At Eaton’s India office, a group of women professionals gather for their weekly mentoring session. These aren’t typical corporate employees—they’re participants in ‘Relaunch’, a programme that’s redefining how companies approach career breaks. Their stories reflect a common narrative: accomplished professionals who stepped away from their careers for family or caregiving, only to find the path back strewn with obstacles.
“When we looked at gender diversity, we noticed a significant loss of talent due to life-stage transitions,” says Ashish Kapoor, director – HR, Eaton. “Relaunch was our way of addressing this opportunity, creating pathways to re-engage experienced professionals and enrich our diverse workforce.” What began in 2016 as a basic recruitment initiative has evolved into a sophisticated ecosystem for professional renaissance.
The programme’s journey mirrors the transformation of its participants. It starts before employment, with the virtual ‘Career Lab’—a confidence-building workshop where women reconstruct their professional identities. Here, participants polish their CVs, prepare for interviews, and rebuild their professional confidence. “Many arrive feeling their skills are outdated,” Kapoor notes. “They leave understanding that their experience is invaluable.”
“When we looked at gender diversity, we noticed a significant loss of talent due to life-stage transitions. Relaunch was our way of addressing this opportunity, creating pathways to re-engage experienced professionals and enrich our diverse workforce.”
Ashish Kapoor, director – HR, Eaton
Upon joining, each participant embarks on a personalised journey. “We don’t run a single skilling programme for all,” Kapoor emphasises. Instead, Eaton crafts individual paths combining technical certifications, leadership training, and soft skills development. The training spans advanced robotics and data analytics to emotional intelligence and effective communication. Cross-functional projects provide practical experience and diverse perspectives, while senior mentors guide participants through workplace dynamics.
The programme’s architecture extends beyond skills development. Through initiatives like ABHA and Shine, participants connect with senior women leaders, gaining exposure to leadership competencies and networking opportunities. Regular workshops on unconscious bias and inclusion foster a supportive culture. “Culture is the glue that holds everything together,” Kapoor explains. “By investing in cultural integration, we’re creating a workplace where everyone feels valued and connected.”
Employee Resource Groups (ERGs) play a crucial role, particularly those focused on supporting women. These groups provide networking opportunities and mentorship from role models who have successfully navigated similar transitions. “The ERGs address a wide array of issues,” Kapoor notes, “but are especially impactful in providing exposure to successful role models.”
Relaunch’s evolution reflects its responsiveness to participant feedback. Early cohorts highlighted the need for flexibility, leading to the introduction of flexible hours and part-time arrangements. When participants sought stronger integration, Eaton enhanced networking opportunities through ERGs and leadership programmes. “While this was a good starting point,” Kapoor shares, “participant feedback highlighted areas where the programme could grow to better address their unique needs and challenges.”
The impact is measurable. Relaunch participants show higher retention rates compared to other gender-diverse talent, though career progression remains an area for continuous improvement. Regular feedback mechanisms, including dipstick surveys and one-on-one interactions, help refine the initiative. The programme has also boosted productivity and innovation metrics, demonstrating the tangible business value of investing in returning professionals.
Yet perhaps more telling are the intangible outcomes—the confidence rebuilt, networks reformed, and careers relaunched. One participant’s story captures the programme’s essence. After a five-year break, she joined Eaton’s engineering team. Today, she leads a crucial project, her career break transformed from a perceived liability into a unique perspective that enriches her leadership.
The programme’s success extends beyond individual achievements. It has created a template for turning career breaks from liability to asset—a model that could reshape how corporations approach workforce inclusion. Through its comprehensive approach to reskilling, mentorship, and cultural integration, Relaunch offers a blueprint for organisations seeking to tap into this valuable talent pool.
“A personal story is best told by the individual,” Kapoor reflects, “but the right environment ensures it becomes a success story.” Through Relaunch, Eaton is creating that environment—proving that career breaks need not be career-ending, but can instead become catalysts for professional reinvention.
As companies worldwide grapple with talent shortages and gender diversity challenges, Eaton’s experience offers valuable lessons. Successful diversity initiatives must go beyond hiring to create an ecosystem that supports long-term career growth. By actively listening to feedback and translating it into actionable changes, organisations can transform career breaks from professional pauses into powerful comebacks.
The initiative demonstrates that addressing gender diversity requires more than just opening doors—it demands reimagining the entire journey back to work. Through its holistic approach, Eaton isn’t just helping women return to the workforce; it’s enabling them to thrive, innovate, and lead with renewed purpose.