When we talk of leaders, mostly at the top, men outnumber women not because the latter is incapable but because of the many factors that create a difficult path for the women to the top. Here I am not talking of the very fortunate ones, but general trend says that most mid-career women align their career aspirations with that of the changing dynamics of the environment that she is in. Many data, surveys are a testimony to this fact and I am sure you all will agree. Well, I am aware of the adage, “Exceptions are always there”. Probably, that’s why the hope & scope for widening the numbers are high too. I don’t want to be tagged as a feminist, but would definitely like to voice out the reasons why many women take a back-seat after having a good career at the mid-stage or rather unable to make it to the top leadership roles. There are a few who does try to move ahead despite all odds, but somehow, the amount of challenges that they face, is beyond perception & realization unless and until you are on the same footing.
One of the major reasons for which many women consciously take a break/sabbatical from their work is to take care of their child. And, once she is biologically ready to be back to her work, she has to put in double the efforts, self-boost her confidence level, give explanations every now and then for the need to balance out things at home & office etc. etc. The list goes on. I know many matured & established organizations do have a good come-back policy & second career options for women. Many empathizing/matured Organizations are coming up too for helping women get back to work after the gap. I congratulate them and they are the hopes for such women. But, despite of all, women finally have to do it for her no matter what amount of support she gets.
Few factors that cause women to realign their career mindsets once they decide to comeback from the break period are:

• Lack of exciting opportunities at the top for women. The opportunities that come their way are not very inspiring. This finally leads to demotivation & disengagement.
• Lack of reinforcement of trust in their abilities and potential. Not much support is there to instill believes in high-potential women that they can make it to the leadership roles.
• Tagging these women as not being serious about the career because of the break that they had consciously taken. This vicious cycle goes on and eventually these women start questioning themselves too.
• In most cases, she tends to be the primary parent for the child and has a spouse in demanding/consuming career. So, she has to somewhere make the choice or trade-off.
• Biased & unsupportive environment makes her journey more difficult.
• Lack of mentors/coach to guide these women to the top.
• Lack of support to the whole person and not just the employee. Because, women multi-tasks unlike men. It’s a fact.
• Last but not the least, the general dynamics of the work environment which includes competition, politics, rivalry etc.

These reasons are strong enough to make one re-think and re-adjust one’s aspirations. But it doesn’t stop women from moving ahead though. Yes the path is not easy for them. They need to double their efforts, have more faith in their abilities and carve out their own paths, if not anything. Let’s encourage them and help them move ahead. Let’s not just shun the doors by calling them as sacrificing women, but by helping them truly. You will have exceptional talents/leaders at the top if you do so.
I would be more than glad to have your thoughts and views after reading this write-up of mine. Let’s try to figure out ways to make a positive difference in the lives of these women. # Kudos to the spirit of not giving up

Best wishes,
Priyanka