Returning stronger: How Farah Mahboob found her way back through BRAC’s Returnship Programme

At BRAC's Social Innovation Lab, Farah Mahboob sits at her desk as Deputy Manager of Innovation Ecosystem and Partnership, an outcome that, not long ago, felt uncertain. After eight years of service, she stepped away from her career to meet family commitments, joining the ranks of countless women whose professional journeys are interrupted by responsibilities that rarely make it onto a CV. 

Just over a year later, however, Farah returned, this time through BRAC's BRIDGE Returnship Programme, a pathway designed precisely for stories like hers.

Farah's experience reflects a broader reality. "Women's career breaks are often perceived differently," she notes, pointing to a persistent bias in the labour market. Despite years of experience, women returning from a break frequently find themselves with fewer opportunities, their capabilities overshadowed by the gap in their employment history. 

The structure of the programme reflects an understanding of these layered motivations. Participants are engaged in project supervision, research, and operational activities across departments, ensuring that their roles are both meaningful and impactful. Beyond technical exposure, the emphasis on mentoring and leadership development aims to rebuild not only professional competence but also confidence.

For Farah, the Returnship Programme offered not just a job, but a platform, "A space to showcase her skills and rebuild her professional trajectory."

Many women, like her, are compelled to leave their professions for reasons that are both deeply personal and structurally embedded. Yet the path back is rarely straightforward. According to BRAC, even when women are determined to resume their careers, re-entering the workforce after a break can be "extremely difficult". 

Recognising this, the organisation launched the BRIDGE Returnship initiative last year to create structured opportunities that ease this transition.

Back at work, Farah Mahboob contributing ideas and leading discussions. Photo: COURTESY

The numbers tell a compelling story. For this year's programme, more than 1,200 applicants came forward, each with a narrative shaped by interruption and aspiration. After a rigorous multi-stage selection process, just 24 women were chosen. 

Over the course of six months, they will work across various BRAC programmes, receiving a structured salary alongside hands-on experience under the guidance of seasoned professionals. The programme also offers mentorship, career counselling, leadership development, and access to networks spanning NGOs, private sector organisations, and leading corporate institutions.

Behind these figures lies a deeper insight into why women leave, and why they wish to return. Data from the applicants reveals that 38.8 per cent cited family responsibilities and 36 per cent pointed to motherhood as the primary reasons for stepping away from their careers. 

Balancing motherhood and a future return to work. Photo: COURTESY

Other factors included personal causes (18.8%), pursuing higher education (14.4%), hostile work environments (8.5%), and societal pressure (4.7%).

Yet, the motivations to return are equally telling. A significant 76.5% of applicants identified career growth as a key driver, while 62.2% spoke of building their own identity. Financial independence motivated 56.5%, and 57.7% sought to boost their self-confidence. For 42.7%, returning to work was also about contributing to their families. These figures underscore a powerful truth: the desire to work is not diminished by time away; it often grows stronger.

The structure of the programme reflects an understanding of these layered motivations. Participants are engaged in project supervision, research, and operational activities across departments, ensuring that their roles are both meaningful and impactful. Beyond technical exposure, the emphasis on mentoring and leadership development aims to rebuild not only professional competence but also confidence.

Speaking at the programme's formal launch on 5 March at BRAC Centre in Mohakhali, Moutushi Kabir, Chief People and Culture Officer at BRAC, framed the initiative within a broader philosophy. Recalling the words of BRAC's founder, Fazle Hasan Abed, she said: "I have never met a defeated woman in my life." It is a statement that resonates deeply with the ethos of the Returnship programme.

Kabir further emphasised that taking a career break should not be seen as a sign of weakness. Rather, "choosing to step away from an established professional path is often a courageous decision and a significant personal risk." Time away from formal employment, she added, does not diminish "skill, experience, or leadership potential." 

Instead, the BRIDGE Returnship Programme is designed to "create structured, supportive pathways for accomplished women to re-enter the workforce, assume meaningful responsibilities, and contribute meaningfully once again."

Rebuilding confidence through everyday work. Photo: COURTESY

The initiative also gains significance in the context of International Women's Day on 8 March, serving as a reminder that advancing gender equality requires more than rhetoric. It demands practical support, through knowledge, infrastructure, education, training, mentoring, and, importantly, time. Such support not only enables women to rebuild their careers but also contributes to a more inclusive and equitable society.

The programme's impact is already visible. In its inaugural cohort last year, 15 participants were selected from nearly 1,100 applicants. Among them were individuals like Farah, who have since transitioned into substantive roles within BRAC. At a panel discussion during this year's launch, Farah joined fellow returnee Elizabeth Marandy, now a Senior Officer in BRAC's Microfinance Programme, to share their experiences. 

The session, moderated by Shemonty Monjari, Manager of Communications at the Gender Equality Coalition, also featured insights from Shahnaz Sharmeen, Special Correspondent at Ekattor TV.

For Farah, the return has been both professional and personal. Her story illustrates how structured support can transform what might otherwise be a stalled career into a renewed journey. It also challenges long-held assumptions about career breaks, urging employers to look beyond gaps and recognise potential.