Let’s start with some definitions. A returner programme is a programme of support targeted at people returning to work after a career break. There are several forms of returner programme but one of the most common is for an organisation to offer a paid work placement to returners as a route back to permanent employment. Organisations can develop their own in-house programme or take part in a cross-company programme with other organisations. Returners are offered coaching and training to support them in this return and organisations are trained on how to onboard and support returners. Returner programmes can support any demographic but are most often offered to women.
So what are the benefits for organisations?
- Access to a new high-calibre talent pool to tackle skills shortages
- Support for the female talent pipeline to support efforts to narrow the gender pay gap.
- Broader attraction and retention leading to improved gender, age and cognitive diversity.
- Cost effective recruitment.
- Positive real examples of your DEI strategy in practice.
- Great PR which may lead to more applications to other open positions.
- You can assess the suitability of returners during a return-to-work placement before committing to a permanent position.
We know that women’s careers are often non-linear during to caring responsibilities and we know that women over 50 are the fastest growing demographic in the workplace. For any organisation with a significant gender pay gap, skills shortages or who simply want to support women in reaching their potential returner programmes are essential. If you would like to discuss developing a suitable programme for your organisation, just get in touch and we would be happy to share some ideas.