Nowadays parents constantly face the juggle of trying to ‘have it all’, a happy family life alongside a successful career, with many (women in particular) feeling that ultimate dream is beyond them. The worry of childcare and stress of finding flexible employment means many parents end up getting off their career ladder and staying at home with the children in their formative years.

Sound familiar?

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Have you ever wondered how to return to work after an extended career break? Has it seemed like an impossible dream to step back into a corporate career if you’ve been at home looking after children, been made redundant or taken time off to care for a relative?

Virgin Money has wholeheartedly embraced a supported route back to work for a second year running with its 13 week ReCareer programme aimed at anyone who has been out of work for 18 months or more. Susan Mather, a stay at home mum for four years, can certainly testify following her successful application to the programme in 2017.

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There is certainly a lot of buzz around the recently launched Virgin Money’s ReCareer programme, now in its second successful year. For anyone who has been out of work for an extended period of time and is wondering how on earth they are going to step back into the corporate world, the ReCareer programme might seem a little too good to be true.

However, what you see is what you get with Virgin Money. They really are passionate about giving professionals a supported route back to work, as Judith Bradbury, a self-confessed unintentional stay-at-home mum found in 2017 when she became a successful graduate of the scheme.

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In 2017, Virgin Money successfully launched their first return to work career programme aimed at professionals who had been out of work for 18 months or more.

This year, the same programme is back by popular demand. The Virgin Money ReCareer programme is already causing quite a stir and so it should. With Virgin Money being committed to providing a supported route back to work, we caught up with one of the successful applicants from last year to hear more about her experience and why she would recommend applying for the scheme.

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Inclusivity return to work program

Are you struggling to reignite your career? Sending off applications but hearing nothing back? Searching for flexible / part-time roles but uncovering nothing you want to apply for? Struggling to explain the career break and pitch yourself in a confident manner?

Our Career Reignite Bootcamps run quarterly and are FREE to attend. In these session we get straight to the crux of your job search challenges and empower you to be your own Recruiter. We teach you how to uncover the hidden jobs market, how to find your competitive advantage, and how to network yourself in places where you know hiring managers will be present.

More details to follow

Inclusivity for women returning to work

Emma Bewley, Head of Fund Investment for a private client business, talks to us about her return to work following a career break:

Returnships & Returner Opportunities | Return To Work Programmes

The Problem As a nation we’ve been hammering on about the need for more senior part-time positions for well over two decades. Yet stubbornly corporations seem to adopt a normative posture; few acknowledge the vital importance of the part-time labour market and its direct, inextricable links to our dwindling pipeline of female talent as we […]

Returnships & Returner Opportunities | Return To Work Programmes

We regularly see much written about motherhood and flexible working, yet less often do we get a glimpse in to the experiences of fathers and flexible working.

Sheryl Sandberg in ‘Lean In’ promulgates the notion that the man whom a woman chooses as their partner is one of the most significant career decisions she will make, especially if she is planning a family. This however is based on a premise that should the man wish to support his wife’s career there will be accessible flexible work schedules available to him if he desires to keep working himself.

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Returnships & Returner Opportunities | Return To Work Programmes

In 2005 the Harvard Business Review published an article under Career Planning titled Off-Ramps and On-Ramps – Keeping Talented Women on the Road to Success, by Sylvia Ann Hewlett and Carolyn Buck Luce.

At the time the article stimulated great debate and discussion, both in the US and the UK, around the reasons women were ‘opting out’ of long-term career progression and how to change this. A flurry of gender diversity programs were quickly released as corporations worked to stymie any chance of being perceived as unfriendly to working women.

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Returnships & Returner Opportunities | Return To Work Programmes

The lack of women in senior positions in both government and business has been a much discussed issue for some time. However, with the exception of the publication of Lord Davies’ ‘Women on Boards’, it is debatable whether anything of any real substance has been done to address the crux of the problem over the past decade. Read more