Bangalore: Adecco India has reported a significant rise in the hiring of mid- to senior-level women professionals returning to the workforce, highlighting a growing corporate focus on diversity, inclusion, and second-career opportunities.
According to Adecco India, Indian corporates have witnessed a 32%–35% increase in hiring of women professionals since 2023, particularly through structured diversity and inclusion (D&I), returnship, and second-career programs.
As India advances towards its Viksit Bharat vision, organisations are increasingly recognising that inclusive workforce participation will be critical to sustaining long-term economic growth.
Insights shared by Adecco India indicate that companies across sectors are actively launching structured programs that help experienced women professionals re-enter the workforce and continue their professional journeys after career breaks.
In the years following the pandemic, Adecco India has observed a growing industry-wide understanding that India cannot fully leverage its demographic advantage without retaining and reintegrating skilled women professionals, particularly at mid- to senior-career levels.
While the country continues to produce a large pipeline of educated women, a substantial number exit the workforce during mid-career stages due to caregiving responsibilities and other life transitions.
Corporate-led D&I initiatives and returnship programs are increasingly emerging as an important bridge for bringing experienced women professionals back into the workforce.
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According to Adecco India, such programs are helping organisations strengthen leadership pipelines while also tapping into a previously underutilised talent pool.
Several sectors have emerged as early adopters of returnship initiatives. The technology and IT services sector, among the largest proponents of diversity and returnship programs, has recorded a 41% rise in returnship hiring since 2023, according to insights from Adecco India.
These programs primarily focus on bringing back women professionals with 5–15 years of experience in areas such as engineering, data science, product management, and program management.
In addition to IT services, Global Capability Centres (GCCs) are emerging as a major driver of second-career opportunities. Adecco India reports that GCCs have recorded 39% growth in returnship hiring, as multinational companies continue to expand diversity-focused talent strategies across their India operations.
The banking, financial services and insurance (BFSI) sector—which pioneered returnship programs globally—has also significantly expanded such initiatives in India.
According to Adecco India, the BFSI sector has seen a 35% increase in hiring through returnship programs, particularly across roles such as risk management, consulting, product management, operations, and client advisory.
Other sectors are gradually following this trend. Pharma, healthcare, and life sciences companies have reported a 28% increase in returnship hiring, while consumer goods, retail, and manufacturing sectors have witnessed 24% growth in such initiatives, according to data shared by Adecco India.
Women Professionals: Tier-2 Cities Expand Focus on Inclusive Hiring and Workplace Diversity
Sunil Chemmankotil, Country Manager, Adecco India, said: “Post-pandemic, demand for D&I-led talent strategies has risen by 32% -35%, as companies increasingly recognise that enabling women to restart their careers is not only about inclusion but also about recovering experienced talent at a stage where leadership pipelines often face gaps.
Beyond traditionally dominant sectors such as IT and BFSI, organisations are increasingly exploring returnship mandates across industries, including manufacturing, automotive, fintech, and other emerging technology-led sectors.”
He further added: Major talent hubs such as Bengaluru, Chennai, Hyderabad, Pune, Mumbai, and Gurugram continue to offer the highest concentration of opportunities for returning professionals, driven by strong GCC and technology ecosystems.
At the same time, Tier-2 cities such as Ahmedabad, Coimbatore, and Thiruvananthapuram are gradually expanding their focus on inclusive hiring and workplace diversity initiatives.”
Industry benchmarks suggest that structured return-to-work programs are gaining wider acceptance across corporate India. According to industry data cited by Adecco India, the number of organisations offering formal returnship initiatives among companies recognised as the “Best Companies for Women in India” has doubled since 2016.
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At a broader level, India is also witnessing gradual improvement in women’s workforce participation. According to World Bank data, India has recorded the sharpest rise in female labour force participation among BRICS economies, with participation increasing by over 23 percentage points between 2015 and 2024.
Data from the Ministry of Labour and Employment further indicates that the female labour force participation rate in India has increased from 23% in 2017–18 to around 42% in 2023–24.
As India continues its journey towards long-term economic growth, the growing corporate focus on reintegrating mid-career women professionals marks a notable shift in workforce strategies.
According to insights drawn from more than 100 clients of Adecco India, organisations are increasingly creating structured pathways for experienced women professionals to re-enter the workforce and progress in their careers.
By expanding returnship programs and inclusive hiring strategies, Adecco India highlights how Indian corporates are not only strengthening workplace diversity but also unlocking a vital talent pool that could play a significant role in shaping the country’s next phase of economic growth.
