The idea of a 60-year career might seem daunting, but it’s becoming a reality for many of us. I recently watched a session by Carol Fishman Cohen, the founder of iRelaunch, where she discussed navigating a 60-year career in her HBR article. Balancing career, family, community, and everything else over such a long period requires agility and resilience.

Taking a career break should be normalized, especially for women who need time for themselves and their families.  Women, regardless of their career fields, are still expected to be rock star employees, stellar mothers, attentive daughters and whatever else society needs of us.  This is a difficult place to be for decades without a break.  

After spending 20 years in the tech industry, working in a 24/7 environment, developing teams, and chasing profits, I decided it was time for a break. This relentless pace isn’t sustainable forever, and burnout rates are skyrocketing. The tech field is especially demanding, often requiring work around the clock, which is unsustainable in the long run.

Despite the stigma around career gaps, it’s time for a mindset shift. If we’re expected to have careers spanning six decades, we need to embrace the idea of taking breaks without fear of being penalized.  During my career break, I explored old hobbies and discovered new ones. I read books that had long been on my list and caught up on personal projects. The break gave me a chance to recharge and gain new perspectives. Whether you’re considering a short break or an extended one, it’s essential to prepare financially and understand the true cost of taking time off.

Staying in the same career field can be challenging after a break, but it’s not impossible. Start with a short break to learn what works for you. Financial readiness is crucial, and understanding the variable costs of family life is important. Retirement, often seen as the ultimate career break, should also be planned thoughtfully.

For recruiters, it’s essential to reconsider the bias against candidates with career breaks. Instead of dismissing them, engage in conversations about their experiences during the break. These candidates often bring new skills, fresh perspectives, and renewed energy to the table.

Conclusion

Normalizing career breaks, especially for those in the tech industry, is vital for long-term sustainability and mental health. Here are three actionable steps for leaders and recruiters:

1. Reevaluate Hiring Practices: Look beyond career gaps and focus on the skills and experiences candidates bring.
2. Support Flexibility: Encourage employees to take breaks when needed and provide support for smooth transitions back to work.
3. Foster a Culture of Balance: Promote work-life balance within the organization to reduce burnout and retain top talent, understanding that well-rested employees are more productive and engaged.

By fostering an environment that values well-being and flexibility, we can create a more sustainable and fulfilling career path for everyone in the tech industry.