![]() The tech giant conventionally limited its program to people out of work for at least two years but has opened the application process to those who left as recently as a year ago. Reported by Fortune, applications for IBM’s Tech Re-Entry Program in January and February 2021 increased 167% from a year earlier, before the pandemic. There is a growing roster of companies offering relaunch programs and companies widening eligibility requirements – and opportunities. While returnships may not be able to solve what’s been labeled the “she-cession” single-handedly, they offer a beacon of hope for women finding workforce reentry challenging in this labor market. Bureau of Labor Statistics, every one of the 140,000 jobs lost in December 2020 were jobs held by women. Other career reactivatorsĬOVID-19 has had a disproportionate effect on women’s careers. It’s a good bet that these companies will be supportive as you embark on a new career journey. So, they typically offer flexible working arrangements that benefit women’s careers as well. And many provide the opportunity of a full-time offer upon completion of the program.Ĭompanies that offer return-to-work programs show they value women who have experience and strong skill sets, even if they have gaps on their resumes. Typical program duration can range from a few weeks to a few months. It may be called a returning professional internship, career relaunch program, return-to-work program or career re-entry program. For example, Boeing’s Return Flight Program offers a range of opportunities that include highly-skilled technical and engineering positions.Įach company has its own application requirements and program structures. These programs go beyond entry-level positions. But the so-called “broken rung,” in which women are underrepresented in entry-level management positions, is still apparent – and on-the-job training may be able to make the connection. There’s good reason for the concerted effort to increase gender diversity. Often, soft skills are keenly honed during time away from corporate life as caregiving requires multitasking, organization, leadership, decision-making, time management skills and empathy. They give companies access to untapped areas of the talent market that may otherwise be hard to achieve. This is because women are more likely to step away to become a caregiver during their career. While returnships are for anyone who has been away from work for any reason and any extended period of time, some companies use these programs to increase diversity. These programs are gaining the attention they deserve as the post-pandemic global workforce is reimagined. Returnships are not a new concept, as Goldman Sachs trademarked the term in 2008. This way they can explore their interests and learn about what’s changed in their absence. These programs are structured like internships, hence the name, and allow women to re-enter the workforce in a supportive environment. ![]() Oftentimes they’re coming back to work after being a caregiver for aging family members or children, just like Richa. Returnships help women return to the workforce after an extended break. Richa connected with Women Back to Work, an organization that’s objective is to match “returners” with companies actively recruiting talent through “returnships.” She was accepted into the Farmers Insurance returnship program and subsequently accepted a full-time offer at the company. But, after a three-year break from corporate life, she was ready to find her way back in. ![]() With more than eight years of experience in project management, business analysis and quality assurance, Richa Chaturvedi decided to trade her work as a scrum master for dedicating her days to raising her children. These internship-like programs are gaining popularity for women re-entering the workforce.
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