bias against career gaps, especially when skills-based assessments are used.
• Staying informed about how AI filters candidates help in adapting job search strategies effectively.

As AI-driven hiring becomes the norm, returners should seek out companies that prioritize fair and ethical hiring practices.

The Future of AI and Career Returners

AI is shaping a hiring landscape that values skills, adaptability, and potential over rigid career timelines. This evolution opens doors for returners who bring unique perspectives and valuable expertise to the workforce.

By staying informed about AI-driven hiring trends, aligning resumes with how AI evaluates candidates, and leveraging new job-matching technologies, career returners can navigate their way back into meaningful employment.

Reach out to us today. The future of hiring is changing, returners have the opportunity to change with it.

A Decade of Impact: A Founder’s Reflections and Vision Ahead 

As I sit here today, contemplating the past decade of Women Back to Work (WBW), I am overwhelmed with a profound sense of pride and gratitude. Although it was several years ago, it seems just like yesterday when I made the fulfilling decision to pause my career to raise my daughter.  Time has a way of blurring the lines between past and present, reminding us how pivotal certain moments can be.

What I hadn’t anticipated was the challenges I would encounter when I was ready to return to the professional world. The process was daunting, isolating, and often felt like an uphill battle.

I discovered a stark reality: many capable, talented women face similar obstacles when attempting to re-enter the workforce. This personal experience became the driving force behind the creation of Women Back to Work.  It ignited a deeply personal mission: to challenge the notion that a career break diminishes a woman’s value and create a world where all women are given equal opportunity to thrive, regardless of their career breaks.

What began as a simple idea – a belief that women returning to the workforce deserve support and opportunities to rebuild their careers – has grown into something far greater than I ever imagined. It’s not just a program; it’s a movement that has impacted thousands of lives, created career paths, and planted seeds of hope for a future generation of women to weave in and out of the workforce as life happens.

These ten years have been a journey filled with ups and downs. From navigating economic upheavals, adapting through a global pandemic and embracing the ever-shifting dynamics of the workplace. Through it all – WBW has stayed true to our mission – to help women land back on their feet, restore their confidence, gain financial independence and take ownership of their professional narratives once again.

Every job for our returner represents a powerful story, the woman who dared to dream again, the family overjoyed by her return to work, the community uplifted by her success. These stories are the heart and soul of WBW, fueling our unwavering resolve to empower women and create a brighter future for all.

As we commemorate this milestone, we also acknowledge that there is so much more to be done.

2025 isn’t just another year for us -it’s the beginning of a bold new chapter.

• 10th Year Conference – mark Thursday August 21st on your calendar for our Return-to-Work Conference that will bring Returners and companies together.
• Establishing an Industry Advisory Board to guide our strategies and amplify our impact.

• Introducing cutting-edge tools, including AI-powered interview assessments, to better equip returners for the challenges of today’s competitive job market.

• Deepening partnerships – with leading companies to create pathways for those returning to work. Elevating our Power Hours that have set the industry trend.

To our Corporate Partners: Thank you for believing in this mission. Your support goes far beyond hiring – it transforms lives, reshapes futures, and helps build organizations that thrive through equitable and inclusive workplaces.

To Friends, Advocates, Allies, Mentors and Champions: Thank you for your confidence, the immense inspiration and believing in what we do. There are so many of you who made a positive difference.

To our Returners: You are the heart of this journey. Your courage to take that first step, your resilience to rise above challenges, and your determination to rebuild your careers inspire us every single day. We are committed to standing by you every step of the way, helping you reclaim your rightful place in the workforce.

To Akraya and WBW Team: Thank you for continuing to deliver 3X Karma and for your care, compassion and confidence in our Returner communities.

As I reflect on these 10 years, I can’t help but think about the legacy we’re building—not just for today’s returners, but for the young women watching us. Our daughters, the next generation of dreamers, and changemakers. Together, we are shaping a world where career breaks are seen not as barriers, but as opportunities to grow and come back stronger.

Thank you for being part of this incredible journey. Here’s to celebrating a decade of impact—and to the boundless possibilities that lie ahead.

Resume Refresh: A Returner’s Guide to Showcasing Your Comeback

Returning to the workforce after a career break is an exciting yet challenging journey. Whether you took time off for caregiving, personal growth, or other reasons, your experience still holds value. The key is to craft a resume that reflects your strengths, transferable skills, and readiness for today’s job market.

At Women Back to Work (WBW), we’ve helped countless returners confidently re-enter the workforce. And here’s some great news—WBW has partnered with Infoblox, a leader in cloud-first networking and security solutions, to offer a returnship program designed for professionals returning to the workforce after a career break.

This collaboration provides opportunities for returners to refresh their skills and re-enter the technology industry. The program includes tailored skill development, workshops, and resources to support a successful transition back into the workforce.

If you’re preparing to restart your career, here’s how you can refresh your resume and make your application stand out!

1. Address the Career Break with Confidence

Many returners worry about how to explain a gap in employment. The good news? Companies today recognize and value career breaks. Here’s how to handle it:

✅ Use a “Career Break” Section – Instead of leaving a gap, include a section titled “Career Break” with a brief explanation such as:

Career Break | 2019–2024
Focused on professional development, caregiving, and upskilling through courses and volunteer work.

✅ Emphasize What You Gained – Did you take courses, volunteer, freelance, or manage projects during your break? These experiences showcase transferable skills like leadership, organization, and adaptability.

2. Highlight Transferable Skills & Relevant Experience

Even if you’ve been out of the workforce, your past experience is still valuable. Focus on skills that are relevant today and use industry keywords to align with job descriptions.

🔥 Examples of Transferable Skills:

• Project Management
• Leadership & Team Collaboration
• Communication & Stakeholder Management
• Digital & Technical Skills (Excel, CRM, Data Analysis, etc.)
• Problem-Solving & Critical Thinking

3. Use a Skills-Based Resume Format

A functional or hybrid resume format works best for returners. Instead of focusing only on work history, emphasize skills and accomplishments first.

📌 Example Structure:

– Professional Summary – A powerful 2–3 sentence introduction about your strengths.

– Key Skills & Achievements – Highlight what makes you a strong candidate.

– Work Experience – Focus on impact, not just responsibilities.

– Career Break – Briefly explain your time away.

– Education & Certifications – Include any upskilling or courses completed.

4. Tailor Your Resume for Every Role

Gone are the days of a one-size-fits-all resume. Use keywords from job descriptions and customize your resume to match the role you’re applying for.

💡 Tip: Many companies, including Infoblox, are returner-friendly. If you’re applying to a returnship opportunity, highlight why you’re excited about re-entering the workforce and how your skills align with their needs.

5. Add a Strong Summary Statement

Your resume summary is the first thing recruiters see, making it a powerful opportunity to showcase your strengths and career readiness. A well-crafted summary should be concise, impactful, and tailored to the job you’re applying for. Instead of simply stating your past roles, focus on your skills, achievements, and what you bring to the table as a returner.

Your Comeback Starts Now!

Your resume isn’t just a document—it’s your personal brand. Take the time to refine it, highlight your value, and confidently apply for opportunities. WBW’s partnership with Infoblox is actively creating pathways for returners like you to restart their careers with the right support and resources. Reach out to us today.