Finding Common Ground Under the Shade

Gender and Career Journeys in the SUSI Program

By Shagufta Shabbar, Pakistan

As SUSI Scholars, we come from diverse backgrounds and experiences. Yet, during a casual gathering under a tree after a stimulating day of lectures, a powerful conversation emerged amongst a group of female participants. We discovered a shared narrative – a career path interrupted by the demands of family life.  This blog post delves into this shared experience and its impact on our professional trajectories.

The decision to start a family is a deeply personal one, often leading to career breaks for women.  While some re-enter the workforce seamlessly, others face challenges in regaining their previous momentum.  Our conversation revealed a sense of encountering a professional glass ceiling, where our male colleagues, who may not have experienced similar career interruptions, have continued their upward climb. This can manifest in income disparity, limitations on achieving leadership positions, and even potential bias during the hiring process.

It’s important to acknowledge the societal structures that can contribute to this phenomenon.  The onus of childcare often falls disproportionately on women, creating a conflict between career aspirations and family obligations.  Additionally, workplace policies might not adequately support working mothers, making it harder to maintain a balance.

This discussion amongst the SUSI scholars wasn’t meant to be a lament, but rather a recognition of a shared experience.  By acknowledging these challenges, we can begin to explore solutions.  Advocacy for policies that promote work-life balance, mentorship programs for women re-entering the workforce, and dismantling unconscious bias in hiring practices are all crucial steps.

Following this insightful conversation, a few key possibilities emerged:

• Advocacy for Work-Life Balance Policies: We recognized the need to advocate for flexible work arrangements, subsidized childcare options, and parental leave policies that are truly equitable. These measures can significantly ease the burden on working mothers and allow them to maintain career momentum.
• Mentorship Programs for Returning Professionals: Mentorship programs specifically designed for women re-entering the workforce can provide invaluable guidance and support. Connecting with experienced professionals can help women navigate the challenges of re-integration and bridge any skill gaps that may have emerged during their career break.
• Dismantling Unconscious Bias: Unconscious bias in hiring practices can be a significant barrier for women. Promoting unconscious bias training within organizations and implementing standardized hiring processes can help level the playing field and ensure opportunities are awarded based on merit.

The SUSI program, with its focus on leadership and exchange of ideas, has provided us with a platform to share experiences and forge connections.  These conversations not only foster personal growth but also encourage us to work towards a future where women can pursue both fulfilling careers and enriching family lives.