Monday, 6th April 2026
Khabor Wala Desk
Published: 6th March 2026, 1:33 AM
In a significant move to address the systemic issue of “career dropout” among women, the international development organisation BRAC has formalised its “Bridge Returnship” programme. The initiative is designed specifically to reintegrate professional women into the workforce after significant hiatuses caused by familial obligations or societal pressures.
The programme’s necessity was highlighted during a media briefing at the BRAC Centre in Mohakhali on Thursday. Data presented at the event revealed a stark reality: while nearly 75% of professional women in Bangladesh eventually leave their jobs due to maternity or family responsibilities, an overwhelming 98.5% express a desire to return to professional life.
The Bridge Returnship, which piloted last year, offers a six-month paid placement within various BRAC departments. Beyond immediate employment, participants receive:
Skill Resurgence: Intensive training to bridge technical gaps.
Leadership Mentoring: One-on-one sessions with senior executives.
Career Counselling: Psychological and professional support to rebuild workplace confidence.
For the 2026 cohort, BRAC witnessed a massive surge in interest, with over 1,200 applicants vying for just 24 spots. This follows the successful integration of 15 participants in the 2025 cycle.
| Reasons for Career Hiatus | Percentage | Motivations for Returning | Percentage |
|---|---|---|---|
| Family Responsibilities | 38.8% | Professional Growth | 76.5% |
| Maternity/Childcare | 36.0% | Financial Independence | 56.5% |
| Hostile Work Environment | 8.5% | Contributing to Family | 42.7% |
| Societal Pressure | 4.7% | Self-Actualisation | 24.3% |
Moutushi Kabir, BRAC’s Chief People and Culture Officer, emphasised that the corporate world often views a resume gap as a red flag rather than a life phase. “We frequently discuss school dropouts, but career dropouts—which disproportionately affect women—are equally damaging to the economy,” she noted.
Testimonies from participants such as Jahrun Jannat underscored the prejudice returning mothers face. After a two-year break to care for her child, she found that recruiters were more interested in her childcare logistics than her professional competencies. “I was asked, ‘How will you manage a child and a job?’ as if the two were mutually exclusive,” she shared. The Returnship serves as a sanctuary from such biases, providing a dignified entry point back into the corporate ladder.
BRAC is not keeping its findings internal. The organisation has pledged to share the credentials of 120 highly skilled applicants (who were not selected for the 24 internal spots) with other corporate partners and the Gender Equality Coalition. By doing so, they aim to create a talent pipeline for other institutions to tap into, ensuring that high-potential women are not lost to the domestic sphere.
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