Tapping into returning women talent pools

She didn’t need a handout. Or a shortcut. She just needed a leg up and a way back in. After years of caregiving, many women are ready to return to the workforce, but the door doesn’t always swing open. Even the most capable women are often overlooked because of one thing: the "gap." For me, that gap was 18 years. Not 8—eighteen. Eighteen years of managing carpools, organizing events, juggling schedules, running a household. Eighteen years of skills that rarely show up on a resume. And now that I've been a successful returner, I ask myself, who would hire someone like me? Smart companies 😊. But far too many still see a career break and assume that means a lack of relevance, experience, or readiness. Here’s what you really get when you hire a woman returning to the workforce: – Project management (birthday parties, managing daily routines) – Financial planning (family budget and long-term expenses) – Negotiation (managing sibling conflicts, coordinating with schools and partners) – Time management (appointments, activities, and house logistics) – Crisis resolution (sick kids and broken water heaters) – Team leadership (leading a household, making decisions daily) – Event coordination (vacations, reunions, classroom volunteering) ** What other ones did I miss? These are not soft skills. They’re real, practical, and valuable. But how do we help more women get into roles where they can make an impact? That’s where returnships come in. A returnship (internship for returners) offers real work experience, mentorship, and a structured path back into the workforce. It gives high-potential candidates a way to prove what they’ve always been capable of. If you’re a business leader, here’s why you should consider launching one: – Access a motivated, loyal talent pool – Close gaps in hiring with real-world expertise – Bring fresh perspectives and adaptive thinking – Support women in a practical, measurable way – Strengthen your culture with lived experience Yes, returnships challenge traditional hiring practices, but they also raise the bar on what smart hiring can look like. If you’re in Utah, the Return Utah's annual Return-to-Work Network Night (for everyone) is happening next week. Link is in the comments. If you’re not in Utah, message me. I have a list of active returnship programs across the country and internationally. And if your company is ready to create a returnship but doesn’t know where to start, reach out. At Elavare, we help companies design returnship programs that work for everyone involved. As a co-leader of A Bolder Way Forward's Workforce Development spoke, I'm not backing down from our goal of education 100+ companies in Utah about the value of returnships. We need more returnships. We need you. Shay Baker Susan R. Madsen Brieanne (Brie) Sparks, MBA, Samantha Aird, Marta Nielsen, Angela Rawlings, Robbyn Scribner, etc.... #WorkforceDevelopment #ReturnToWork #WomenInLeadership

In my last post, I shared the troubling reality that women are leaving highly technical roles mid-career at almost twice the rate of men. 🚨 But here’s the question we should all be asking: how do we attract this talent back? Because the truth is, many of these women want to return — they simply face barriers that make re-entry feel too daunting or unwelcoming. Organisations have a huge opportunity here to not only close the skills gap, but also re-invest in incredible professionals who already bring experience, perspective, and resilience to the table. Some ideas worth considering: 🎓 Re-training and upskilling pathways: Offer structured programs to help women refresh their technical skills, especially after a career break. 🪜 Re-entry via lower-pressure roles: Provide the option to rejoin at a slightly lower level, with a clear pathway to progression as they get back up to speed - less pressure, easier ramp-up. ⏰ Flexible on-ramps: Allow part-time, project-based, or flexible schedules at the beginning to ease the transition back into full-time technical work. 🌟 Returnship programs: Create tailored initiatives (similar to graduate programs, but for experienced professionals returning) that combine training, mentoring, and a pathway to permanent roles. 🤝 Mentorship and sponsorship: Pair returnees with senior mentors or sponsors who can help them navigate the culture, rebuild networks, and progress quickly. 🏆 Celebrate return stories: Actively share the journeys of women who’ve successfully come back, so others see that it is possible. Representation matters here too. This problem isn’t going away anytime soon. But part of the solution is already in front of us: the women who left not because of a lack of ability, but because of systemic barriers. 👉 By making re-entry more accessible, supportive, and flexible, we can bring this incredible pool of talent back into the sector — and everyone benefits. Interested in hearing your feedback, especially anything you have seen work well. #WomenInTech #ReturnToWork #TechCareers #Inclusion #DiversityInTech #FutureOfWork #Retention #FlexibleWork #CareerComeback #Emmbr

Hiring people with career gaps is increasingly seen as a positive and forward-thinking approach. It reflects a company’s commitment to inclusivity, diversity, and the recognition that talent and potential are not confined to linear career trajectories. Here are some points to frame hiring people with career gaps positively: 1. Value of Life Experience Career breaks often enrich individuals with diverse experiences. Whether they took time off for caregiving, education, travel, or personal growth, these experiences can foster resilience, adaptability, and fresh perspectives that are valuable in the workplace. 2. Emphasizing Transferable Skills People with career gaps often return with refined interpersonal, organizational, or leadership skills. Recognizing these skills demonstrates the company’s ability to look beyond conventional resumes. 3. Promoting Inclusivity Welcoming candidates with career gaps creates an inclusive culture, encouraging diverse talent to thrive. This approach sends a strong message that opportunities are available to everyone, regardless of their professional history. 4. Encouraging Innovation and Creativity Non-linear career paths often lead to diverse problem-solving abilities and innovative thinking. Candidates with unique backgrounds can introduce fresh approaches to challenges. 5. Fostering Loyalty Providing opportunities to individuals who are re-entering the workforce often leads to higher employee engagement and loyalty. Candidates are likely to value organizations that give them a chance to prove themselves. 6. Attracting Untapped Talent Pools Career gaps are common in demographics like parents returning to work, veterans, or individuals overcoming challenges. Tapping into these groups widens the talent pool and offers access to highly skilled professionals. 7. Fighting Stigma By openly supporting candidates with career gaps, companies can break down stigmas, inspire others, and align with a socially responsible brand image. Such positive approach not only attracts great talent but also positions your organization as empathetic, forward-thinking, and adaptable.

Met up with a good friend and supporter of Reignite Academy yesterday who was saying that her clients in the #Insurance sector were keen to talk to her about her experience of helping #womenreturners get back to work, particularly in the Claims and Corporate/Commercial legal fields. Their motivation wasn't altruistic, it was about finding great talent. Hurrah to that. Part of me was surprised. I thought everyone knew exactly how to go about finding, attracting, developing and integrating women returning to work after a #careerbreak. Guilty of sitting in my own echo chamber I guess. Anyway, very happy to engage in the conversation with any firm interested but in the meantime, I dug this out. It's old but still very true. If you want to find & attract this properly amazing talent pool, here's what you need to know? 1. You have to ditch your over-reliance on CVs, "recent experience" and match to a job description. It works in a volume market but these women are often reluctant to apply unless they can hit 100% of what you say you need, and their CVs might not be half as impressive as the person in person. The process needs human intervention - from a human who understands what you really need to look for. 2. Flexibility in ALL things is essential. Not just in terms of weekly working patterns but in terms of the roles, levels, ways of working, working hours over the year. 3. Confidence is key. And you can help rebuild it. A sensible, intelligently designed 3 - 4 hour update session or series of events, delivered by peers or through your training network is often all it takes to help women remember that they are good at learning and that a lot of latent knowledge is still there. But above all? What these women need? A job. In a supportive environment. Give them a chance. https://lnkd.in/eqFrg3Jx

A successful programme for women professionals returning to work after a break is characterised by a combination of these factors. Each organisation may need to tailor its approach to align with its unique culture, industry, and specific needs of its workforce. Supportive Company Culture: Fostering an inclusive and supportive company culture that values diversity, provides equal opportunities, and encourages open communication is crucial. A culture that accommodates the needs of returning professionals helps them feel valued and motivated. Structured Return Programmes: Implementing structured return-to-work programmes that offer training, mentorship, and “gradual reintegration” can help women regain their confidence, update their skills, and feel more prepared for the workplace. Mentorship and Sponsorship: Assigning mentors or sponsors within the organisation can provide guidance, networking opportunities, and career development support to returning professionals. This can aid in a smoother transition and help build confidence. Skill Enhancement and Training: Offering training and upskilling opportunities to refresh or enhance skills that may have become outdated during the break can boost the confidence of returning professionals and make them more competitive. Networking and Peer Support: Creating forums or networks where returning professionals can connect with each other, share experiences, and offer support can foster a sense of community and belonging. Childcare Support: Offering on-site or subsidised childcare options can alleviate the concerns of mothers returning to work and make it easier for them to balance work and family responsibilities. Tailored Benefits: Providing benefits that specifically cater to the needs of female professionals, such as maternity leave policies, lactation rooms, and wellness programmes, demonstrates the organisation's commitment to supporting their return. #talentacquisition #talentmanagement #diversityandinclusion #diversityequityinclusion #diversitymatters #returntowork #womenempowerment #womenatwork #womenengineers

Friday Reflections The topic of women returning to work has been widely discussed recently—and for good reason. Through my work I meet many women, stepping back into the workforce after a career break on a journey filled with mixed emotions: excitement, doubt, and hope for a fresh start. Yet, the challenges they face often highlight the need for greater empathy and flexibility from employers. I feel organisations have a level of responsibility to support this transition. Programs like returnships, flexible and part-time working options, and mentorship opportunities are essential to ensure women feel welcomed, valued, and confident in their return. These initiatives aren’t just about filling roles—they’re about recognising the talent, resilience, and unique perspectives these women bring. For women navigating this path, here’s my advice: 1️⃣ Reflect on who you are today: Life experiences during your break have shaped you. Take time to rediscover your identity, values, and strengths. 2️⃣ Clarify your work values and skills: What matters to you in a role? What are the transferable skills you can bring to the table? 3️⃣ Research the current job market: Industries evolve. Look at where your skills fit and explore areas you may want to upskill. 4️⃣ Define your future path: Whether it’s returning to a familiar industry or pivoting to something new, map out a plan that aligns with your goals. Career breaks are not setbacks—they are periods of growth, reflection, and purpose (Speaking from my own experience of a 9 year career gap). Let’s continue to reframe how they are viewed and create opportunities for women to re-enter the workforce with confidence. To employers: Let’s cultivate workplaces that recognise the value of these returning professionals. To women returning to work: You are stronger than you think and ready for this next chapter. What are your thoughts on supporting women re-entering the workforce? Please like, support and reshare on your networks so we can continue to build awareness. If you are women considering returning to work, get in touch for support. link to the article picute below : https://lnkd.in/djvE_Dy7 #FridayReflections #WomenAtWork #ReturningToWork #CareerReinvention #EmpowerWomen #WorkplaceFlexibility #InclusiveWorkplace #ReturnToWorkSupport #CareerDevelopment #ProfessionalGrowth #TalentRetention #LeadershipForWomen #CareerTransitions #MentorshipMatters #WomenInLeadership

Most returnship programs fail, not because women aren’t capable, but because companies aren’t ready. When a woman returns to work after a career break, what she needs is not pity, but a pathway. A returnship program, when done right, becomes that bridge. But here’s the reality, -> Only 2% of women returning after a break get back through structured returnship programs in India. And yet, when companies do it well, the results are powerful. Some programs show up to 70% success in full-time conversions. What is missing? - She needs a space where she’s not judged for the gap, but valued for her comeback. - The company needs to stop playing safe and start seeing returners as a strategic talent pool, not a CSR initiative. How to make it work? ✅ Design for integration, not isolation. ✅ Give real responsibilities, not random projects. ✅ Train teams to welcome, not judge. ✅ Provide mentorship + sponsorship - belief is a bigger boost than a certificate. Because returners are not starting over. They’re restarting with perspective, resilience, and commitment that you can’t teach in a training room. If you’re building a returnship program, make it matter. Not for a PR story. But because it’s one of the most underleveraged talent pipelines you’ll ever find. P.s. The image is taken from an article in the Times of India.

As an advocate for moms and caregivers in the workplace, I know how transformative Returnship Programs can be—not just for individuals returning after a career break, but for the organizations that welcome them back. These programs are more than a second chance. They’re a purpose-driven solution to workforce gaps and the need for fresh perspectives. Here’s why returnships are a win-win: 1. Untapped Talent, Unmatched Value: Returnships open the door to professionals with strong skills, lived experience, and deep problem-solving capabilities. Many are returning after stepping away to raise families, care for loved ones, or pursue other life goals—and they’re ready to bring their whole selves to work. 2. Intentionality in Action: By embracing those with non-linear career paths, companies actively build cultures that reflect the real world and better serve their customers and communities. 3. Smarter Hiring: Think of returnships as extended interviews—a chance to truly assess skills and culture fit before hiring, all while investing in growth and support. 4. Upskilling & Mentorship: These programs provide tailored training and mentorship to bring people up to speed in today’s fast-paced work environment, making teams more resilient and adaptable. 5. Loyalty That Lasts: Returners are motivated, grateful, and committed—often becoming some of the most dedicated employees in the organization. Investing in returnships isn’t just good business—it’s a moral imperative. It’s about valuing experience, recognizing the richness of life outside the workplace, and redefining what talent looks like. Create pathways for moms, caregivers, and career returners to come back stronger, grow with purpose, and thrive. The time is now. #Returnships #CareerComeback #SecondChances #TalentWithPurpose

Why Hiring Women Returning to Work After a Career Gap is a Game-Changer Are you overlooking a powerful talent pool? Women re-entering the workforce after a career gap are a goldmine of skills, experience, and fresh perspectives. Here’s why you should seize this opportunity and how it can transform your organization. 1. Diverse Perspectives and Skills Women who return to work bring a wealth of diverse experiences. Whether they took time off for caregiving, further education, or personal growth, they come back with a broader perspective and unique skills. This diversity fuels innovation and creative problem-solving. 2. Strong Work Ethic and Commitment Women re-entering the workforce are highly motivated. Their return is often driven by a strong commitment to their career and a desire to make a meaningful contribution. This translates into a robust work ethic and high productivity. 3. Enhanced Emotional Intelligence Career breaks, especially for caregiving, enhance emotional intelligence. Skills like empathy, patience, and conflict resolution are invaluable in the workplace, fostering better team collaboration, customer relations, and leadership. 4. Transferable Skills During their time away, many women develop skills that are highly transferable to the workplace. Project management, budgeting, negotiation, and time management are just a few examples. These skills add immediate value to your team. 5. Filling Talent Gaps The competition for top talent is fierce. Women returning after a career gap represent a highly skilled and often untapped talent pool. Hiring them can help fill critical talent gaps and ensure a more diverse and capable workforce. 6. Positive Impact on Company Culture Hiring women returning to work positively impacts company culture. It shows your commitment to diversity, inclusion, and equal opportunity. This enhances your brand reputation and fosters a more inclusive and supportive work environment, boosting morale and retention. 7. Role Models and Mentors Women who successfully re-enter the workforce can serve as powerful role models and mentors. Their stories of perseverance and success inspire and encourage others, contributing to a more supportive workplace culture. Conclusion Hiring women returning to work after a career gap is a strategic move for any forward-thinking organization. They bring a rich mix of experiences, skills, and perspectives that drive innovation and growth. Embrace this valuable talent pool to boost your company’s success and foster a more inclusive society. Have you experienced the benefits of hiring women returning to the workforce? Share your stories and insights in the comments! #Diversity #Inclusion #WorkplaceEquality #TalentManagement