Are 'Return to Work' initiatives a solution to increase representation of women in the IT workforce?

Talent crisis is a problem faced by many organizations and the IT industry is no exception.
Leaking women talent pool especially of women with experience who take a career break in
their early careers - mid careers is making the situation worse. IT companies having recognized
the business implications of losing this important pool of talent, have implemented a multitude
of return-to-work initiatives to improve women’s workplace ability and manage
responsibilities they face outside of work especially since many of them have nonlinear careers
due to personal responsibilities. Previous literature explained the proposed linkages between
Return to work initiatives and the conceptual dimensions undertaken for the study. The
research hypothesized and validated that return-to-work initiatives have a positive impact on
career return decisions, career progression, efficiency, employability and engagement and skill
enhancement of women returners, consistent with the literature review. Managerial
implications and scope for further research have been discussed