The simple answer is: You aren’t offering a Returner Program.
The 45-hour-Monday-Friday workweek is more than 100 years old. Innovative workplace practices are crucial because evolution is required to be successful. Companies in the top quartile for gender diversity are 15% more likely to show returns higher than their industry mean! (HBJ2016 -Why Diverse Teams are Smarter). Understanding the research that supports change is crucial to selecting the right programs to move forward.
Women who leave the workforce to care of children or aging parents are penalized both professionally and financially. A woman who takes a 2-3 year career break will sacrifice 30% of her potential lifetime earnings. Even though 80% of women who take a career pause have a vision to return to work in a full-time capacity, that transition has become exceedingly difficult. But women aren’t the only ones who suffer as a result. Enterprises who are committed to seeing more women in leadership and to building diverse teams are finding it difficult to recruit and retain women who have the necessary professional experience. Even the most inclusive organizations may also suffer from not building programs to simplify re-entry for both employees and their leaders and colleagues.
Women returning to the workforce are among the most loyal potential hires however, less than 30% of organizations actively recruit from this talent pool. The confidence gap women may face is often larger than the skill gap and specific programs are crucial to creating a successful re-entry during the initial 6 months back to work.
Can your organization support a Returner Program?
- Is creating more diverse teams a priority?
- Are there roles within your organization where experienced, non-permanent team members could help drive business results?
- Are you willing to provide additional support and mentorship to build a more loyal and higher performing team?
Did you answer yes?
Then consider reaping the rewards of tapping the loyal, experienced, educated women who are excited and ready to get back to business. MomSource Network provides structured programs to help put your Returner Program in action and provide the gateway to talent.
Our team of experts combine business, human resources, communications, and progressive thinking to develop meaningful, differentiated, and authentic programs to support work-life blend initiatives for companies big and small, start-ups or stalwarts. We have worked with thousands of individuals who are seeking progressive companies who offer programs like these and the best of the organizations who are offering those benefits. We don’t just come up with what’s cool; we craft a plan based on research, experience and the unique organizational culture of each client. We’ve seen firsthand how the power of flexibility can elevate a company from a commodity to a valued partner; how it can rescue a business from the trenches of an impossible-to-attract talent war, and how it can motivate employees and customers alike to become full-fledged fans. We develop the tools and show you how to maximize results. The rest is up to you.