Indian companies are increasingly launching structured diversity and inclusion (D&I) initiatives and return-to-work programmes to help mid- to senior-level women professionals re-enter the workforce, according to a report by Adecco India.
The staffing firm said hiring of women professionals through such initiatives has risen by 32–35% since the COVID-19 pandemic, as companies seek to bring experienced talent back into the labour force.
Despite producing a large number of educated women, India continues to see significant mid-career attrition among female professionals, often driven by caregiving responsibilities. Corporate returnship and second-career programmes are increasingly emerging as a bridge to help women restart their careers while strengthening leadership pipelines across industries.
Technology and IT services companies remain the earliest and largest adopters of returnship initiatives. The sector has recorded a 41% rise in returnship hiring since 2023, with companies focusing on professionals with five to 15 years of experience in roles such as engineering, data, product management and programme management.
Global Capability Centres (GCCs) are also emerging as key drivers of second-career opportunities, reporting a 39% increase in hiring as multinational firms expand diversity-focused recruitment strategies in their India operations.
The banking and financial services sector, which pioneered returnship programmes globally, has also accelerated such initiatives in India, with a 35% increase in hiring across roles including risk management, consulting, product management, operations and client advisory.
Other industries are gradually following suit. Pharma, healthcare and life sciences companies have recorded a 28% rise in returnship hiring, while consumer goods, retail and manufacturing sectors have seen a 24% increase.
“Post-pandemic, demand for D&I-led talent strategies has grown significantly as companies 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,” said Sunil Chemmankotil, country manager at Adecco India.
He added that beyond traditionally dominant sectors such as IT and banking, organisations are exploring returnship mandates across industries including manufacturing, automotive, fintech and emerging technology segments.
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 technology and GCC 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 also show growing acceptance of structured return-to-work programmes. Among companies recognised as the “Best Companies for Women in India,” the number offering formal returnship initiatives has doubled since 2016, the report noted.