Over the last four years, Inclusivity has been fortunate enough to partner with some exceptional clients to deliver Returner programmes and we are proud of the success these programmes have delivered. Below are the key characteristics we’ve identified in what makes an organisation ready and able to deliver an exceptional returner programme.
As companies grapple with how to increase their gender diversity, particularly with the recent findings from the gender pay gap reporting, it is still surprising how many businesses have not incorporated women returners into their talent acquisition strategies. Mired by last minute recruitment briefings from line managers, applicant tracking systems designed to filter applicants out, […]
If you want to increase diversity, then you need to think like an entrepreneur. Could adopting the characteristics of successful entrepreneurs be the key to senior leaders moving the dial on D&I? It occurs to me that these qualities are the exact qualities leaders must bring to their roles in order be make real and […]
Does this sound familiar?
After child one, two, three or four (in fact, who’s counting?!) your maternity leave happens to extend into a career break, which leads to you becoming a full time mum and thus starts a blur of school runs, a feeling all you’re doing is constantly feeding your tribe and the fear you’ll never be capable or have the time to step back into the workplace?
(and things to consider next time!)
Returner programmes are becoming increasingly popular. Rightly so when one considers the enormous amount of talent estimated to be ready to reignite their career yet lacking in ways to access employment. PWC’s 2016 report titled the £1billion potential of Women Returners highlighted that a suspected 427,000 highly qualified women are currently on career breaks and ready to return. More and more companies are putting in place Returner programmes which is heartening to see but feedback from participants is that not all are set up for success.
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.
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 the Virgin Money 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.
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.
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.