Flexible working is a key factor for people returning to the workforce after time away, finds a Diversity Network LiveMeet discussion.
Research from PwC shows that 76 per cent of women consider a company’s diversity policy before accepting a job. We also know that more than 60 per cent of women who take time off work to bring up a family are highly skilled professionals will transferable skills and industry experience. And once women have been reintroduced into the workforce with a company they trust, an extraordinary 93 per cent will remain loyal to their organisation given the right support.
These statistics were compiled by Heather Black, the founder and CEO of Supermums, who is on a mission to attract and accelerate the careers of women in tech and those returning to the workplace after time away. Heather led the discussion on returnships with Diversity Network members during our live networking event.
“Women can get back to the workforce quickly with the right support,” says Heather. “It isn’t just about a five-day training course but it is worth organisations investing in women – and other people returning to the workforce. The onboarding time is typically two weeks: for a graduate it is several months.
“It’s all about getting back into first gear with the right support.”
Practical ways to support those returning to work:
1 Mentorship – one-on-one for six months is very effective
2 Peer support and networking opportunities
3 Inclusive and flexible training to develop skills
4 Offering coaching to boost confidence
“Companies are turning away women without even knowing it because of their job adverts,” says Heather, who says that women will often be put off by a job role which specifies a full-time position. “I hear this over and over again, and urge candidates to apply anyway and ask questions about part-time working once they are through the door at the interview.
“Most of the time if our supermums ask for part-time work, they get their request granted.”
Considerations for attracting talent:
1 Discuss flexible working arrangements
2 Supportive childcare offering – this may not have to cost as much as you think it does
3 Paid parental leave for both parents
4 A smooth transition programme – increasing hours over time to ease transition back into the workplace
“Create a culture that welcomes returners to your organisation,” says Heather. “Normalise discussions about family-friendly working arrangements.
“Male mentors mean we can all benefit from male allyship. It will help leaders understand different needs and encourage more inclusive leadership.”
Tips for creating an inclusive culture:
1 Internal champions – encourage those in leadership positions to champion acceptance of working parents
2 Wellness programmes to tackle stress management
3 Ensure training and upskilling initiatives are held at accessible times and in an accessible way
To find out about Diversity Network’s regular digital networking events, please click here: https://diversity-network.com/sign-up-for-our-newsletter/#
Heather Black’s website is: www.supermums.org
