For a long time, the “ideal career path” followed a fairly predictable formula. Start in an entry-level role, move steadily upward, accumulate promotions, and arrive at leadership without too many detours.

But that version of success never reflected the reality of many careers, especially for women.

Today, career journeys are becoming far more varied. Breaks for caregiving, career pivots, study, travel or personal priorities are increasingly common. Rather than following a straight line, many professionals are building careers that expand, pause, redirect and evolve over time.

Yet despite this shift, the idea of the “perfect career trajectory” still lingers in many workplaces.

The stigma of stepping away

For many women, career breaks are not unusual. Parenting, caring for family members or managing life transitions can lead to time away from the workforce. What can be challenging is the perception that stepping away somehow signals a loss of momentum or ambition.

The reality is quite the opposite.

Time outside traditional career structures often builds skills that are deeply valuable in professional environments: adaptability, problem solving, resilience and perspective. People returning from career breaks frequently bring a renewed clarity about their priorities and strengths.

But organisations need to recognise and value that experience rather than viewing it as a gap to be explained.

Rethinking what progression looks like

A non-linear career path does not mean a lack of progression. In many cases, it means the opposite.

Professionals who take different routes often accumulate broader experience earlier in their careers. They may move across industries, functions or organisations in ways that build versatility and commercial awareness.

The result is not a weaker career trajectory, but a more dynamic one.

The challenge is ensuring that hiring practices and leadership expectations reflect this shift. If organisations continue to evaluate careers through a narrow lens of uninterrupted progression, they risk overlooking exceptional talent.

The opportunity for organisations

As workforce expectations evolve, organisations have an opportunity to redefine what successful careers look like.

Supporting return-to-work pathways, recognising transferable experience and designing flexible career frameworks are all ways to broaden access to opportunity. These approaches not only support women navigating career breaks, they also benefit organisations by expanding the talent pool.

Redefining success

Perhaps the most important shift is cultural. Success is no longer defined by speed alone.

For many professionals, success now includes meaningful work, flexibility, personal wellbeing and the ability to shape a career that fits alongside life, not in competition with it.

Career paths will continue to evolve as workplaces change. The organisations that recognise and support non-linear journeys will be the ones best positioned to attract and retain the next generation of leaders.

Because progress doesn’t always happen in a straight line.