Nabanita De Foundation Returnships Podcast
Nabanita De Foundation Returnships Podcast

Episode 7 · 10 months ago

Everything about Audible "Next Chapter" Returnship Cohort with Audible HR Director, Supriya Mimani


Supriya Mimani is the founder of Audible Returnships Program & Director, HR Projects at Audible, hiring caregivers, returning to workforce with career gap, in mid-career roles. She leads Talent Strategy and Diversity & Inclusion focused projects for the Audible (an Amazon subsidiary). 

Through this Podcast, Founder, Nabanita De, chats with Surpiya on the thought process behind the Audible Returnship Program and how it came to life, what candidates Audible is looking for, how to prepare and get hired for Audible Returnship Program, what does a day in life of an Audible Returnee look like, what does their career progression looks like, trainings/mentoring provided by Audible during the Program and all the inside scoop of all the Audible Returnships program, straight from Audible Returnships Founder! Surpriya also walks us through advice for aspiring leaders on how they can thrive in Leadership Roles!

To ask Supriya, dedicated questions about Audible Returnships or just breaking into Leadership roles, leverage our Returnships Forum page, speaker ask me anything series -

To apply to Audible Returnships cohort, click here :

He everybody- This is Nabanita De and you' re listening to yet another episode of the returns Ip Potch, no one in the day from the non proper initiated returnships. org, helping people to go back to work after a long haul in career. Today we are talking to Surpiya Mimani. She is a HR manager at audible and she was the brain child behind this entire Returnships initiative and audible, so you' re very excited to know from her all the things that goes behind: building the amazing program and what it is like to work and audible as a returner. So supere go ahead and introduce yourself and tell us a little bit about what you do. Thanks, Nevena really excited to be. Here I wore a Orbano two years. We will be discussing about a retentit program, so I need a keep out of a returns IP program that audible. I need a ton of divers, an infusion focus projects internally. We call them spectrum and belonging and returns IPS with one such program, where we kind of wanted to create an effort able a level playing field for those who are trying to return to the workforce after the purrier and that' s how I started building this idea on return, ships be higher caregivers who are returning from a career break by a sixteen week, long internship process and then, at the end of sixteen weeks, based on the performance, there is a potential for full time: employment, opportunities of male which just working towards creating a diverse spectrum of talent, adorable and creating a culture of inflation. That' s awesome! So what was the vision behind creating this entire audible laton ships program? Let me start by just giving our listeners and introduction l about audible, because who we are, as an organization played a very kyral behind the vision of this program. So for those of you who may not know, we are the leading producer and provider of original spoken, word entertainment and audio box. So, to put it very simply at her heart and audible, we are a company of story dollars and through our litters IP program, we wanted to hear the stories of those returning to work after a career break and help them stumpet with the next chapter of their Calias, and that' s why we named a program. The next chapter returns hip program and we truly trually believe that she dona with their non traditional career journeys, and you need life experiences there bring in a very, very different perspective to the taper and the truly contribute to the innovation at work. I mean think of it. You know from empathy to prionochilus navigating ambiguity to meeting the needs of clients who can' t articulate themselves very well like their children, or you know, a stick family member that they' re taking care of these are skills that get givers de fine big in and day out, and these are also skills that are extremely critical to be successful in the war prays and we wanted to tap into the stand pool. we wanted to tap into the diverse experiences that bring to our pot place, which are shaped by their unique story, is unique, non traditional career parts but and in said, the odor or vision why we even started thinking about this. In the first place, it lies In our people, principles which are the heart of everything we do more, and one of our people' s principles is activated getting wherein we work to improve the lines of those without a privilege and badly. The pandemic bought to light the struggles of caregivers like never before. We know how hard it is always been for caregivers to return to the work force after a longer ear cap and then the time to make happen, and there was so much joblessness on the market that it almost became impossible for those with...

...a break in their careers to return to the work force, and I think that is what really got the conversation started. It prompted us to start the program in the thick of the PATOMAC, because we wanted to create a level playing field for that. we also take diversity and inclusion very seriously. It some grain and everything we do and that' s why we very thoughtfully and very consciously fined at the program, and I TAK teams, because, as we know, more women in te are an underrepresented Ford and we also know that most care givers tend to be Poma, so we did want to. You know, provide their opportunity to women to fix up the next chapter of the grass without while we also wanted to increase the spectrum composition of ATECA. So I think this one program had as health communities built more divers teams and ATECA and contributed the innovation that was happening at at of Em, but that I was perspectives. I think what you shared. It really makes It sound. That audible is an amazing place to work, because, like the amount of thought that you have put behind this program, I think just going in for somebody who is trying to return to work often times I have heard people when they come to return hips at all. We talk about where it should they work on and just taking this entire step towards working at a new job ran. new Organization is scary and knowing that an organization that we want to work for after a huge long break is putting so much thought behind it. I think that is amazing. amazing work you are doing so I' m curious in understanding. What' s the differences between a full time, employee at audible versus somebody who is returning to work through the RETORSIO program? That ' s a great question, and- and there are a lot of differences as a reason, this program exist, and what be so was that there a long career cap, and we had people who were returning after ten twelve thirteen years, and we kept that in mind and we basically changed our hiding process for the retacked for staters. We need it significantly simple, so it was a conversation with a recruiter, followed by a technical phone screen, followed by two virtual on side, an pels, but this was really just the practical parts of it. I think the big change that we made was changing the minstead of everyone encoded in the interview process, so our mantram during this whole process was screening versus creen out, look for potential over perfection and I think that' s what drove success in our filet program, because we coached managers to almost view with the sixteen Wakete should program as a wrong interview. We coach them that you know the amount of rich data points that you can capture over. The sixteen was working with the return he can never march a traditional into pose and The other thing we did was we actually post our recruiters to almost be allies for these candidates to be the mentors to be their guide so, for instance, a recruiters. What make candidates comfortable by just in the initial conversation talking about the career break their journey their aspirations? What prompted them to go on the careering? What prompted them to apply to the jobs now, where they are in their career journey, their aspirations advising them on books to read on videos to watch and learning resources? I could better help them prep for the interview with the hiring manager. In fact, sometimes our recruiters gave up to a month or even more, to candidates to just revise and brush upon the scales. So I think we, as a team, went into the process understanding that these are people who have great skills, but because they are coming after such a gap, they may not able to articulate the skills in the best manner that confidence may be impact pared and the whole...

...process was then get to words. How do we make them comfortable, be? How do we help them brush up their scales and see how we helps set them up for success in the interview process? That sounds amazing. Having these recruiters as an ally and like you mentioned, like that audible, is training recruiters to work with these candidates and bring out best self for themselves. I think that is amazing. I am truly amazed by the entire process that you described so coming back to the entire expedience of a attorney who will be working for audible. What exactly do you look for for the retorsio candidate and how do you define success for them? I think one of the things that ' s very unique about our returns. Ip Program is hiding a part of FID and then once they join, we have a very thoughtfully designed sixteen weeks of development for them. So every week there is some learning activation. They interact with leaders, we have fanal discussions by our leaders. we have sessions and impostors and Rome, personal banding, their walking skills and so much so knowing that we will be putting a lot of effort in their skill development and once they join us, that kind of inform the hiding process as well, and that is what enables us to look for potential or perfection. So we look for ability to learn and pick up new skills. We put trust in a candidates relevant past working experience, which is very critical for us, so even if you' re returning after a decade or longer that doesn' t matter to us what you did before that gap matters to us and what you learned during your journey as a Gar giver and how you develop some of those skills that I spoke about, like dealing with ambiguity or working with difficulty, colder, there' s so many skills that care give us inevitably master in the role. Those are the things we care about, like what you' ve learned in your journey. we hire candidates as a return with the beliefs that we will be able to teach them many skills on the job, and that is what kind of defines what they look for in a Etuchi candidate. So if I were to give an example, if we were to hire for a software development engineering roll, we don' t care what language you go in, but what we are observing a your problem, solving skills, how you think, through the problems statement, how you solution, ize your approach to the proper another example could be. We look for how our people principles are reflected in your life journey. So, for instance, one of the people principles be take very seriously as customer obsession and in our first cohort we hired a candidate who not herself out to build Apps, and then she published an act on the APP store that to us showed so much customer obsession it a or your desire to learn its show. your desire to apply the lanings it showed you, a desire to you know, understand the customer and create value for them through an AP, and that was a wailing case for us. We, We did eventually hire her. In another case, we have a candidate who help her Chi School project team when a very fastigio abord, and for us that showed your ability to learn in your skill and roll with it. your ability to elaborate with different state holders align them to words, a common vision, and these are skills that we value so we' re not looking for cocks to fit on a machine. We roor the right mind said that you know We can chisel and We can train back or are people principles and your mindset, your approach, to learn your desire to don and ply on learning. I think that is what we look for, something that you said. that really resonated with me. Is it' s not all about what you don' t have, but it' s more about what you have done through the experience like you mentioned that showing initiative and showing their... that shows. Customer Obsession which you mentioned is like a big leadership principal at audible. So you also mention that how important it is for candidates keep pushing through and building out experiences and things and eventually, audible. Also has these programs internally through returns, IPS, and if you do well in those programs, you can also get hired for full time. Jobs is just not like a small appendent, but it leads to a full time initiatives. I think for listeners wore listening like make sure you know you talk about all your experiences while you are interviewing an audible and show how you have been customer opsis in their past now moving on. Could you tell us a little bit about what does a Dain a life? Look like for an audible retorne? It ' s a very interesting question, because you know it varies by roar in Wales by where you are in the return hip program. So if I had to give a quick run down of war, the sixteen weeks o look like, I think we one is really focused on bedding, a feel of the audible culture. That is when you meet executive leader. As you mad leaders in your own team. We help you understand a business model, how you and your team will create an impact and helping us achieve the business strategy. Are People Principles I employed source grub so really getting them a feel of the Arnica culture and the other thing is we very intentionally. I have our repetons join in a cohort Triana pilate. We had eleven returnes joined together, and this is where he started interacting with the other retards, and this is very key for us, because you know that panting is very precious. Our first cohort call them sense article. Never there are of any very close knit group. So you know that is what the first week is about to be to transition than to really getting to know your team. The work, your team does understanding the word different people in your team and also cross functional teams that you would probably interact with a artio getting to understand their work understanding those take holders week three is when you know you kind of start getting into the day to day task, but we, for is when the magic starts to happen, because we, in short, every Regani who joins audible, has one special project. That is a sign for them. At least one- and this is when at week, for you get a sign your project, you get assigned to a project where you will be able to create a visible impact, and these are very thoughtfully, designed projects. They have clear milestones, They have clear successerit the reason we paid their selves, because we understand that judging performance is hard and one of these returnes have a potential to get a full time offer at the end of sixteen wes. So we built these projects very thoughtfully so that, after the sixteen weeks, we could see very well what their skills sat start and you know how they can contribute, how they can create a pad in a very meaningful, tangible manner and communicate thatback to the attorney so weak, for is when they get their projects and they start working on it from there on. The initial part is really working very closely with your mentor on The project, but over time and we' ve observed like weeks six, seven, eight or words it becomes more hands off. That is when the returnes are owning the decision making process and when for their project and they' re, probably go into their mentor just to brainstorm or get validation on some thought process. So by the end of the returns Ip, their dreary warning the decision making. That is what the journey looks like. I think another key aspect of the journey is the weak of aid mark the midpoint mark, where we have a former performes chicken process where we provide them documented feet back on. You know what' s going on what you can do better and but we don' t just stop there. We also tell them sure are some opportunities that will provide you in the second half of the return ship to develop the skill set that you need to Devi, and... know the opportunities will provide, so you can show case to us how you' ve develop those skills set. So it' s really interesting because we not le give them popert. We also support them in the DECAF men and ability to show case that he hers what I' ve Ben to depone myself I week, fourteen as when we start rolling out for time offers. So it' s a pact or a fun pal and a very exciting journey, but yeah it is a bad journey. There' s something happening every week. This is, of course, an dispersed with a lot of conversations that we have with them. As I said, you know such an or impostor syndrome or networking skills, or you know, managing both life and Degrassi. We have all of these conversations one to to conversations every week with them through different planning, Matatini es as far that' s awesome to what I ' m hearing a sinner. You have created this amazing co Hart where people who are joining in as returnings can get that support from the network of other returnes were in the same shoes as them, and the intern colear progression that you mentioned of this particular torny through Audibilis. That is amazing. So it ' s, basically what I' m hearing is testing out the waters for the employee were joining. Is this is a great fit an I what it sounds to me. This is an amazing company to work for so that' s awesome. I just want to mention one thing, so they take four or five days to get ther projects and the full time of er the made to them at the end of returns based on the performance and that somewhere around the week. Fourteen mark, when we start making full time offers to them, yeah in just fourteen weeks can get a full time offer, just knowing that that' s amazing for return is who applying for jobs, knowing that there is a path laid out for them to successful return to the workforce. I think that is amazing, callous Ilbert about what this audible co Hart. You mention differentiates it from all this other returns. Ip Opportunities At does exist by various companies. Yes or initial forgot was of the Leven attournes. You know the problems so that a fole now we' re doing it by any and ex cocotie of thirty three attorneys. We have twenty three open roles for Atensi right now, so I in a Sheol of eleven attorneys, had two employes who identified as me as an nine as females, and I thought that was a great Gena makes because it' s not lost on us, how much harder it can be from men who took care, giving the rear pries to return to the work force. It' s a lady so hard for women. It gets even harder for men, because there' s so few of them who support their sponsors by taking care, give it praise and then struggle to return back to the work force. So that was the composition of a cohort and then, when you ask how it was different, I think I mentioned that we, in short, we were getting the cohort together at least once or twice every week. It could be technical learning sessions. It would be pan discussions with leaders. It could be just checking in with them. So every month we checked with them. How are things? What do you want to tell us? What should we know better? What do you think we should change? I think we kind of pardened with them in this journey and they knew it was a pilot. There were as invested in making the Usucapio as we were. So it was a beautiful Rodaine, because you know we could have really candid conversations and a lot of those conversations help us think of things very differently and keep changing parts of the program in real time. One example that I could give to you is: We gave them great understanding of the work that the teams do and one of the feed pats we gat us. We want to understand what other teams are doing as well and within a week of getting their seedbags. We arranged a sessions for them to understand what other teams are doing at audible, because it helped them kind of get a larger perspective. So it was really interesting how much they would invested as well. In making this program successful and the mean I first forgot to be, they are reaching out to be actively and saying. Can we be mentors to the next Copt of returnes? We have candidates that were interviewing right... we make them have lunch with our prior edones candidly. Here the experience of people who' ve already been Here before decide. If you want to Preston your career with ardeb and the tourneys are like more than happy that I ' m happy to be a party, I' m happy to be a mentor, I' m happy to have land sessions with they' re happy to feed our final discussion conversation that my journey with them. It' s a beautiful relationship be developed and, as I said, I think they had invested in making this program a success. As I a yeah, that' s awesome. I think something that really stuck with me was your retorsio program. It' s just not focused on women, but also no encourages men turn to the workforce. So I think that' s truly amazing that you are working on that right now. you mentioned there are so many other returns to return to the work for so what does the experience? Look like outside of this audible liters IP program? How has your career progressed? If you could give some examples, he actually to a Tonsa for mid career hiring and what was really interesting was in many cases we hired Retourne is for certain. Never so you know we mane in our minds at the tin with the retorsion know we if they do Wel, we will give them a job at this ex level, but some of them just out perform themselves and they ended up giving them full time offer that excuse one level, and that is the kind of value and talent that returns bring with them. So a bunch of her redone s right now are at very good rows which are higher than the roads at the initially thought that would be joining the organization as because of how phenomenally they performed in the Sixteen Week Protection Program. So that' s where I think it' s really interesting how the career has progressed and how you know the amalgamation of the skills that the bring and the Development Avadi Le provides to support their audible provides those two magic ingredients, help them progress. So much in just sixteen weeks that I to was really an interesting phenomenon and then you know we also went back to were hiding managers and we said, would you have when you first met this candidate, but you have hired them for a full time. Rolet such a you know such a position that you' re giving them an offer now for, and all of them said no, and that is what that is. what shows the need for a tonsil protests. They cannot be treated as a regular interviews. They have to be treated differently than do need the extrait of develop men and extravatations, but I do feel the return on investment is so great because of how these people, I lost some interest. Sixteen weeks how the best skills the best dynamos within them shines so brightly, but just a little nudging with just a little support with just a little coaching and guidance. So it' s really interesting to see that. I am also aware that a lot of our attorneys were actively trying for, in some cases over a year to land a job, and it did not happen and to see them now doing so well in the careers is also a very, very gratifying experience, as I keep saying like all they need as a chance all they need as some from support with a la provide for this program and hopes to continue provide going forward. Wow. That' s amazing. I' m truly grateful for the level of support That you as a providing for these attorneys and career poition that you talked about. I think it seems like a wonderful opportunity for the listeners who are thinking of going back to the work, for this is a wonderful opportunity, so go ahead and apply to the audible cohort. That' s coming up soon, so supra tell us a little bit about you know when is a school hard, and how can we apply to him and what are some of the interview, steps that would be needed to get into this? Go Hon Silting, I nan... grave, because we are a mental factoree, hiring for a x coot of attorneys. We hope to kick off the next go ordan end of October or early November time frame. As I mentioned earlier, we have a very simple interview process. All of our et dons Ip powers are mentioned on our career spade. So you know if you set for the DON shape. There are thirty three reals that you will be able to see, and once a candidate applies for an all, the recruiter will reach out to the candidate. If we see that there is relevant experience, the recruiters are focused on wanting to hear your story, so my advice will be be loud and proud about your career break about your journey about. You know your experience. During your career break and prior I mentioned the recruiters- will support you with resources that can help you pressure up on scales that can help you be more prepared for the technical phone screen. That is Followon, so you know after you open it for the recruiter and that could be anywhere between one two three to four conversations and it puts pan anywhere between our day to a month based on where you are and how much support you need from the clots, and once we cross that stage, there is a technical phone screen where we want to essentially see your problem solving scares. How well you understand that people principles how you may have in operated them in your life or your careers journey in the past? Your past job experience and Your norning from that Your learnings from your career break and once that step is done, then it' s followed by a two person Vorchel on side interview and then that' s it once that' s done. It is the returns program, so we hire you as in turns and then based on your performance. At the end of sixteen weeks, candidates are given the full time and planat offer, as fact that' s awesome. Well all the listeners who are listening. This is a wonderful opportunity, make sure you apply the audible turn ships school hard, that' s coming up very soon, so super I' m very interested in knowing about your journey as a leader at audible. What experience you have had and what kind of education you had and what helped to get to into this entire leadership program and driving the entire to turn. Ships go hard and all the amazing Volatu to an audible. A in abetting I' ve been really fortunate. So I actually have a digun computer science in generating followed by an MBA in human resource management and I' m voted across different countries, and it' s been very fascinating for me to see how the challenges that women' s face are so similar across the world and what personally helped me in my career journey was just being proactive. I again will collect the store and audible people principle. Imagine an invent before their ask, and that is a principle I hold there closely because it' s something have been inevitably doing right from the start of my career. So you know I would like observe things that needed to change, and I would not just helie the concern area as to leadership, but I would kind of prepared with solutions so but come equipped with a plan is solution, and this would be like a really daring, Sibutu, sometimes a very audacious idea, and I' m sure many people would consider some of these ideas senseless. But I would think to myself, for innovation is all about. Every invasive idea today was probably considered by someone has completely senseless at the point of conception. You would still like, take a risk and share that dare modities idea, but I would also keep in my back pocket a plan resolution which will kind of be a more practical idea. The fun part, though, is I' ve, never had to use. My grandioso still did because I feel, like organizations are eager to hear flesh new perspective on it. US- and you know they keep coming back to...

...this in. That is where the RETENTIR program reins so much value, because people who return from Korea prays they bring this fresh perspective of the table because it' s shaped by their very unique life experiences which traditional crea journeys do not offer and talking about planny. I E as launching the retorsio program in the thick of the panamic, with already high joblessness within tech, which, as you know, is already considered. The most competitive rose to higher for where women are already a minority and an underrepresented blow up was one of my odacis idea as but, as I said, I think I' ve been fortunate for a very, very good leadership game, because I remember taking this Piroo my cd and and I distinctly remember his response was so I haven' t. We already started work on this and, like I was just all smile and I' m like thank you and you are just glowed with it from there on. I think this is a testimony to our culture, but I think this was also where others are element am pride, because, if not just helps you break the grass saving, it helps you help other caregivers and how they said. Most of them tend to be for man. It helps you help them break lass selene as well. To me, this is a glass see lic being broken, where people are now becoming gradually accepting of non traditional career parts and of realizing that even cure brake journeys can provide immense value, can enhance your sconced in different things, and there is so much that people who return from Area Brat Spring to the table so especially be the EOIAN. so my number will advice would be an and always keep Lani and me that I ont me an you know: Formal Education on Certifications, O. No, what I mean is learning from other people' s experiences. Educating your sounds on what is happening in your industry in your country in the world. Looking at your lingan connections and asking to yourself how many of my connections look at the way, I do how many have similar professional backgrounds, as I do. Can I reach out to someone who can share a different perspective with me today? Who can teach me something new today and even when you' re applying for a role learn about the organization and mission that values their principles and ben that inside of context and your interviews learn about your customers and what their value and how you can build that into your data teach or so just like continuously being open to different fields asking for free pack and learning from that? I think this really really helps with you know: preparing better for deaders Ip pro than working out your way to shortlie the glass seek. I listen to a lot of Hoteo Bos. I read a lot and I listen a lot and one of the things that I have really loved is recently audible, publish to hear my story connection, and this is actually a curated list of audio books that is focused on diversity and inclusion. So, for instance, it has stories from lgbt on thor that has content on mental health on Asian American Pacific I land or Herida on so much more, and it ' s such a great learning experience to know about their journeys about their challenges and how they over game. That and you know, Hunt that gets your perspective on how that makes you tiger as a beater, so yeah, I think, just learning and on this being open the feedback and seeking feet back and lanning. I think these hardily help me prepare for it to be a leader and beesy advise iuli to others. I think something that you said is finding and seeking out people who looked similar to you or are different. I think it' s so so important to understand. Like you mentioned, like...

...the audience, in the background of the people who are working with you, I think that is definitely like an amazing advice super. What kind of challenges do you see in your day to day basis when you' re, overcoming as a leader at audible, so and I think the schools be on Harticle? To be honest, I think, like many other women, I tend to be very, very shy in my early parts of the career when it came to self advocacy, I would wait for that. High visibility stretch project to come my way, instead of you now taking it instead of asking for it, I would wait for others to understand the contribution I was making the breath and depth of my work instead of reaching around and communicating my own brand, like putting my own verse ban, communicating that to the right people and building visibility of my contributions. When the impact of my work, I would think ten times before, raising an unpopular point of view and meetings, for instance, even though I would strongly believe in the had just because it was that popular, I would hesitate to bring that point. So I think that ' s self. I locate women struble. Where get something I struggle with. As a far and to be honest, sometimes I still do, and I think how I' ve been able to overcome it so far is basically with the help of some wonderful allies from my career journeys, and I is that advocated for my work and encourage me to send at cat. These are the allies with whom I would double check in on my audacious plan is that I talked about in the beginning, the ones that prudentes risky or desius plans. These are the people who you know in the meeting like have a text there and double check my hand too, a US and meding before raising them out loud. These are allies why you will have my back and yet that would provide me honestly back on my development area. So you know these are people I would go to for honest feedback and where I could improve- and I think that is the role of I mi Collas- now try to give back and play for the returns hip or what as well. So during the sixty a program we encourage them to advocate for the work that kills. You know we always keep telling them where your career gap loud and proud as a patch as not a hick up, but as an assent, because it gives you a different perspectives. So don' t be shy about it. It ' s your strength. It makes you different. It helps you bring to contribute to, or in a waiter working and, most importantly, by ententy having her retorne join as a co hot. We encouraged them to be allies for each other and support each other to walk with each other, give each other feet back and get each other. You know things that they can be better on and time each other' s back to this next chapter of their career journey, and that is what I think I was refering to the beginning of the conversation that can a now I feel like they want to give back an ther, come to me and say: Can I invent or n a future returne because they want to be Arian? they want to have other newer Retourne to be better at self an OCAS, that' s amazing. Yeah having these important mentors is also something in returns. P start all Wolus Sport, and that is why we are also starting the our first mentorship go hard to get into this amazing programs like audible, return, hips program and all these Hututu program that does exist through which you will hear from different mentors, learn about different ways that you can even prepare and build your as you may, before going into any of these interviews and amy of these programs, so sopra something I' ve noticed. As you know, as a leader like people who are still aspiring to be leaders now there are so many things that people sore have to do this. There' s. do you seen a certain prejudices at your level as a leader? I actually think Powell across the world, including me, especially as I grow, to more senior or an...

...her career, finding that that was beteen, work and funding life can be hard and especially with the PATOMAC. When the bodies have become almost not existed, it can be harder, and you know being all hard about the basset sores of ten the box for killing. The time me mostly forget giving pieces and The lie on The war edstall experience because they chose to put their careers. I think that is a prejudice I' m trying to find, and that is a prejudice which kind of comes up. The Bay Bean I said, a tear. Everybody has very unique skills that the brings with that get giving experience, and those are things that organizations that now learning are extremely valuable in ink. That prejudice needs to go just because somebody to a break in that career. It does not a in the past world experience irrelevant that still had that work in spices, especially, I think with technology. So much as changing you know what you did five months back would be very different from what you' re doing today. Does that make your experience five months back age event? No, it doesn' t because I taught you something that you may be using to be. I think that is a prejudice that comes out O, which we' re trying to you know break through the returns IP programs. Helping managers see for the sense the skills and competencies that can give us gram, not just the relevant pass work experience, but all the learnings from the can given journey all the additional skills that the getting for a trying on sic family member. So that is one prejudice back in O sites to ICES. I think production programs help immense, creating a tendon spatulous. All these amazing advice that you giving especially listers, who are spying to be leaders so important to have these food work like one sex to peer mentioned and also in general lexicon all these mentors and keep pushing towards where you' re trying to go. I think that' s so so important, so so pea with a resource like return ship data, which is are Non Comfort Initiative to help care givers to you know, be prepared to vinsear the interview table and return to the world for like how do you think a resource like this can help somebody who is trying to return to the one force? I actually think community is a very, very Karol and supporting cariven women to return to the work path and any platform that helps fill. That community and connect you with people like he was very critical. I have seen first hand you ring from experiences of others, ove been or who are in the same place that that validation of your experiences of being anxiety, your face of the stress your face, is very, very critical and even more critical aspect of community is hearing success. Stories of Retourne hearing suxex Stories, like you know like I am sharing today of the eleven journeys that we had it audible. You know how they were able to get the adown ship jobs has so many of them had full time of as an inhering. Those success stories is even more critical because it makes you feel like it' s taken to it. So can I, and, as I mentioned in the early part of this conversation, the confident spot is the part that I think the most returne struggled with, and this has immensely with confidence biting when you' re returning to work after a long car of Freak, and I think that is where the community part is where you know the value realizes, bring you so much supreme for coming on our podcast today and sharing these amazing nuggets of wisdom and also walking us through what it is like to work at audible, iterances program and the amazing world that you guys are doing at audile to make sure these returnes are successful...

...and they return to the workforce in the careers that wear through passions in their two leadership qualities life. So thank you So much for joining us today and this first listening. Thank you so much for tuning into our podcast today and, if you' re interested to speak at our podcast weelful to reach out through us at www returns. IPS. That are thank you think in a Banias, great chating. Thank you. t.

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