Microsoft India launches Springboard Platform for women trainees

In a competitive job atmosphere, the major challenge is on the skilling front, especially for women. Following the same, Microsoft India launched the Springboard – a platform where women can re-launch their careers after a pause and delivered 39 springboard internship experiences across engineering, delivery, support, and sales & marketing in FY20.

In FY21, Microsoft India elevated 70 springboard trainees across profiles. Propelled in 2013, the program was intended to keep in observance the challenges and opportunities for women on a career break.

This flagship annual initiative by Microsoft India is a 16-week internship program that aims to provide women with an occasion to re-explore careers and gain on-the-job training, coaching, mentoring, and re-skilling as they move back to the workforce. Women who have at least four years of work experience and have taken a minimum six-month break from work are qualified for the program. The program offers training to enhance technical skills, the chance to work on tactical business projects, and learn from guides on the job.

Oindrila Chauhan, Global Talent Acquisition Director, Microsoft India, states, “At Microsoft, we are intentional about increasing inclusion, belonging, equity, and representation of women across identities, abilities, and backgrounds. Our commitment involves a wide-ranging set of initiatives geared to provide skills training, mentoring, and scholarship to close the gender gap in technology.”

More than 100 women have graduated from Springboard over the years; last year, almost 75 percent of the interns joined the technology major in full-time roles, according to Oindrila.

The FY21 edition of Springboard is Microsoft’s first-ever virtual experience for women on a career break. While, in its initial phase, there are over 70 roles offered across cloud architecture, program management, sales & pre-sales, software engineering, support & delivery.

Speaking of the solutions to the challenges women face on a career break, Oindrila, adds, “Constant skilling, reskilling and upskilling are crucial for staying relevant and this is particularly important for people on a career break. Equally important is to provide a culture and environment that enables them to ‘spring back’. This is where our program structure and the support systems in the organization (Manager - Mentor - Buddy - Community) have played a crucial role.”