#Returnship Program

[ebelal56-blog]

Easy Steps to Land Your First Job After a Gap!

🎓 Struggling to Start Your Career After Graduation or a Gap Year? Watch This! 🚀 Are you a recent graduate who hasn't started your career yet due to a gap year, personal or family responsibilities, or simply life getting in the way? You’re not alone—and it’s never too late to begin. In this video, we share realistic and actionable tips to help you launch your career with internships (paid or unpaid), entry-level jobs, and trainee programs—even after a break. 🔍 What You'll Learn: How to explain career gaps confidently in interviews Where to find internships and entry-level jobs (even if you're "late") The best online platforms for career relaunchers Resume tips for graduates with non-linear career paths Free resources to upskill and stand out in the job market 💡 Whether you're looking to re-enter the workforce, kickstart your first job, or simply start over, this video is for you. 📌 Useful Links & Resources: Handshake: https://joinhandshake.com/ WayUp: https://www.wayup.com/ Coursera: https://www.coursera.org/ Path Forward (returnships): https://www.pathforward.org/ LinkedIn Jobs: https://www.linkedin.com/jobs/ 👍 Don’t forget to like, comment, and subscribe for more career advice, job search tips, and professional development for graduates and career relaunchers!

[ellagrace20]

Rewriting the Rules of Equity at Work

For too long, “equity” has been a headline on company websites and a line in mission statements. But for women in the workforce—especially those returning after a break—it has to be more than language. Equity is structure. It’s access. It’s a culture shift, not a checklist. Real equity isn’t about treating everyone the same. It’s about acknowledging that not everyone starts from the same place—and building systems that reflect that truth.

The Subtle Barriers No One Talks About The challenge isn’t always obvious discrimination—it’s the quiet ones. The résumé gap that raises eyebrows. The missed promotion because of “lack of recent experience.” The networking event held at 8 p.m. that working mothers can’t attend. These aren’t isolated incidents. They’re patterns that keep equity out of reach. Changing that starts with naming the barriers, not brushing them aside.

Data That Speaks Louder Than Promises Women still earn less, lead less, and face more bias in hiring, especially after career breaks. But data is more than discouraging—it’s a roadmap. Knowing where the gaps exist allows us to design smarter solutions: returnship programs, mentorship pipelines, transparent salary frameworks. Equity thrives when decisions are driven by truth, not tradition.

Redesigning Work from the Inside Out Equity isn’t about fitting women into outdated systems—it’s about redesigning the system. That means more than diversity quotas. It means rethinking how we define leadership. It means prioritizing lived experience as much as formal titles. It means giving value to non-linear careers, where growth happens outside the standard corporate script.

Support That Levels the Playing Field Career re-entry isn’t just a personal journey—it’s a systemic challenge. Equity means putting tools into the hands of those who’ve been sidelined: career coaching, access to inclusive job boards, feedback that builds rather than breaks. When you give women the right support, they don’t just catch up—they lead forward with power and perspective.

Leadership That Looks Like All of Us The face of leadership is evolving. Equity means more women at the table—not as tokens, but as changemakers. When leadership reflects the diversity of its workforce, decision-making improves, cultures shift, and younger women see a future they can actually picture themselves in. Equity isn’t charity. It’s strategy.

The Future Doesn’t Wait Equity isn’t a nice-to-have—it’s a business imperative, a moral baseline, and a competitive edge. Companies that invest in equitable cultures aren’t just doing the right thing—they’re building workplaces that thrive in complexity, adapt to change, and welcome talent from every walk of life.

[tulsiadepu]

Led by Women, Built by Mothers: How Pinnacle is Redefining Autism Therapy in India

Bengaluru — In a country where therapy, science, and innovation are often narrated through male voices, Pinnacle Blooms Network offers a compelling counterpoint. Here, the architects of India’s largest autism therapy network are not just professionals. They are mothers. They are women. And they are quietly leading one of the most significant neurodevelopmental revolutions in the country’s modern history.

From its inception, Pinnacle has been built by women, led by mothers, and inspired by children. Today, over 72% of its workforce — therapists, administrators, strategists, AI trainers, and community liaisons — are women. More importantly, many of them are mothers of neurodivergent children themselves.

“Our decisions are never hypothetical. They are born from holding a child mid-meltdown, or waiting months for a therapy slot. We know the pain, and we turned it into purpose,” shares Dr. Sreeja Reddy Saripalli, developmental pediatrician and founder of Pinnacle.

A Structural Shift, Not a Token Presence

Unlike many organizations where women are included, Pinnacle is a model where women are the structure:

· 100% of therapy centers are run or co-managed by women

· HR, clinical audits, training, parent engagement, and AI integration teams are all women-led

· Internal leadership policies prioritize flexibility, motherhood, and empathy-driven excellence

This isn’t optics. It’s operational philosophy.

From Lived Experience to National Leadership

Many of Pinnacle’s women leaders entered therapy not through resumes, but through heartbreak:

· Mothers whose children were diagnosed and left without local therapy access

· Special educators who witnessed systemic neglect in schools

· Grandmothers who became caregivers, then trainers for others

These women trained, certified, upskilled, and built India’s most advanced child therapy systems including:

· AbilityScore®: A universal developmental scoring system

· TherapeuticAI®: The world’s first autism-specific AI engine

· TherapySphere™: A patented multi-sensory therapy environment

· SEVA™: India’s most humane therapy access model for underprivileged families

“We didn’t wait for Western systems to reach our kids. We built our own,” says Manjula Devi, senior therapist and mother of a child with ASD.

Women at Scale, Across India

With over 70 therapy centers, Pinnacle has created the largest women-led autism care workforce in Asia.

· From Hyderabad to Kakinada, Bengaluru to Khammam, each center is co-piloted by women

· Women from rural, urban, and semi-urban backgrounds have risen into leadership roles

· Many women were first-generation professionals, breaking both social and scientific ceilings

Building a Culture of Safety and Excellence

Pinnacle’s women-centric design has also:

· Reduced staff attrition by 61%

· Created safe spaces for children and caregivers alike

· Boosted therapy trust scores in parent feedback surveys

Internal initiatives like Therapist Mothers Circles, Women AI Fellows Program, and Returnship Tracks allow women to grow without choosing between profession and parenthood.

Recognized, Not Romanticized

Pinnacle's model has been presented at:

· Global Women in HealthTech Summits (Singapore, 2024)

· Indian Institute of Public Health Roundtables on Neurodiversity

· Telangana Skill Development Foundation as a case study in women-first innovation

A Story That Goes Beyond Therapy

What Pinnacle demonstrates is this: when mothers become system builders, the result is not charity. It is an intelligent, inclusive, scalable design.

"I never saw myself as a leader. Just as a mother. But Pinnacle showed me that both could be the same," says Kavitha Nair, a special educator and therapist-in-charge at Pinnacle Guntur.

About Pinnacle Blooms NetworkIndia’s largest autism therapy network, powered by 1,600+ women-led professionals, Pinnacle delivers innovative, inclusive care through systems like AbilityScore®, TherapeuticAI®, SEVA™, Everyday Therapy Programs™, and TherapySphere™.

Website: www.pinnacleblooms.org National Helpline: 9100 181 181

Disclaimer: This article is intended for informational and awareness purposes only. It should not be considered a substitute for professional evaluation or diagnosis. For expert help, contact 9100 181 181.

[nikhilvaidya27]

Beyond the Numbers: How MNCs in India Can Rethink DEI Hiring for Women

By Nikhil Vaidya | Founder, Prism HRC

Introduction: DEI Isn’t a Buzzword — It’s a Business Lever

Let’s talk about something that’s on every HR leader’s agenda — Diversity, Equity, and Inclusion (DEI).

It’s a term we’ve heard in boardrooms, town halls, and annual reports. But here’s the question worth asking: Are we treating DEI like a real business strategy, or just a compliance checkbox?

When it comes to gender diversity — particularly the rise of female professionals in Indian MNCs — the momentum is there. Women are stepping into the workforce, rising through the ranks, and even entering leadership roles.

But while the numbers are improving, the deeper question is: Are we building organizations where female talent thrives, not just survives?

Female Hiring: A Strategic Imperative, Not a Social Mandate

Hiring more women isn’t just about “doing the right thing.” It’s about doing the smart thing.

Research consistently shows that gender-diverse teams are more innovative, collaborative, and resilient. Women bring balance to leadership, offer different problem-solving approaches, and improve overall team performance.

We’ve seen this firsthand at Prism HRC — companies that prioritize gender balance often enjoy better engagement, lower attrition, and stronger succession pipelines.

So no, DEI isn’t a feel-good initiative. It’s a high-impact business strategy.

The Current Landscape: Where MNCs Are Getting It Right — and Wrong

Multinational corporations in India are uniquely positioned. They’re exposed to global DEI frameworks and often have well-documented policies.

But here’s where many fall short: They succeed in hiring women at the entry level, but struggle to retain them mid-career or promote them to leadership roles.

Why? Because their systems don’t always support real inclusion. Too often, policies look great on paper, but culture doesn’t follow through.

What MNCs Can Do Differently: A Practical DEI Roadmap

Here’s what we recommend to organizations looking to move beyond the DEI checkbox and into true transformation:

1. Set DEI Goals Like Business KPIs

Diversity goals must be visible, measurable, and leadership-driven. Include DEI metrics in performance dashboards, assign accountability, and tie outcomes to manager reviews. If you measure it like revenue, your people will prioritize it like revenue.

2. Rework Job Descriptions and Application Filters

Unintentionally biased language can discourage women from applying. Avoid aggressive, exclusionary phrases. Emphasize skills, flexibility, and inclusive growth.

A simple rewrite of your job descriptions can increase applications from women by over 30%.

3. Normalize Flexibility — For Everyone

Remote work, hybrid options, flexi-hours — these are now standard expectations. But remember: flexibility only works when it’s normalized.

If only women use these policies, they can be unfairly perceived as less committed. Make flexibility gender-neutral and team-wide.

4. Launch Returnship & Second-Career Programs

India has a huge, underutilized pool of skilled women on career breaks. With proper onboarding, mentoring, and training, these professionals can rejoin the workforce at high performance levels.

Create clear re-entry pathways with structure, sensitivity, and support.

5. Move from Mentorship to Sponsorship

While mentorship offers guidance, sponsorship creates opportunity. Senior leaders should actively advocate for female professionals, nominate them for key projects, and push for visibility.

Without internal champions, high-potential women often get overlooked.

6. Train Managers, Not Just HR

DEI cannot sit solely with HR. People managers influence culture every day — in team meetings, feedback sessions, promotions, and hiring decisions.

Equip them with inclusive leadership training and tools to lead diverse teams more effectively.

Culture Is the Real Game-Changer

You can have the best DEI policies, but if the culture doesn’t walk the talk, talent won’t stay.

Women look for:

Psychological safety

Growth visibility

Inclusive leadership

Merit-based recognition

If your culture doesn’t reflect these, even the best hiring efforts won’t create long-term impact.

What We’ve Learned at Prism HRC

At Prism HRC, we’ve worked with MNCs that have improved women’s leadership representation by 30–35% over two years. How? By doing more than just hiring — they invested in:

Returnship programs

Internal female leadership pipelines

Sensitization workshops

Manager accountability structures

They moved from intent to implementation.

That’s the difference.

Final Thoughts: DEI as a Business Strategy

DEI isn’t just about fairness. It’s about building resilient, high-performing teams for the future of work.

When women grow, businesses grow. And when inclusion becomes strategy — not just sentiment — Indian MNCs will become global role models for the future of work.

Need Help Auditing or Designing Your DEI Hiring Strategy?

At Prism HRC, we help organizations:

Build inclusive hiring frameworks

Launch impactful returnship programs

Train leadership teams in inclusive decision-making

Create measurable DEI roadmaps for growth

📲 Connect with Prism HRC🔗 Website:Prism HRC 📸 Instagram: https://www.instagram.com/jobssimplified/?hl=en

📲 Connect with Nikhil Vaidya🔗 LinkedIn: www.linkedin.com/in/nikhil-vaidya-387b1a13

[arthor-cys]

How do we achieve equality of sexes in today's modern world?

By: Cuyos, Prince Arthor M. (GE 1213 16-248)

Gender equality remains one of our time's most pressing human rights issues. Despite significant progress in women's empowerment, the World Economic Forum estimates it will take another century to close the economic gender gap at current rates. In the Philippines, where I've witnessed cultural disregard for women and systemic barriers to their advancement, this challenge takes on another unique extent. From corporate offices to rural farming communities, achieving true equality requires addressing deeply rooted social norms, economic disparity, and political underrepresentation. Drawing from global practices and lessons from Philippine history, including those of José Rizal, the pathway toward achieving gender equality can include legal reforms, financial empowerment, cultural transformation, and political inclusion.

While the Philippines has some progressive laws, implementation remains inconsistent across regions. We should look to models that require companies to prove they pay employees equally for equal work. Expanding legal protections to cover emerging issues like cyber harassment and AI-based discrimination. Economic independence also forms the base of gender equality. In the Philippines, women comprise half the workforce but work low-wage jobs in retail and hospitality. We must scale up programs that implement corporate policies supporting working mothers, including flexible work arrangements and returnship programs for women re-entering the workforce. Financial literacy programs tailored for women entrepreneurs could further bridge the economic gap, particularly in rural areas where microenterprises dominate.

Furthermore, deeply ingrained cultural stereotypes continue to hinder progress toward equality. Changing these narratives requires a multifaceted approach, with media representation mattering a lot. We need more content showcasing women in leadership roles and men as engaged caregivers. Schools must also integrate gender studies across all levels, moving beyond the "women's month" activities to drive feminist perspectives in the curriculum. Religious institutions, influential in Philippine society, should be engaged as partners in promoting egalitarian interpretations of scripture and tradition.

True equality remains unattainable without equal political voice. Despite the Philippines' history of female presidents, women hold only a small portion of congressional seats and mayoral positions. We should build on this by establishing leadership academies for aspiring female politicians and implementing stricter penalties for gender-based election violence. Local governments could further boost participation by creating gender-sensitive civic education programs and reserving slots for women in development councils.

The path to gender equality demands coordinated action across all sectors of society. From strengthening legal protections to transforming cultural narratives, each strategy creates a system where women and men can thrive equally. As a student witnessing Filipino women's struggles and triumphs in our community, I'm convinced that change is possible when we combine policy reforms with personal accountability. The classrooms where girls now outperform boys, the courtrooms where more VAWC cases are prosecuted, and the homes where young couples share childcare duties equally. These are the battlegrounds where true equality will be won. While the challenge is vast, our collective action today will determine whether future generations inherit a world of equal opportunity or continued disparity.

[krazyshoppy]

हिन्दुस्तान कम्प्यूटर्स लिमिटेड में इंजीनियर, डिजाइनर की वैकेंसी

हिन्दुस्तान कम्प्यूटर्स लिमिटेड में इंजीनियर, डिजाइनर की वैकेंसी

HCL Digital Business Job Vacancy:  हिन्दुस्तान कम्प्यूटर्स लिमिटेड ने इंजीनियर और डिजाइनर के पद पर वैकेंसी निकाली है. इस वैकेंसी के लिए वे आवेदन कर सकते हैं जिन्होंने करियर से ब्रेक लिया (Job After Career Break) और अब काम पर लौटना चाहती हैं. वैकेंसी से जुड़ी महत्वपूर्ण बातें ये वैकेंसी डिजिटल एप्लिकेशन्स, डाटा इंजीनियरिंग और डिजाइन थिंकिंग के लिए हैं. बिजनेस टेक्नोलॉजी में इच्छुक महिलाएं इन…

[coochiequeens]

Nearly half of women (48%) cited “gender discrimination in recruitment” as one of the major reasons why there aren’t more women in STEM, compared to only 29 percent of men, according to a 2018 gender diversity study from Pew Research. Many women who have left tech jobs, either due to gender discrimination they experienced in the workplace or to care for children or family members, face obstacles getting back into the workforce due to bias over gaps on their resumes. To drive greater diversity in their workforces, and to make the most of this market of skilled IT workers who are often overlooked, some companies are embracing “returnships” — internships for experienced workers who want to make a career change or get back into an industry they left, leaving gaps on their resume.

[nikhilvaidya27]

How to Enable Women Returning to Work After a Career Break

By Nikhil Vaidya, Founder – Prism HRC

In today's workplaces, inclusion can't be merely a metric. It has to be a mindset — particularly when it comes to enabling women who wish to restart their careers.

Whether it's post-maternity leave, elder care, relocation, or a mindful break, career breaks are the norm — and should be made the norm. But here's the catch: most women come back to a world that has advanced without them.

Because of this, confidence levels decline, opportunities are scarce, and skilled professionals get pushed aside. This isn't a loss for women alone — it's a huge lost opportunity for businesses.

At Prism HRC, we believe that career restart journeys need to be structured, empathetic, and strategically designed.

Here's how employers can make intent turn into action.

1. Design a Dedicated Returnship Program

A returnship is similar to an internship — but for experienced professionals returning from a break.

Provide structured positions for 3-6 months

Offer on-the-job training and mentoring

Make clear that conversion to full-time is an option — and encouraged

Firms such as TCS, Accenture, and IBM already operate effective returnship programs. You don't have to be a technology monolith to join them — just purposeful.

2. Build a Mentorship Ecosystem

Returning professionals require more than onboarding. They require a sounding board — a person who is familiar with the functional and emotional adjustments of being back at work.

Assign returnees to veteran mentors (preferably women in senior roles)

Ensure regular check-ins for the first 3–6 months

Provide safe havens for dialogue on imposter syndrome, work-life balance, and corporate transition

At Prism HRC, we proactively create layers of mentorship as part of the returnee hiring cycle.

 3. Provide Flexibility Without Penalty

Flexibility does not have to come at the expense of fewer opportunities.

Consider flexible work arrangements, staggered shifts, or project-based employment

Don't stigmatize or assume part-time or remote desires

Create performance metrics that capture outcomes — not face-time

Women coming back from maternity or caregiving leaves require autonomy and support — rather than judgment for wanting work-life balance.

4. Invest in Reskilling and Reboarding

Industries change. Tech stacks shift. Roles adapt.

Don't think that returnees are "out of date" — equip them to get up to speed.

Give access to short-term learning courses (such as data tools, software, compliance training)

Operate reboarding programs that address not only process — but culture, tech, and policy changes

This breeds confidence and makes returnees feel up to date — not lagging behind.

5. Shift the Lens of Hiring Managers

Quite often, the largest obstacle isn't the returning woman — it's the attitude of the person hiring.

Coach hiring managers to interview for potential — not continuity.

View a resume gap as a neutral experience — not a negative sign

Word interview questions through the lens of adaptability, problem-solving, and team fit — not gaps

Integrate returnship situations into DEI KPIs and appraisal objectives

The Business Case Is Strong. The Human Case Is Stronger.

Research indicates that businesses that facilitate women returnship initiatives see:

Diversity at leadership levels grow

Retention level up

More team empathy and unity

But beyond numbers, it's making room for capable professionals who took a break — but never fell behind.

How Prism HRC Can Help

Together with organizations, we at Prism HRC help to:

Create returnship and mentorship initiatives

Rethink hiring practices to enable maternity or caregiving return-to-work jobs

Reskill and reboard return-to-corporate talent

Create inclusive policies that make career restarts the new norm

We think restarting shouldn't equal starting over. Let's create that future — together.

Last Word

A career break isn't a weakness.

It's a chapter. Let's make the return, the comeback story it deserves to be.

📲 Connect with Prism HRC 🔗 Website: Prism HRC 📸 Instagram: https://www.instagram.com/jobssimplified/?hl=en📲 Connect with Nikhil Vaidya 🔗 LinkedIn: www.linkedin.com/in/nikhil-vaidya-387b1a13

[travelonlinetipsofficial]

Expedia Group Return Ticket - Travel Online Tips The Expedia Group “Return Ticket” Returnship Program is a 16- week paid returnship for experienced professionals returning to … expedia, Videos #Videos #travel #love #photooftheday #nature #photography #instagood #travelgram #travelphotography #travelblog #travel #travelgram #travelphotography #wanderlust #instatravel #travelling #travel #travelgram #photooftheday #travelphotography #trip #instatravel #foodandtravel #foodie #foodporn #food #foodblogger #foodphotography #foodies #foodiesofinstagram #travel #foodpornshare #sogood #travelonlinetips #MarkWeins #holiday #vacation #staycation

[mainsspring]

Boomerang shows

Boomerang shows movie#

Boomerang shows drivers#

Boomerang shows free#

If it wasn't a pay channel, I really couldn't care less-but I was paying for it, and now I'm not anymore. Boomerang is showing these rubbish shows EVERY DAY on a regular schedule.

Boomerang shows movie#

Generally, if HBO or Showtime showed a movie as poor as that, it was on a very rare basis. Sure, maybe they've done something like that in the past, and the amount of subscribers kicked them back into place. That's the equivalent of HBO or Showtime forcing a horrible movie like Ghostbusters II or Yentl into the schedule over and over again-they have sense not to do something like that. I don't think it's fair to (on a regular schedule) show something as unwanted and loathed as much as Flintstones Kids or Pebbles and Bam Bam on a PAY CHANNEL.

Boomerang shows free#

I'm not convinced that CN really cares all that much about Boomerang even though it's a pay channel, as in, it's not something one gets free with expanded cable. If they did show Flintstones Kids, it was for a VERY short time-and they stopped showing it with good reason. On CN they tried showing some scrappy doo and due to popular disgust, they stopped showing them and even made little skits about how nobody likes scrappy. I definitely would have remembered it being played regularly on CN. I remember when Flintstones Kids came out-it was close to when the Smurfs came out-as a kid I thought it was just about the worst show imaginable. They started off playing old loony toons, popeye, old scooby doo, tom and jerry, two stupid dogs, animaniacs, a bunch of old mgm cartoons, then later came dexter's lab, johnny bravo, cow and chicken, ed edd and eddy, powerpuff girls, courage the cowardly dog, and so on-I watched it all the time when it came out, and I TRULY don't remember seeing Flintstones Kids being shown. Job seekers should be aware that negative headlines about high profile layoffs do not depict the wider labor situation.Cartoon Network started around 1992, I think our cable company finally put it in their lineup in 1993. Join us in building healthier communities, preventing disease, and promoting health. “To attract younger job candidates, employers are looking to the class of 2022 to fill vacancies that are lying open ready to be filled, and a shortage of entry level workers in some sectors has led to starting salaries of $100,000 or more for inexperienced workers. Applications are now open for all programs. “With so many vacancies and opportunities in the market, employers are still investing in talent attraction and retention tactics, like signing bonuses for new joiners, upskilling current staff and returnships to help those who have left back into the workforce,” Neave said. Knowing which area in the business is more sensitive to pay can be a better targeted compensation strategy." Of course, a blanket pay raise for all is neither reasonable and might not even be necessary. Visier’s data shows that boomerang employees benefited from a pay bump by 20%-25% on average in recent years-a curious fact that may be telling about the company’s retention and compensation strategies. Looking for other schedules Find them on our Channel Schedule Directory.

Compensation: “Recent talent shortages and hiring trends caused compensation budgets in some organizations to go out the window as job switchers earned higher median wage growth than those who stayed. See whats on BOOM live today, tonight, and this week.

Engagement, experience, pulse and ‘listening’ data integrated with other talent and business metrics are a key metric that are table stakes for organizations focusing on employee retention.” Hybrid and remote work models made it challenging for managers to stay in touch with team members.

Employee listening: “During the pandemic, organizations focused on continuous listening to take the pulse of employee experience including the level of perceived engagement, inclusion and opportunities.

Boomerang shows drivers#

Combined with resignation rates, a thorough understanding of the drivers of resignations-compa-ratios, promotion rates or engagement data- is helpful to monitor both turnover and rehire rates when it comes to understanding what really drives people out and perhaps what brings them back.” The ability to drill down into the details of resignation rates to learn about where, who and why is leaving-and perhaps returning-has become table stakes for data-minded companies. Resignation rates: “Voluntary attrition has received a lot of attention in recent years, and continues to be a metric to watch.Managers are more likely to be rehired than their non-manager colleagues.ĭerler cautions that organizations should consider three things before rehiring a boomerang employee:.Boomerang workers earn on average 25% more when they return.More than a quarter of boomerang employees were high performers before they left.Employees who resigned from, then returned to, their previous employer were rehired after an average of 13 months. hTey shouldt toally bring this show back, and not mess it up with a stupid reeboot and mess it all up.

[fujnblog]

Find Work and Jobs for Women from around the world. Fujn is the best place to find successful and fulfilling jobs for women who want to enjoy their work. They offer Vodafone women's returnship program their women can apply to take part in this fantastic opportunity to upskill and return to work with Vodafone. It is one of the largest telecommunication companies in the world. For more information, visit our website!