The Power of Mentorship: Catalyst for Career Growth

Mentorship is a transformative force that plays a crucial role in shaping professional journeys, especially for individuals returning to the workforce after a career break. At Women Back to Work (WBW) and Akraya, this form of support is more than advice—it’s an integral part of our mission to empower returners, rebuild confidence, and create opportunities for lasting success.

The Role of Mentorship in Career Reentry

One of the standout initiatives at WBW is our Power Hour series, a mentorship-driven program designed specifically to address the unique challenges faced by career returners. These mentoring programs offer invaluable opportunities for returners to connect with industry experts and experienced professionals from our internal network, fostering an environment of learning and collaboration.

Each Power Hour session is structured around practical, actionable insights. Topics include:

• Resume Revitalization: Guidance on crafting resumes that highlight transferable skills and align with modern hiring trends.
• Personal Branding: Strategies for building a compelling professional brand that resonates with potential employers
• Interview Skills: Insights on acing interviews with confidence, clarity, and impact.
• Navigating Career Transitions: Advice on successfully reentering and adapting to new workplace environments.

Key benefits of career guidance for returners include:

• Goal Clarity: Guidance helps returners set realistic, achievable career goals and build action plans tailored to their strengths.

• Skill Enhancement: Returners receive advice on updating and sharpening their skills to match current industry standards.
• Confidence Building: Advisors provide a safe space for returners to voice their concerns and rebuild self-assurance.

At WBW and Akraya, we’ve witnessed the transformative power of mentorship, which helps returners turn obstacles into stepping stones for professional growth. The guidance we provide fosters strong mentoring relationships that empower both the returner and the mentor, creating a supportive and dynamic environment.

Related: Empowering Careers Through Growth and Connections: WBW PowerHour 2024

Akraya’s Mentor Culture: Fostering Personal and Professional Growth

At Akraya, career development is not just a formal program—it’s a deeply ingrained part of our organizational culture, driven by our core value of Give Back. We believe that support is most impactful when it is personalized and tailored to the unique needs of each individual. This value guides us as we actively support both our employees and career returners, empowering them to grow and thrive.

By leveraging our internal networks and resources, we aim to provide meaningful guidance that fosters professional development, innovation, and collaboration. Whether it’s a team member exploring leadership opportunities or a returner reestablishing their career, Akraya’s efforts are designed to uplift and inspire.

Akraya’s development culture emphasizes:

• Building Strong Relationships: Creating genuine, supportive connections between mentors and mentees, ensuring impactful and meaningful partnerships.
• Encouraging Continuous Learning: Promoting ongoing skill development and professional growth through support-driven guidance.
• Uplifting Returners: Offering resources and personalized coaching to help career returners successfully transition back into the workforce. These returnship programs are a prime example of how we empower returners to get back on track with their careers.

Through these efforts, we live our Give Back value every day, strengthening our teams and reaffirming our commitment to creating opportunities that empower individuals at every stage of their careers.

The Ripple Effect of Mentorship

The impact of mentorship extends far beyond individual success. At WBW and Akraya, guidance fosters an inclusive, empowered workforce, where diverse voices and experiences thrive.

For returners, career coaching provides clarity, direction, and confidence to tackle career reentry challenges while also facilitating knowledge transfer to ensure skill and knowledge alignment with current industry standards. By setting defined goals, returners can build a successful career path and experience personal development.

For advisors, it offers the rewarding experience of sharing expertise and contributing to the growth of others, enhancing the overall guidance benefit. This exchange of insights and support helps foster skill and knowledge development, creating a culture of continuous learning.

Guidance also drives organizational growth by fostering collaboration, innovation, and a sense of community. It helps build a workplace where individuals feel supported and motivated to achieve their full potential through formal coaching that addresses both short-term goals and long-term career success.

Our employees serve as mentors, strengthening mentoring relationships and cultivating an environment that values both professional and personal growth.

Looking Ahead: Strengthening Our Initiatives

As we look to the future, WBW and Akraya remain committed to expanding and evolving our mentorship efforts. WBW’s Power Hour sessions will continue to address the most pressing challenges faced by returners, while Akraya will further integrate mentorship into its organizational practices.

Mentorship at WBW and Akraya is more than a program—it’s a philosophy that drives everything we do. We are shaping a brighter, more inclusive professional future by empowering individuals, building confidence, and creating opportunities.

Together, we are redefining career reentry through mentorship, turning challenges into opportunities and aspirations into achievements.

Are you ready to redefine career reentry or optimize your workforce strategy?

Connect with Women Back to Work (WBW). We specialize in empowering career returners by providing the support and resources they need to enter the workforce confidently.

Partner with Akraya – We help businesses build agile, high-performing teams through customized talent acquisition and staffing solutions that meet today’s workforce needs.

Let’s create opportunities, drive growth, and shape a more inclusive professional landscape together.

The Symphony of Inclusion

The Symphony of Inclusion

By Pamela Banerjee, PMP, CCWP, CCWP-SOW

Head of Diversity Solution, Vice President, Strategic Relations – External Workforce Solutions Expert

December 13, 2024

It begins, as all great stories do, in silence.

Nine years ago, when we first envisioned Women Back to Work, we stepped into a space fraught with hesitation and unspoken doubts. Society was quick to file certain people away—brilliant minds reduced to the shadow of “what once was.” Women who had pressed pause on their careers for family, caregiving, or personal battles, were told the world had moved on without them. Their skills were outdated, their relevance questioned.

The silence was deafening.

But then came the whispers. A woman nervously dialed into her first interview in years. A hiring manager hesitated but chose to take a chance. A team, skeptical at first, began to see the spark of brilliance reigniting before their very eyes. The whispers grew louder, and they carried with them the sound of something extraordinary: possibility.

The First Notes of Change

When we launched our mission, we didn’t know if the world was ready for it. We only knew that it was necessary. Over the years, we’ve been the unseen conductors of an orchestra of second chances. And what a symphony it has been.

Imagine a woman who spent years managing the chaos of a household, reentering a boardroom with confidence she’d long forgotten. Picture the mother, once told she was “just a stay-at-home mom,” now engineering solutions for a Fortune 500 company. Consider the manager who doubted the value of returners but found his team’s most innovative idea came from the woman he almost didn’t hire.

These stories weren’t just inspiring—they were seismic. They changed everything we thought we knew about talent, inclusion, and innovation.

The Quiet Courage of the Overlooked

There’s a peculiar beauty in the overlooked. It’s a beauty borne of resilience, of strength honed in silence. These women—returners—have carried the weight of their dreams quietly. Their courage isn’t loud or boastful. It’s the kind that shows up day after day, whether the world notices or not.

I remember one returner telling me, “I don’t want special treatment. I just want to prove I’m worth it.” That’s the thing about returners—they don’t ask for handouts. They bring value that often goes unnoticed until it lights up a room.

For nine years, we’ve had the privilege of watching these sparks catch fire. They’ve not only reignited careers—they’ve ignited innovation. Companies have shifted from asking “Why her?” to “How can we find more like her?”

The Crescendo

And now, here we stand, on the edge of something extraordinary. As we embark on our 10th year, the air is electric with anticipation.

This milestone is more than a marker of time—it’s a testament to the lives we’ve touched and the lives yet to be changed. The world is beginning to listen. Slowly, but surely, the whispers have become a crescendo.

But there’s still work to do.

Inclusion isn’t about grand gestures—it’s about choices. It’s the decision to see potential where others see gaps. It’s the courage to bet on people whose stories don’t fit the mold. It’s the belief that diversity isn’t just a buzzword; it’s the lifeblood of innovation.

The Call to Action

And so, dear reader, I ask you: What role will you play in this symphony?

Perhaps you’re a hiring manager who could take a chance on someone who doesn’t fit the usual script. Perhaps you’re a leader who could champion a returner program within your organization. Or perhaps you’re someone who can simply tell a story—a story of inclusion, of innovation, of second chances.

Whatever your role, know this: The smallest actions create the biggest ripples. One returner hired. One door opened. One voice amplified.

The Dawn of a New Era

As we step into our 10th year, we’re not just celebrating what’s been achieved. We’re lighting the path forward.

This next chapter isn’t just about us—it’s about you. It’s about the companies ready to lead with courage, the leaders ready to embrace new perspectives, and the returners waiting for their chance to shine.

Together, we’ve shown what’s possible. Now, let’s make the impossible inevitable.

The symphony is playing, louder and more beautiful than ever. Will you join us for the next movement?

With gratitude and hope,

Head of Diversity Solution

Women Back to Work

SPREADING HOLIDAY CHEER:

WBW and Akraya’s Commitment to Giving Back

The holiday season is upon us—a time for gratitude, joy, and spreading a little cheer. At Women Back to Work (WBW) and Akraya, we embrace the season with open hearts and a commitment to making a meaningful difference. This time of year is not just about celebrating achievements but also about uplifting others and empowering them to reach their full potential. It’s the perfect time to reflect on our core values and give back to those who need it most.

🎶 “It’s the most wonderful time of the year…” 🎶

And for us, this “wonderful time” is more than just cozy gatherings or festive treats. It’s a time to lean into our core value of giving back, which we’ve embraced internally for over 2 decades. This value shapes everything we do at WBW and Akraya, reminding us that our mission goes beyond work—empowering others, especially returners, and creating opportunities that lead to meaningful change.

Empowering Returners: A Gift That Lasts Beyond the Holidays

As part of our annual tradition of giving back, we’ve created a unique initiative to support our returners. We know that first impressions count, and in today’s digital world, your LinkedIn profile picture is often your first opportunity to shine. That’s why we’re offering free professional photoshoots to help our returners create standout profiles that reflect their skills, experience, and confidence.

This isn’t just about photos—it’s about giving our returners the tools they need to succeed, the confidence to step back into the workforce, and the opportunity to be seen by potential employers. By giving back, we’re not just providing a headshot—we’re providing a gateway to new opportunities. After all, “A picture is worth a thousand words,” and we believe every returner deserves to have a picture that tells their story beautifully.

Holiday Giving at Its Best: More Than Just Gifts

The spirit of the season is alive at Akraya. Every year, we choose a theme to guide us through Q4, and this year, like every year, the theme has been “Give Back.” Whether it’s through supporting our teams, engaging with our communities, or working to empower those who need it most, our goal is to make a lasting impact that goes beyond the holidays.

This year, we’ve taken extra steps to give back to those around us—whether it’s through words of appreciation, supporting local community services, or continuing to champion diversity, equity, and inclusion. As the year draws to a close, we find ourselves filled with gratitude for the incredible people and partners who continue to join us on this journey.

🎶 “Have yourself a merry little Christmas…” 🎶

As we reflect on our achievements and challenges from the past year, we’re reminded that there is always more work to be done. But that doesn’t mean we can’t take a moment to celebrate our growth and all the lives we’ve touched—both inside and outside of Akraya.

Looking Ahead: Giving Back in 2024 and Beyond

Looking ahead, we’re committed to continuing our efforts to give back, empower returners, and create opportunities for those who have taken a break from their careers. This holiday season, as we gather with family and friends, we’re also reflecting on how we can create even more impactful programs to help our communities, clients, and teams thrive in the year to come.

As “Chestnuts roasting on an open fire” bring warmth to our hearts, we know that our efforts to give back are just beginning. We can’t wait to continue this journey with all of you.

Wishing You a Bright and Joyful Holiday Season

From all of us at Akraya and WBW, we wish you a holiday season filled with joy, peace, and meaningful connections. As we close out another year, we’re reminded that the greatest gift we can give is the gift of empowerment. Whether through professional headshots, mentorship, or community involvement, we’re proud to stand together, giving back to those who need it most.

Cheers to a wonderful season and a brighter year ahead! ✨

Empowering Careers Through Connection and Growth: WBW Power Hour 2024

For over a decade, Akraya’s Women Back to Work (WBW) has proudly hosted the Power Hour, a virtual event that bridges borders and inspires career comebacks. This signature program reflects our unwavering commitment to empowering returners through mentoring, knowledge-sharing, and skill-building. Participants worldwide—including the UK, India, Ukraine, Spain, and Iran—gather to gain the tools and confidence needed to restart fulfilling careers.

Why Power Hour Matters

The purpose of Power Hour is clear: to empower returners on their journey back to the workforce by providing essential support, mentoring, and career guidance at no cost. This program, created with an unwavering commitment to accessibility, allows returners to connect with industry experts and benefit from mentorship that enhances their skills, confidence, and career readiness. Power Hour or PH is more than just a weekly event —it’s a safe space where returners can explore growth opportunities, ask questions, and learn from those who have successfully navigated their professional paths. Each session is designed to provide tangible takeaways for career growth while offering a supportive community that champions their success.

Returners gain invaluable insights into their readiness to reenter the workforce through regular check-ins. By understanding their mindset and level of upskilling, we can tailor our support to ensure they are fully prepared to triumphantly return to their careers.

Here’s Why Your Organization Should Be Part of This Impact:

• Expand Your Talent Pool: Engage with skilled returners who are eager to re-enter the workforce and make a meaningful impact.
• Build Brand Equity: Showcase your commitment to diversity, equity, and inclusion by supporting initiatives that empower career growth.
• Connect with Experts: Collaborate with leaders and innovators who share your vision of a more inclusive workforce.

Highlights from This Year’s Power Hour

This year’s Power Hour tackled critical skills and insights needed in today’s job market. From mastering job search strategies to industry-specific workshops, every session empowered participant to reimagine their career potential.

• The Job Hunt Masterclass with Meena Meyyappan
• WBW Leadership Workshop with Veronica Taylor
• From Data to Data Science with Amitha Krishnappa
• Santa Clara County Returnship Program
• Careers in UX: “Your Comeback Starts Here with Kelly Rader
• Cybersecurity Comeback featuring industry leader Ronit Polak
• WBW x JPMorgan Chase: Financial Literacy – Women as Wealth Creators
• Network & Shine: Networking Essentials with Nehal Mehta
• Mastering QA: A Special Session with Nandini Srinivasan
• Unlocking Product Success Secrets by Visa Product Leader, Nidhi Wadmark
• Ace Your Next Product Management Interview with Cisco’s Senior Product Manager, Amith Ronad
• Hiring Insights for Returners with Srikanth Ranganamyna, a seasoned Engineering Leader at Meta
• Ignite your Inner power, firing up Confidence from Within with Chuck Siu VP at Anaplan.

Additionally, we were thrilled to host insightful sessions like a LinkedIn Live and a Fireside Chat featuring Hannah Gordon and our very own Sonu Ratra. These discussions provided our returners with industry insights, inspiration, and a glimpse into the paths of successful professionals. Notably, our very own Akraya and WBW team members also took center stage as speakers and panelists, contributing invaluable perspectives and demonstrating our organization’s deep commitment to career empowerment.

A Special Thanks to Our Community

As we conclude another successful year, we thank our community of speakers, mentors, and returners. Your trust, commitment, and insights continue to drive the extraordinary impact of Power Hour.

If you’re looking to make a difference and connect with incredible talent, let’s explore how your organization can join WBW in empowering careers through connection and growth.

Looking Forward to the Next Chapter

We’re excited to wrap up this year’s Power Hour in the spirit of the holidays, ending on a reflective note with sessions on meditation and mindfulness. As we look to the future, WBW remains committed to creating meaningful opportunities, fostering growth, and building a supportive community for returners.  The journey doesn’t stop here. As we plan for 2025, we invite you to collaborate, contribute, and make Power Hour an even greater success. Let’s continue to build a future where every returner can achieve their career goals with confidence.

Hiring Trends 2025: Akraya & WBW Shaping the Future

As we look forward to 2025, the hiring landscape is marked by significant transformations in recruitment practices, technologies, and approaches to talent acquisition. At Akraya, we’re not just adapting to these trends; we’re actively shaping the future of recruiting. Alongside our Women Back to Work (WBW) initiative, we’re committed to creating pathways that support job seekers and empower companies to strengthen their employer brand. Together, Akraya and WBW are redefining the job market with a focus on inclusivity, skill-based assessments, and strategic use of AI-powered recruitment tools that create a future-ready, adaptable workforce.

– Purpose-Driven Remote Work Models

The adoption of remote work has evolved significantly, with companies in 2025 refining remote work setups to optimize productivity and flexibility. For WBW, this shift is a powerful enabler for women, particularly those balancing caregiving responsibilities, to access the job market with fewer constraints. WBW champions remote work opportunities, providing pathways for women returners to reenter the workforce confidently. Akraya, meanwhile, partners with companies to implement remote work solutions that align with productivity goals and support a robust employer brand, attracting diverse talent who value balance. Together, we empower recruiting teams to access geographically diverse, high-opportunity talent pools eager for flexible work options.

– Skills-First Hiring on the Rise

Skills-first hiring is a prominent trend in 2025, with employers placing less emphasis on traditional qualifications and more on demonstrated skills. A recent report from the Burning Glass Institute reveals that, from 2014 to 2024, the annual number of job postings removing degree requirements has increased fourfold. LinkedIn data also indicates that, over the past few years, the number of employers prioritizing skills over degrees has doubled.

This shift enables women with career gaps, especially those in WBW, to reenter the labor market with their skills front and center. Through WBW, we prepare returners with up-to-date skills, while Akraya partners with companies to implement skills-first hiring approaches that broaden access to qualified candidates. AI-powered recruitment tools support this trend by quickly analyzing job descriptions and matching them with candidates whose skills meet the demands, creating an efficient, fair recruiting process.

– Enhanced Focus on Diversity, Equity, and Inclusion (DEI)

As DEI continues to be a cornerstone of successful hiring, companies are increasingly recognizing the value of inclusive talent acquisition practices. Akraya’s commitment to DEI helps clients build inclusive workplaces where diversity fuels innovation and creativity. WBW takes this further by connecting companies with a unique talent pool of women returning to work, reinforcing an employer brand rooted in inclusivity. This partnership builds recruiting teams that champion diversity not only as a metric but as an integral part of the company culture, delivering candidate experiences that are inclusive and equitable across the board.

– AI-Enhanced Recruitment with a Human Element

AI-powered recruitment tools have transformed the recruiting process, making it faster and more precise, particularly in the early stages of job posting and candidate screening. Akraya employs AI to streamline recruitment workflows, helping companies efficiently identify and engage with high-op talent, while WBW ensures these tools support a human-centered approach to connecting women returners with meaningful opportunities. By blending technology with personal engagement, Akraya and WBW are redefining talent acquisition to be both high-tech and deeply personal, improving candidate experiences and ensuring that skilled individuals aren’t overlooked by automated processes alone.

– Workplace Culture and Well-Being as Key Differentiators

In the competitive labor market of 2025, workplace culture and employee well-being have become crucial differentiators. Job seekers are prioritizing employers who foster supportive, values-driven work environments. Akraya works with companies to create environments that nurture well-being and psychological safety, elements that strengthen the employer brand. WBW reinforces this by advocating for workplaces where women returners, particularly those balancing caregiving, can thrive. By helping clients prioritize wellness and inclusivity, Akraya and WBW attract candidates who seek more than just a job—they seek a supportive, balanced career.

– Returnship Programs as a Standard Pathway

Returnship programs have become a mainstream approach to bring skilled professionals with career gaps back into the workforce. WBW pioneered returnship programs that empower women reentering their careers by providing structured, supportive pathways to long-term employment. Akraya, in partnership with WBW, collaborates with companies to design returnship programs tailored to meet both productivity and diversity goals. These programs support recruiting teams in accessing a previously untapped talent pool of highly motivated, qualified candidates who bring unique perspectives and valuable skills.

The Expanding Gig Economy and Flexible Work Opportunities

The growth of the gig economy offers companies the flexibility to engage talent on a project or contract basis, appealing to women balancing other responsibilities. Akraya actively partners with companies to integrate gig roles into their hiring strategies, while WBW helps women returners find these flexible opportunities. By promoting adaptable, temporary roles, Akraya and WBW enable companies to build agile, diverse teams that align with changing business demands, creating a recruiting process that supports long-term success in a fluid job market.

– Navigating Economic and Geopolitical Shifts in Hiring

Global economic shifts and geopolitical events continue to affect the hiring landscape, driving companies to seek resilient, adaptable employees. Akraya’s strategic talent acquisition approach helps clients build teams that are prepared for market changes and challenges. WBW complements this by offering employers a pipeline of seasoned women returners, skilled in problem-solving and equipped to thrive in unpredictable environments. By matching talented professionals with forward-thinking companies, Akraya and WBW help employers adapt to both risks and opportunities, strengthening their recruitment strategy and ensuring resilience in any market condition.

Embracing the Future of Hiring with Akraya and WBW

As hiring trends continue to evolve, Akraya and WBW are dedicated to empowering both companies and job seekers to navigate these changes confidently. For Akraya, the future of recruiting is about supporting organizations in building adaptable, diverse teams. For WBW, it’s about helping women returners reenter the workforce with purpose and pride. Together, we’re shaping a job market that champions flexibility, inclusion, and opportunity.

Ready to Shape the Future of Work?

• For Companies: Partner with Akraya and WBW to advance your talent acquisition strategy for 2025. Contact us today to explore tailored solutions that will elevate your recruitment efforts and build a future-ready workforce.
• For Job Seekers: If you’re a woman ready to return to work, WBW is here to support you. Connect with us to explore returnship programs, upskilling resources, and a supportive community.

Join us as we drive forward a hiring landscape that values diversity, adaptability, and opportunity for all.

Akraya Diwali Celebration: Illuminating Pathways for Returners

This Diwali, the Akraya office was transformed into a vibrant hub of connection and celebration as Women Back to Work (WBW) organized a spectacular event that brought together returners, clients, and team members. With 35-40 attendees, including 10 returners, the event was more than just a festival—it was a powerful reminder of WBW’s commitment to helping women reignite their careers after time away from the workforce.

As part of Akraya’s unwavering support for WBW’s mission, this celebration showcased the impact of community-driven initiatives that empower women to navigate their return-to-work journeys. The joy of Diwali, symbolizing new beginnings and the triumph of light over darkness, perfectly paralleled the stories of these returners embarking on the next chapter of their careers.

Returners’ Reflections: The Power of Support and Community

The returners in attendance shared their experiences, offering insights into the impact of WBW’s efforts. One returner expressed their gratitude for the event’s focus on fostering connections and creating opportunities:

“The Diwali event was a fantastic opportunity to network with inspiring professionals and fellow returners. A huge thanks to the team for organizing such a meaningful event that brought together the WBW team, returners, and clients. It truly underscored the importance of supporting women as they return to the workforce.” — Iswarya Narayanan via LinkedIn.

For another returner, the event marked an important milestone in their career journey:

“Diwali, the festival of lights, signifies new beginnings, which is exactly what this event offered me. As I started my job search after a recent role elimination, the Diwali lunch hosted by WBW and Akraya came at the perfect time. It was a great opportunity to meet the WBW team and learn about new career openings. Special thanks to the entire WBW and Akraya teams for making this event such a success!” — Ramya Prabhakar via LinkedIn.

One returner shared: “The Diwali-themed networking event created a strong sense of connection among professionals from various fields, all focused on reigniting their careers. I thoroughly enjoyed meeting the WBW and Akraya teams, and their insights on the industry’s challenges and opportunities were incredibly valuable.” — Ashwini Gujalwar via LinkedIn.

The festive atmosphere brought warmth and light to the conversations, as one returner noted: “It’s gatherings like these that remind us of the power of community and support. Thank you to WBW and Akraya for organizing this wonderful platform, and a special shout-out to my fellow returners for sharing your inspiring stories and learning experiences.” — Priyadharshni Aruchami via LinkedIn.

Empowering Women: Building Bridges for the Future

The Diwali event was more than a celebration—it served as a platform for meaningful conversations and new opportunities. Executive leaders from companies like Cisco, Albertsons, eBay, Palo Alto Networks, Block Inc, BioMarin and Broadcom added depth to the evening, making it both engaging and insightful. Attendees indulged in a delicious spread and enjoyed the mehndi booth, which brought a unique and personal touch to the festivities while sparking valuable discussions.

Akraya’s team took time to connect with returners, offering expert guidance and support. The warm and inclusive atmosphere helped foster strong connections between returners and industry professionals, paving the way for innovative ideas and diverse solutions. At WBW, we are dedicated to helping our clients build inclusive, forward-thinking workforces that thrive on diversity and collaboration. We believe that inclusion leads to more targeted solutions and diverse perspectives, helping our clients build truly inclusive workforces.

As we look ahead, we invite you to stay connected with WBW for more opportunities to engage with our returners and be part of this empowering journey. Together, WBW and Akraya are lighting the path forward, one opportunity at a time. The world does better when inclusion is prioritized.

Career Advancement: Overcoming the Broken Rung in the Workplace

In recent years, the conversation around fairness and equal opportunity in the workplace has gained considerable momentum, with organizations increasingly recognizing the need to address systemic disparities. One of the most significant barriers to career advancement, however, remains the “broken rung.” This metaphor refers to the gap that exists at the very first step up from entry-level roles to managerial positions. It’s a crucial yet often overlooked obstacle that has long hindered the upward mobility of many employees, especially those from underrepresented backgrounds.

In 2024, with a renewed focus on diversity, inclusion, and fairness, the broken rung is receiving more attention than ever. Understanding and addressing this issue is key to achieving a more balanced representation in leadership positions. This blog explores the broken rung, its impact on career progression, and how both organizations and individuals can work to fix it.

What Is the Broken Rung?

The “broken rung” refers to the disproportionate lack of opportunities for underrepresented groups, particularly women and people of colour, to be promoted from entry-level roles into their first managerial positions. Research from McKinsey’s Women in the Workplace report highlights this issue, showing that for every 100 men promoted to manager, only 87 women receive the same promotion. The gap is even wider for women of colour, with just 82 Latina women and 79 Black women promoted.

This disparity at the first step up to management creates a ripple effect throughout the rest of the corporate hierarchy. Because fewer underrepresented groups are promoted into managerial roles, fewer individuals are available for subsequent promotions to higher leadership positions, such as directors, vice presidents, and C-suite executives. As a result, the leadership pipeline remains predominantly uniform, perpetuating the imbalance in senior roles.

The Impact of the Broken Rung

The broken rung has far-reaching implications not just for the career progression of underrepresented groups but also for organizations seeking to build diverse and inclusive leadership teams. Here are some of the key ways the broken rung impacts both employees and companies:

1. Stifling Career Growth: The broken rung limits opportunities for employees to gain essential management experience, which is critical for advancing to higher leadership roles. Without this experience, individuals face greater difficulty competing for promotions to senior positions. Over time, this gap contributes to the underrepresentation of diverse leadership.
2. Widening the Compensation Gap: Promotions to managerial roles often come with higher salaries and bonuses, and the broken rung directly contributes to income disparities. Those who are not promoted miss out on the financial rewards associated with leadership roles, widening income inequality over the course of their careers.
3. Undermining Diversity in Leadership: Diverse leadership teams are known to drive better business outcomes, including increased innovation, improved decision-making, and stronger financial performance. However, the broken rung prevents many organizations from cultivating diverse leadership pipelines, leading to a lack of representation at the top. This stifles creativity and weakens the talent pool.
4. Negative Impact on Workplace Culture: When certain groups, especially women and people of color, are consistently overlooked for promotions, it sends a message that the organization may not prioritize equal opportunities for all. This can lead to disengagement, lower morale, and higher turnover rates among employees from underrepresented backgrounds. Additionally, it reinforces stereotypes about who is “fit” for leadership.

Why Is the Broken Rung Still a Problem?

Despite growing awareness of the need for diversity and inclusion in the workplace, the broken rung persists for several reasons:

1. Unconscious Bias: Bias, both conscious and unconscious, continues to influence promotion decisions. Managers may be more likely to promote individuals who share their background, interests, or experiences, which often disadvantages those from different or underrepresented backgrounds. Stereotypes about leadership qualities—such as assertiveness, confidence, and decisiveness—are often associated with certain demographics, making it harder for others to be viewed as leadership material.
2. Lack of Sponsorship and Mentorship: Employees from underrepresented groups are less likely to have sponsors—senior leaders who advocate for their advancement and help them navigate the corporate landscape. While mentorship is important, sponsorship is crucial for career advancement because it involves direct advocacy for promotions and high-visibility opportunities. Without strong sponsorship, many individuals find it harder to break through the broken rung.
3. Inadequate Leadership Development Programs: Many organizations fail to provide adequate leadership development programs that are accessible and inclusive. Even when such programs exist, they may not be designed to address the specific challenges faced by underrepresented groups. As a result, individuals may not receive the training, coaching, and support they need to prepare for managerial roles.
4. Work-Life Balance Challenges: The demands of balancing work and personal life can also contribute to the broken rung. Individuals with caregiving responsibilities, often women, may be perceived as less committed to their careers or may face greater challenges in pursuing promotions due to rigid workplace structures. This is exacerbated by the fact that women often bear a disproportionate share of household and caregiving duties.

Fixing the Broken Rung: What Can Be Done?

Addressing the broken rung requires a concerted effort from both organizations and individuals. Here are some strategies to help fix this critical barrier to career advancement:

1. Implement Bias Training: Companies must invest in unconscious bias training for managers involved in promotion decisions. This training should focus on recognizing and mitigating biases that may disadvantage underrepresented groups. Regular evaluations of promotion practices can help ensure that decisions are based on merit rather than stereotypes.
2. Create Clear, Transparent Promotion Pathways: Organizations should establish clear criteria for promotions and ensure that all employees have equal access to development opportunities. This includes setting specific goals for increasing the number of underrepresented groups in managerial roles. Regular audits of promotion data can help identify disparities and drive accountability.
3. Expand Leadership Development and Sponsorship Programs: Leadership development programs must be designed with inclusivity in mind, offering employees from underrepresented groups the tools, training, and resources they need to advance. Sponsorship programs should also be expanded to ensure that high-potential employees are paired with senior leaders who can advocate for their promotion.
4. Promote Work-Life Balance: Companies can help address work-life balance challenges by offering flexible work arrangements, parental leave policies, and support for caregivers. This ensures that individuals are not penalized for fulfilling family responsibilities and are given equal opportunities to advance in their careers.
5. Hold Leaders Accountable: Senior leaders must be held accountable for closing the broken rung. This includes setting diversity goals, tracking progress, and tying leadership performance evaluations to DEI outcomes. By holding leaders responsible for creating more inclusive promotion practices, organizations can drive meaningful change.

The broken rung is one of the most significant yet underrecognized barriers to career advancement and balanced leadership in the workplace. In 2024, with a heightened focus on diversity, inclusion, and fairness, there is an unprecedented opportunity to fix this systemic issue. By addressing unconscious bias, creating transparent promotion pathways, and expanding leadership development programs, organizations can help more employees advance into leadership roles, creating a more balanced and inclusive leadership pipeline.

Fixing the broken rung isn’t just about advancing underrepresented groups—it’s about building stronger, more diverse leadership teams that drive innovation, engagement, and success for the entire organization.

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Why Mental Wellness is Key to Employee Productivity in 2024

Towards the end 2024, workplace well-being has become a key focus for organizations that understand the strong link between mental wellness, employee productivity, and business success.

As we move forward from the challenges of recent years, leaders are placing a greater emphasis on the mental health of their workforce, recognizing that a healthier workforce leads to better performance.

This shift is especially crucial for those who experienced higher levels of burnout in early 2024, particularly among individuals juggling multiple responsibilities. As organizations invest in combating burnout, they are fostering environments where everyone can thrive and boost employee productivity.

The 2024 Landscape: A Year of Challenges

In 2024, burnout rates were concerning, with many people reporting feeling overwhelmed and fatigued. Among these groups, some experienced higher levels of burnout due to the additional pressures of balancing work, caregiving, and other responsibilities. Burnout rates revealed a stark reality: a significant portion of the workforce faced mental health challenges that affected not only personal well-being but also job performance and engagement.

Burnout is not just a personal issue; it is a workplace challenge that can negatively impact an organization. When employees experience burnout, it often results in lower productivity, decreased engagement, and higher turnover. This creates long-term consequences for companies that do not address mental wellness. As a result, more organizations are realizing that supporting mental health is essential to maintaining a productive and engaged workforce.

In 2024, company leaders are increasingly linking mental wellness with enhanced productivity and business outcomes. They’re dedicating resources to combat burnout and fostering a continuous dialogue around mental health in the workplace.

According to a report by Gallup, It is beneficial for those who experienced higher levels of burnout in 2023, with rates of 33% compared to 25% for their  male counterparts. Employers are now offering more support, helping individuals manage fatigue and stress, while encouraging healthy work-life practices that promote long-term well-being and resilience.

The Good News: Mental Wellness is a Business Priority in 2025

As we move towards the end of 2024, mental wellness has shifted to the forefront of workplace conversations. Companies are increasingly recognizing that investing in employee mental health is key to maintaining productivity and fostering a positive work environment. Leaders are putting more resources into mental health programs, flexible work policies, and initiatives aimed at reducing burnout. These efforts signal a growing understanding that a healthier, more resilient workforce benefits both individuals and the overall organization.

This focus on mental health is particularly important for those who previously faced additional stress and burnout. With more organizations offering mental health resources, employees can now access support systems that help them manage fatigue, reduce overwhelm, and maintain healthier work-life habits. This shift is transforming workplaces into environments where mental wellness is prioritized, fostering a culture where open discussions about mental health are encouraged.

Leveraging 2024 Leadership Trends for Well-Being

The trends emerging in 2024 offer opportunities for employees to take advantage of new workplace policies that prioritize well-being, leadership development, and equity. As companies acknowledge the importance of mental wellness in driving productivity, they are also recognizing the need for diverse leadership and the value of a more inclusive workforce. Here are a few ways employees can capitalize on these leadership and well-being trends in the year ahead:

Advocating for Equal Pay and Leadership Opportunities: With an increased focus on workplace equity, 2025 could see more individuals advancing into leadership roles with fair compensation. The push for diversity and inclusion in leadership positions offers opportunities to advocate for equal pay and recognition. As companies become more aware of the barriers that have kept marginalized groups from leadership roles, the chance to challenge these norms is growing.

Maximizing Flexibility and Work-Life Balance: In response to widespread burnout, many companies are offering flexible work arrangements, recognizing that employees benefit from more autonomy over their schedules. This trend can help individuals manage both their professional and personal responsibilities more effectively. By advocating for flexible hours or remote work, employees can reduce stress, prevent burnout, and find a more sustainable work-life balance.

Engaging with Workplace Wellness Programs: Companies are increasingly investing in well-being programs that support mental health, including counselling services, mindfulness workshops, and fitness initiatives. Employees can make the most of these resources to manage stress, build resilience, and maintain a healthy lifestyle. Participation in these programs can also help foster a sense of community and belonging within the workplace, which is essential for preventing feelings of isolation and burnout.

Learning from 2024 to Prepare for 2025

Reflecting on the challenges of 2024 provides valuable insights into how employees can better prepare for the future. Many workers faced significant mental health challenges, leading to increased burnout and stress. However, these challenges also sparked important conversations about the need for more supportive, inclusive workplaces. Companies are now responding with enhanced well-being initiatives and a renewed commitment to diversity, equity, and inclusion.

For those looking to navigate these changes, resources like the McKinsey’s Women in the Workplace offer valuable insights into how to overcome burnout and advocate for oneself in the evolving landscape.

The “broken rung” continues to be a major obstacle to career advancement, particularly for women of color. This systemic barrier, often seen at the first step up to management roles, limits access to leadership opportunities and perpetuates gender and racial disparities in the workplace.

In 2024, as companies focus on well-being and equity, addressing this challenge is critical. By breaking this cycle, organizations can ensure that women, especially women of color, have equal opportunities for growth, positioning them for leadership roles in supportive environments that prioritize mental wellness and work-life balance.

The Year Ahead: A Future of Opportunity

Looking ahead to 2025, there are promising trends on the horizon. Mental wellness is now being recognized as an integral part of business strategy, and companies are more committed than ever to supporting their employees’ well-being. This focus on mental health is expected to lead to a more engaged and productive workforce, benefiting both individuals and organizations.

For employees, the year ahead presents an opportunity to take advantage of new workplace policies that promote flexibility, leadership, and personal well-being. With organizations investing in mental health and equity, there is room for growth, advancement, and better work-life balance. Employees who stay informed about these trends and take proactive steps to engage with workplace well-being programs will be well-positioned to succeed in 2025.

In conclusion, workplace well-being will play a pivotal role in shaping the future of work in 2025. As mental health continues to be integrated into business strategies, companies are recognizing that supporting their employees’ well-being is crucial to their long-term success. For workers, this creates an environment where burnout can be addressed, and career growth can be pursued with confidence, supported by a healthier, more inclusive workplace culture.

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Winning the Talent War with Employer Branding Strategies

In today’s increasingly competitive job market, employer branding has become a crucial differentiator for organizations seeking to attract and retain top talent. With more companies recognizing the importance of building a strong employer brand, the competition for highly skilled employees is at an all-time high. In this blog, we will explore what employer branding is, why it matters, and how staffing agencies can leverage it to help their clients stand out in a crowded market.

What is Employer Branding?

Employer branding refers to a company’s reputation as an employer and its value proposition to employees. It is essentially how an organization presents itself to both current employees and prospective candidates. While traditional branding focuses on how customers perceive a company, employer branding is all about how potential hires view the organization as a place to work. It encompasses a company’s mission, values, culture, work environment, and employee benefits, as well as the way it communicates these attributes to the outside world.

In the digital age, where employees and job seekers have access to a wealth of information through social media, review platforms like Glassdoor, and professional networks such as LinkedIn, maintaining a strong employer brand is critical. A positive employer brand can significantly impact the quality of talent that a company attracts and its ability to retain employees.

Why Employer Branding Matters

Attracting Top Talent

A strong employer brand makes a company more attractive to potential employees. In a competitive job market where highly, skilled professionals often have multiple options, job seekers are more likely to gravitate toward companies with a positive reputation as employers. Candidates want to know what makes your organization unique, what values you stand for, and how you treat your employees. A well-defined employer brand communicates these messages and sets your company apart from the competition.

In addition, a company with a great employer brand is likely to receive more applications from high-quality candidates. When top talent perceives an organization as a desirable place to work, they are more inclined to apply for job openings and may even proactively seek out opportunities to join the company.

A Harvard Business Review study found that 76% of candidates prioritize learning about a company’s team culture and values before deciding to accept a job offer.

Improving Employee Retention

Employer branding doesn’t just attract talent; it also plays a significant role in retaining existing employees. A strong employer brand fosters a sense of pride and belonging among employees. When employees feel that they are working for a company with a great reputation, they are more likely to stay and remain engaged in their work.

High employee turnover can be costly for organizations, both in terms of time and resources. By cultivating a positive employer brand, companies can create a workplace where employees feel valued, supported, and aligned with the company’s mission and values. This leads to higher job satisfaction, improved employee loyalty, and ultimately lower turnover rates.

Building Trust and Credibility

In today’s transparent world, trust and credibility are paramount. Job seekers often rely on peer reviews, testimonials, and word-of-mouth recommendations when evaluating potential employers. A strong employer brand that reflects positive experiences from current and former employees builds trust with prospective hires. It signals to candidates that the company is trustworthy, values its employees, and offers a supportive work environment.

Conversely, a negative employer brand can harm a company’s ability to attract talent. If employees or former employees leave negative reviews online, it can deter potential candidates from applying. Therefore, companies must be proactive in managing their employer brand and addressing any issues that could damage their reputation.

A study by Randstad found that 89% of HR leaders believe that having a strong employer brand provides a competitive edge in attracting top talent.

Enhancing Corporate Culture

A strong employer brand goes hand in hand with a positive corporate culture. When an organization’s values and culture are clearly communicated through its employer brand, it attracts candidates who share those values. This alignment leads to a more cohesive and motivated workforce, as employees are more likely to be engaged when they feel connected to the company’s mission and purpose.

Additionally, a well-established employer brand encourages collaboration and a sense of community within the organization. Employees who are proud of their company’s reputation are more likely to work together effectively, contributing to a healthier and more productive work environment.

How Staffing Agencies Can Leverage Employer Branding

Staffing agencies play a crucial role in helping their clients attract and hire top talent. By understanding and promoting the importance of employer branding, staffing agencies can provide added value to their clients and position themselves as strategic partners in the hiring process.

Collaborate on Brand Messaging

Staffing agencies can work closely with their clients to develop and communicate a compelling employer brand. This involves understanding the client’s company culture, values, and employee benefits and incorporating these elements into the job descriptions and recruitment materials. Agencies can also advise clients on how to highlight their unique value proposition to candidates, ensuring that the brand messaging resonates with top talent.

Leverage Digital Platforms

In today’s digital-first world, staffing agencies should help their clients build a strong online presence. This includes ensuring that the client’s employer brand is well-represented on social media, job boards, and professional networks. Agencies can also encourage clients to maintain active profiles on platforms like Glassdoor and LinkedIn, where potential candidates often research companies before applying.

Focus on Employee Testimonials

Employee testimonials and success stories are powerful tools for building an employer brand. Staffing agencies can encourage their clients to collect and share positive feedback from current employees. Highlighting the experiences of satisfied employees can create an emotional connection with candidates and build trust.

Monitor and Manage Brand Perception

Staffing agencies should also help clients monitor their employer brand perception through online reviews and social media mentions. By regularly reviewing feedback and addressing any negative comments, agencies can assist clients in maintaining a positive reputation and responding proactively to any issues that may arise.

In today’s competitive job market, employer branding is more important than ever. It serves as a powerful tool for attracting top talent, improving employee retention, and building trust with prospective candidates. Staffing agencies can play a pivotal role in helping their clients develop and enhance their employer brand, ensuring that they remain competitive in a rapidly evolving landscape. By focusing on employer branding, companies can create a strong foundation for long-term success in hiring and employee engagement.

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How Technology is Reshaping Candidate Experience in Staffing

The staffing industry has always relied on human interaction to connect job seekers with employers, but the rise of advanced technology is transforming this process. From AI-powered chatbots to virtual interviews and sophisticated Applicant Tracking Systems (ATS), technology is reshaping the candidate experience and pushing staffing agencies to innovate.

In this industry, hiring expectations and trends have undergone significant changes. As the landscape continues to evolve, it’s crucial for agencies to stay updated on staffing trends to remain competitive and adapt to the shifting market.

According to a study by the Bull, the primary challenges facing recruitment firms today include a limited talent pool (56%), economic uncertainty (33%), and a decline in job openings (28%).

The Rise of AI-Powered Chatbots in Candidate Communication

In the traditional hiring process, candidates often face long waiting periods for responses, unclear instructions, or generic communication. AI-powered chatbots are solving these issues by offering real-time, personalized responses to job seekers. These chatbots can:

Answer Common Queries: Candidates can instantly get answers to FAQs, such as job openings, application status, and company culture, without waiting for a recruiter’s availability.

Guide Through the Application Process: Chatbots streamline the process by directing candidates on how to submit their applications, upload resumes, and even suggest roles based on their qualifications.

24/7 Availability: Unlike human recruiters, chatbots provide round-the-clock availability, ensuring that candidates are always engaged and informed, leading to a smoother, more efficient recruitment experience.

For staffing agencies, using AI chatbots means faster responses, increased candidate engagement, and higher efficiency, all of which lead to a more positive candidate experience.

Virtual Interviews: Enhancing Flexibility and Speed

Virtual interviews have become a staple in modern recruitment, especially in response to the COVID-19 pandemic. With platforms like Zoom, Microsoft Teams, and specialized interview software, staffing agencies can now conduct interviews seamlessly without geographical limitations. The benefits of virtual interviews include:

Convenience for Candidates: Candidates no longer need to travel or take significant time off work to attend interviews. Instead, they can schedule and attend interviews from the comfort of their homes, making the process more flexible.

Faster Time-to-Hire: Virtual interviews eliminate the delays associated with coordinating in-person meetings. Staffing agencies can now interview multiple candidates across time zones within a shorter time frame.

Improved Candidate Screening: Some agencies are leveraging pre-recorded video interviews, where candidates answer pre-set questions on camera. This gives recruiters the flexibility to review interviews at their convenience and assess candidates more thoroughly.

The integration of virtual interviews has streamlined the hiring process, offering a smoother experience for candidates and enabling agencies to make quicker decisions.

Applicant Tracking Systems (ATS): Simplifying Candidate Management

Managing large pools of candidates manually is a cumbersome task. This is where Applicant Tracking Systems (ATS) come into play, revolutionizing how staffing agencies handle candidate applications. An ATS offers several key advantages:

Efficient Resume Screening: An ATS can quickly scan resumes for relevant skills, experience, and qualifications, automatically shortlisting the most suitable candidates. This eliminates the need for manual resume reviews and reduces human bias in the initial screening process.

Seamless Communication: With an ATS, staffing agencies can automate candidate communication, sending emails about job openings, interview schedules, and status updates. Candidates are kept in the loop throughout the hiring process, reducing frustration and uncertainty.

Data-Driven Insights: An ATS collects and organizes data, providing staffing agencies with valuable insights into candidate behaviours, application trends, and hiring success rates. These insights help agencies refine their recruitment strategies, leading to better hiring outcomes.

By integrating ATS into their operations, staffing agencies can significantly enhance the candidate experience by speeding up the recruitment process, improving communication, and making the entire hiring journey more transparent.

How Technology Improves Candidate Experience

With the rapid pace of technological advancements, the staffing industry must adopt digital solutions to stay competitive. Here’s how the aforementioned technologies are improving candidate experiences:

Personalization: AI-driven tools offer a more personalized recruitment journey by recommending job openings tailored to a candidate’s skills and experience, ensuring they are considered for the most relevant positions.

Reduced Time-to-Hire: The integration of chatbots, virtual interviews, and ATS reduces the time candidates spend waiting for responses, leading to faster hiring decisions.

Transparency and Engagement: Automation tools ensure candidates are regularly updated on their application status, keeping them engaged throughout the process. This transparency is essential for maintaining a positive candidate relationship, even if they don’t land the job.

Key Considerations for Staffing Agencies

While technology can greatly enhance the candidate experience, staffing agencies must strike a balance between automation and human touch. Here are some key considerations for staying competitive:

Don’t Replace Human Interaction: While chatbots and automation tools are effective, they should complement, not replace, human recruiters. Candidates still value personal interaction and a recruiter’s insights into a company’s culture and job fit.

Invest in User-Friendly Technology: A seamless and intuitive platform is crucial. Candidates shouldn’t struggle to navigate an ATS or scheduling software, as a poor user experience can drive them away.

Adapt to Remote Work Trends: The future of work is remote and hybrid. Staffing agencies should focus on technologies that allow them to easily place candidates in remote roles, manage virtual interviews, and maintain communication with geographically dispersed candidates.

Provide Continuous Feedback: In an age where candidates expect transparency, agencies must leverage technology to offer regular feedback and insights into a candidate’s standing in the recruitment process. This can enhance the candidate’s experience and increase their chances of returning for future opportunities.

As technology continues to advance, the staffing industry is experiencing a profound shift in how candidates are recruited and engaged. By integrating AI-powered chatbots, virtual interviews, and Applicant Tracking Systems, staffing agencies can enhance the candidate experience, streamline their operations, and reduce time-to-hire. However, while technology can drive efficiency, agencies must also remember to maintain the human element of recruitment, ensuring that candidates feel valued and supported throughout the process.

To remain competitive in the evolving recruitment landscape, staffing agencies must stay ahead of technological trends and continuously refine their strategies to meet the needs of both candidates and employers. By doing so, they can ensure a positive candidate experience that sets them apart from the competition.

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