Salesforce’s Return to Work Initiative for Women Complements its Hiring Needs in 2023

In an interview with All Things Talent, Simon Avinash, VP of Recruiting- India and APAC, at Salesforce talked about the company's groundbreaking initiative 'Return to Work' aimed at women who have taken a career break. 

The current state of gender disparity in the tech industry is stark: only 26.7% of tech-related roles are held by women. In larger tech firms, with over 10,000 employees, this figure is slightly lower at 26.2%. More concerning is the trend over the past two years, which has seen a decline in women's representation in tech careers. Leadership roles reflect a similar imbalance, with women holding just 10.9% of CEO or senior leadership positions. These figures underscore the importance of initiatives like Salesforce's 'Return to Work' programme, led by Simon Avinash, VP of Recruiting, India and APAC, Salesforce. Aimed at women re-entering the workforce, the programme is a strategic response to the challenges of career breaks and gender imbalance in tech. Avinash talks to us about the power of this incredible programme.

What challenges did Salesforce identify within its workforce? 

Salesforce recognised a significant challenge affecting its workforce: the tendency of women to temporarily halt their careers, often due to the responsibilities of caregiving and motherhood. Understanding the importance of a diverse and inclusive workplace, Salesforce initiated the ‘Return to Work’ programme. This programme is specifically designed to support women who have taken a career break, offering them a pathway to re-enter the professional world.

The programme is structured as a six-month training period, where participants work with Salesforce’s Technology, Sales, and Customer Success teams. It aims to provide women with essential resources, mentorship, and opportunities, thereby facilitating their reintegration into the workforce. Salesforce acknowledges the strong motivation women have, driven by their desire to utilise their education and professional skills. 

The programme’s specifics are as follows:

• Eligibility: It is open to women who have taken a break of at least one year from their professional careers, possess a minimum of five years of work experience, and hold a graduate or postgraduate degree (or its equivalent).
• Training and opportunities: Participants receive hands-on training and work on strategic business projects in various roles, including technology, sales, marketing, and customer success. The programme operates across multiple Indian cities, including Hyderabad, Bengaluru, Mumbai, and Delhi.
• Mentorship: Each candidate is paired with a mentor to guide them through their career progression.
• Future prospects: At the conclusion of the programme, participants have the opportunity to apply for full-time positions within Salesforce. Notably, 75% of the participants have successfully secured full-time roles following the programme.

Also read: 72% Indians Actively Learning Digital Skills: Here's How Salesforce India Plans To Utilise It

Our long-term goal is to conduct two successful cohorts each year, with each cohort comprising around 50 candidates. However, it's important to note that the realisation of this goal is contingent upon the hiring needs of the business. 

How has the 'Return to Work' programme positively impacted Salesforce's workforce? 

Since its launch in February 2022, the programme has made a significant positive impact. To date, ‘Return to Work’ has supported over 70 women, with a remarkable 75% of them securing full-time positions after completing the programme. This success rate highlights the programme's effectiveness in facilitating a smooth transition for women re-entering the workforce and in bridging the gap between career breaks and sustainable employment.

In July this year, the programme expanded, welcoming nearly 50 women from Mumbai, Delhi, Bangalore, and Hyderabad. These participants explored roles in customer success, sales, and marketing. In India's dynamic economy, empowering women in the workforce is not just important but essential for the country's growth. The programme's personalised mentorship and comprehensive training not only empower individual women but also significantly contribute to promoting gender equality and inclusivity within the technology sector.

What are the key metrics on which these 50 women are evaluated before they are absorbed into the company? 

We continue to be driven by our guiding principle to hire the most suitable candidate for the role. Our ultimate goal is to provide a platform for these talented women to rejoin the mainstream workforce while helping them hone their skills. Post completion of this programme, we take a 360-degree view of the candidate's performance through their six-month journey which includes (but is not restricted to) their on-the-job training feedback, and feedback from mentors and managers. Based on the feedback and the need for the role, we make offers to candidates.

Also read: Metaverse in HR Depends on Practicality, Cost and Technological Infrastructures: Swati Agrawal, Lowe’s India

How is the initiative aligning with business outcomes?

At Salesforce, our dedication to Equality is a key driver in achieving a balanced gender representation and fostering inclusivity, which in turn enhances innovation, profitability, customer success, and employee satisfaction. The 'Return to Work' programme, launched in February 2022, aligns perfectly with these commitments and values. We began with a small cohort of 15 women in the Customer Success Group, and impressively, 14 of these women have since become full-time employees within our organisation.

The success of this pilot cohort has been a catalyst for us to expand and further develop the programme. Since its inception, the initiative has had a positive impact on over 100 women. This has not only contributed to a gradual but noticeable improvement in our gender representation but has also strengthened our standing as a preferred employer for female talent in India. These numbers reflect the tangible business benefits of the programme, demonstrating how investing in gender diversity and inclusivity directly contributes to our broader business goals and outcomes. 

What is your long-term goal for the programme? Is there a specific target number of participants you aim for?

At Salesforce, we firmly believe that business can be a powerful platform for change, and we are committed to ensuring that every change we implement is both sustainable and scalable. To date, we have successfully conducted three cohorts of the 'Return to Work' programme, positively impacting over 100 women in India. The most recent cohort, which began in September 2023, was particularly noteworthy as it included five managerial positions in addition to various individual contributor roles.

Our long-term goal is to conduct two successful cohorts each year, with each cohort comprising around 50 candidates. However, it's important to note that the realisation of this goal is contingent upon the hiring needs of the business. We aim to align our programme's expansion with the evolving requirements of our organisation, ensuring that our efforts in fostering inclusivity and diversity are in harmony with our business objectives.

About the expert: Simon Avinash is a seasoned professional in the field of recruiting and technology, currently serving as the Vice President of Recruiting & Technology for India and the Asia-Pacific region at Salesforce. He has been with Salesforce for five years, bringing a wealth of experience from his previous positions, notably at SAP, Novell Software Development Pvt Ltd., Microsoft, and NetApp.