Returners: a toolkit for employers - Women's Business Council - Women's Business Council
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Women’s
Business
Council
Returners:
a toolkit for
employers
Sponsored by
2 3
Rt Hon Amber Rudd MP Helen Lamprell, General Counsel & External
Home Secretary and Minister for Women and Equalities Affairs Director, Vodafone UK
I am delighted to launch benefits. Running a returner programme Helping more people return Vodafone aspires to be the world’s best
this toolkit to support and is a practical step employers can take to to work after a career break is employer for women by 2025. Through
encourage employers to address the gender pay gap and increase an becoming a key priority for UK initiatives like ReConnect, a programme
increase opportunities for organisation’s gender and age diversity. As businesses. At a time when which aims to hire 1,000 returners across
returners. These are people Vodafone’s experience shows, returners can many employers face skills Vodafone globally within three years, we are
who have taken an extended also bring new skills to an organisation and shortages, recruiting returners working to increase the proportion of women
career break, often to care for their children new ways of approaching challenges. – people with work experience who have in management and leadership roles.
and other family members, and who would I hope the guidance offered here will taken a career break for caring reasons, and In this toolkit we share experiences from
like to return to paid work. There are currently encourage employers of all sizes and across are looking to continue their careers – makes ReConnect as well as from organisations
2.1 million people out of the labour market all sectors to wake up to the talent that sense for businesses and benefits families that have run returner programmes,
caring for their home or family members, returners have to offer. By harnessing their as well as the UK economy. including Golin and Enfield Council. By
89% of whom are women. Many of them experience, we can address skills gaps, That’s why I’m delighted to introduce this sharing what we have learned, we can
have a wealth of skills, experience and talent. increase the number of women in senior best practice toolkit, created with the Women’s benefit from each other’s experiences and do
Despite this, they often struggle to get back positions, and make the most of existing Business Council and Government Equalities more to help people return to work when the
into jobs at the right level. This is a huge talent. Office. The toolkit is based on best practice time is right for them.
loss for employers, the economy and those guidance developed by Timewise and Women
individuals. Returners for the Government Equalities
That’s why we allocated £5 million in the Office and is designed for businesses wishing
Spring 2017 Budget to support returners. to develop returner programmes of their own.
We’ve created new returner programmes “There are currently 2.1 This toolkit sets out the characteristics of a “Vodafone aspires
million people out of the successful programme, clear guidelines on to be the world’s
in the public sector and hope this toolkit will
labour market caring for their
encourage more private sector employers to how to attract and recruit candidates, how to best employer for
home or family members, 89%
develop similar initiatives.
of whom are women. Many of
support returners, and more. women by 2025.
Organisations like Vodafone, Barclays them have a wealth of skills, Through initiatives like
and Deloitte are already running successful experience and talent. Despite ReConnect, we are
programmes and demonstrating their tangible this, they often struggle to working to increase the
get back into jobs at the right
level. This is a huge loss for proportion of women
employers, the economy and in management and
those individuals.” leadership roles.”
4 5
The benefits of returner Access to a high calibre
talent pool
programmes
l There are a large number
of women with professional/
managerial experience who
are economically inactive
Returner programmes are recruitment
for caring reasons. The right Cost effective
programmes targeted at people returning
programme could attract this talented recruitment
to work after a long break (typically two
pool of women back into the workplace. l A returner programme can be a cost-
years or more). They offer real benefits to
l The majority of women aged 28 - 40 on effective way to bring a number of
employers and employees alike. As well
a career break want to return to work at experienced hire employees into the
as helping people who have taken a career
some point3, but many employers are organisation in comparison with using
break to return to work, they can also deliver
not targeting this group. Those that do, a recruitment agency, as organisations
real competitive advantage for employers.
get access to high-calibre employees. do not incur percentage-based success
fees for successful hires.
The
Business
Case
“I recruited my Marketing Support for the female Improved attraction and
Director through a returner talent pipeline retention rate
programme and it was one l Hiring experienced returners is l A successful returner
of the best hires I’ve ever an innovative way to expand programme can have a
Increased diversity
made. She’s now been on your female talent pipeline positive impact on brand
Returner programmes can support
the team for two years and and boost the presence of image, clearly signalling
the drive for diversity in a number of
has brought the energy of a more senior women in your your organisation’s support
ways:
graduate and the wisdom of organisation. This can also for parents and carers in the
l As 89% of people out of paid work
senior-level experience to have a positive effect on your workplace.
caring for family or the home are
her department.” Bibi Hilton, gender pay gap. l It shows that your
female2, returner programmes can
Managing Director, Golin organisation is open to and
support greater gender diversity
accepting of non-linear career
across an organisation.
paths, and values the role that
l Hiring returners can also improve
caring plays in society. This
the age diversity of an organisation, A way to tackle the skills can play a key role in both
bringing in individuals with high shortage recruitment and retention of
levels of experience, maturity and l Some sectors, such as retail, hospitality talented employees.
stability. and the tech sector are experiencing or
l Returners often offer a different facing a shortage of workers. A returner
way of looking at problems and programme creates access to an extra
situations, which can help enhance pool of people who either have the
an organisation’s cognitive diversity. right skills or could easily be trained to
develop them.
2
December 2017 ONS Labour Market Statistics 3
Opportunity Now Project 2840, 2014 a survey of over 25,000 women between 28 and 40 (https://gender.bitc.
org.uk/all-resources/research-articles/project-28-40-report)6 7
Developing a returner
programme
Having decided that you would like to bring one or more
returners into your organisation, you need to decide which
kind of programme to offer, and how it will be delivered.
Here are some guidelines for designing a returner
programme that suits your business.
1. Decide what type of programme
Returner programmes can take 2. Build in flexibility
“We know returners have a lot
different forms, the majority are usually Flexibility is likely to be high on the list of priorities for candidates wanting to return to
to offer employers in terms of
‘returnships3’ or supported hiring work following a break due to caring responsibilities. Here are three core elements to
skills and experience but lack
programmes: keep in mind to ensure that your returner programme is designed on this basis:
flexible working opportunities.
By sticking to the traditional
Returnship – a fixed term contract for
9-5 model, employers are
experienced hires, with a strong likelihood,
missing out on the wealth
but no guarantee, of an ongoing role at the
of talent that’s out there. By
end of the programme, if the placement
making what are often minor
period goes well for both sides.
adjustments to allow flexibility,
many more returners will
Supported Hire – involves hiring returners
be able to simultaneously
directly into permanent experienced hire
access work and manage their
roles.
caring commitments.”Jemeela
Quraishi, Senior Development WHERE people WHEN people need to work HOW MUCH people
With both types, returners are paid
Manager, Member, Branch & need to work Could the programme need to work
competitively and given additional
Community Engagement, CIPD Can the programme incorporate flexibility Could this programme be
support such as coaching, training and/or
accommodate a degree of around start or finish times, fulfilled on a part-time basis
mentoring to help them make a successful
working from home, across compressed hours or, if it or, if it is a supported hire,
transition back to work.
different offices, or from a is a supported hire, include an element of
variety of other locations? annualised flexibility (such unpaid leave?
as term-time only)?
3
The term ‘returnships’ was coined and trademarked by Goldman Sachs8 9
3. How to attract and Developing a programme
recruit candidates – FIVE key questions
The advert that you create, and the channels
through which you promote it, can have a
1 What is the business case for
the programme?
big impact on the quality and quantity of
applicants. These principles will help you 2 Is there buy-in from senior
management?
ensure that you are attracting high-calibre
returners to your programme. 3 Is the programme positioned
internally primarily as a talent
attraction strategy with clear
l Describe clearly what you’re offering. business benefits?
4
l Don’t be too prescriptive on candidate
What type of programme is
requirements but be clear what the
the best fit – a returnship or
role entails.
supported hire?
l Target channels where returners are
likely to be looking.
5 Can you structure the
programme to offer the
returners flexibility whilst meeting
business needs?
4. How to support your
returners Delivering the programme
During the attraction and recruitment process you may want to: – FIVE key questions
Providing a strong support framework
n Demonstrate your flexible
credentials up front. n Understand your limits – what
flexibility will or won’t work.
helps to maximise the likelihood of
a successful permanent hire. These 1 Are your attraction and
recruitment methods
n Raise it during the application
process or interview. n Consider a trial
period.
are the key support elements: appropriate for returners?
2
Line Manager support is critical to Have line managers and
ease returners back into work to staff been briefed on the
provide structure, feedback and make programme?
connections.
The assessment process can be daunting
for people who have had a career break,
l Keep the application process simple.
l Provide as much information
Other support roles and components
you may wish to consider are:
3 Is there a support structure in
place for the returner?
4
particularly those who have not applied for as possible. Has a mechanism for
roles for a number of years. By making a few Programme Manager: to be the
l Keep assessments straightforward. evaluating the programme
simple changes to your existing recruitment primary contact for returners and
l Discuss salary and flexibility during the been developed?
processes, you can reduce any anxiety and manage any issues.
interview process.
ensure returners have the opportunity to
showcase the skills and experience that
l Provide interview guidance for
all interviewers.
Human Resources: for general
support, including on-going roles. 5 Have you considered how you
can embed returners into your
wider talent management strategy?
they bring: Buddy: to help with day-to-day
l Follow up promptly.
questions. Have you checked that your
Induction and training: to help the programme meets the best
returners to deliver in the new role. practice guidelines?10 11
Ali’s story
Oluyemisi’s story Returning to work after
an extended period of
insight into the level of passion behind
ReConnect. Vodafone have shown me
I’ve spent my network of supportive returners, leave can be daunting. just how committed they are to building a
working life as and coaching which enabled me to Having taken a three- flexible, motivating environment where I can
a Project and determine if the post was a good fit for year break from a transition back into work in a supportive and
Programme me and for the organisation. successful career structured manner.
Manager. After five After four months, I was appointed in the IT industry to ReConnect has helped rebuild my
years out of the as Strategic Programme Manager for refocus my time and confidence. I feel empowered to achieve
workplace caring the division. I now find myself in a very energy on my family, I my goals and aspirations and relaunch my
for our foster child, happy place, doing work I know how was unsure if employers would still see me career. Getting to know Vodafone has been
I started looking for work and soon to do, and do well. I would recommend the same way – if they would recognise the an engaging, inspiring process, and I’m
realised that I had a serious obstacle – a returner programme to anyone value and talent that I could still offer. I know excited to contribute to its future success.
my CV was ‘not current’. I didn’t want contemplating returning to work after many women just like me, struggling to find a
to re-train as I wanted to go back to an extended break. It will help you balance between supporting their family and Ali Davies, Senior Manager, Customer
doing what I had been doing and had adjust to the new realities and find that furthering their professional career in a way Experience, Vodafone UK
kept abreast of changes to the sector place you feel fulfilled. that supports their need for flexibility.
and attended networking events. Getting this balance right is important
I came across the Career Returners Oluyemisi Morgan-Raiwe, to me, which is why I chose to join the
@ Enfield Council programme in my Strategic Programme Manager Vodafone ReConnect programme. “My goal is to attract the very
local paper. Re-joining the workplace Enfield Council ReConnect’s primary goal is to recruit and best people to work in Vodafone’s
as a returner really worked for me. re-engage professional men and women Enterprise business. To do that,
I had a post-holder to shadow, a into roles that reflect their experience we have to explore every possible
and expertise. When I first heard about avenue to find the right people,
ReConnect, I thought: how refreshing and that’s where the ReConnect
to find a business that sees value in
“Re-joining the workplace as a returner attracting talent back into the workplace!
programme comes in. Thanks to
ReConnect, we have discovered
really worked for me. I now find myself The recruitment process enabled me to great candidates with exactly the
in a very happy place, doing work I know engage with members of the existing skills and experience we need.”
Vodafone community to really gain an
how to do, and do well.” Andy May, Head of Enterprise
Transformation, Vodafone UK12 13
Returner Laura’s story
programmes & The first time I met For us, it is vital to secure senior buy-in
a cohort of returners upfront, to devote time upfront to meticulous
in 2015, I was blown job design, thorough line management,
away by their calibre objective setting and coaching, and
and energy. I was comprehensive on-boarding and to ensure
also struck by the that all parties involved are appropriately
potential economic briefed. In return, you’ll get someone
waste if they were with a lot to offer and an ambassador
not able to get back hugely committed to the success of your
into work. organisation.
Since then, Golin has welcomed three
returners on placement. Laura Weston, Jane Fordham, Executive Director
our first, has now had two phenomenally Marketing & Talent, Golin
impactful years as our permanent marketing
director. Our MD refers to her as “our best
While returner programmes are less frequent within small hire ever.” The Golin role has taken her out
and medium sized businesses the experience, skills, of her comfort zone and similarly, she has
perspective and flexibility that returners bring can be of brought something relevant but very new
particular benefit to SMEs. to us.
We found that three months to be an ideal
contract length for our returnship placement
and that discrete, well-defined projects make
“I was blown away
for mutually successful outcomes. by their calibre
and energy. I was
Here are some specific points for SMEs benefits – Considering flexible working also struck by the
to consider: options at the point of hire may be potential economic
particularly applicable for SME budgets.
l Supported hiring might work best. l Local roles in a supportive culture can
waste if they were
l Consider returners for senior roles – appeal to returners. not able to get back
SMEs targeting returners usually report l Gaining buy-in for a returner into work.”
that they attract higher-calibre candidates programme can be more
than usual. straightforward – Once the business
l Recognise a returner’s broad skills – rationale is clear and the senior
This breadth and flexibility of skills can be management team are on board,
of real benefit in a smaller organisation. implementing the programme should be
l Flexible hiring can have budget much more straightforward for SMEs.To find out more visit:
womensbusinesscouncil.co.uk
Government Equalities Office Sanctuary Buildings, 6th floor, 20 Great Smith Street, London SW1P 3BT www.gov.uk/geo March 2018 © Crown copyright 2018You can also read
