The “Returnship” Revolution: Programs Helping Parents Re-Enter the Workforce
The workforce has always been a constantly evolving environment, with new technologies, industries, and job markets emerging. However, one trend in recent years has been particularly notable – the increasing number of “returnships” offered by companies to help parents re-enter the workforce. These programs have revolutionized the way employers support and accommodate working parents, allowing them to balance their career with their family responsibilities. Let’s take a closer look at this “returnship” revolution and how it’s helping parents find their way back into the workforce.
The Rise of “Returnships”
As the name suggests, a “returnship” is a return to the workforce after a career break, typically taken for caregiving responsibilities. These programs were first introduced by Goldman Sachs in 2008, and have since been adopted by various companies, including IBM, PayPal, and General Motors. A “returnship” is like an internship, but for experienced professionals who have been out of the workforce for an extended period. It provides an opportunity for these individuals to update their skills, gain relevant experience, and refresh their professional network.
Why “Returnships” Are Essential
The concept of “returnships” has gained popularity due to a few crucial factors. First and foremost, the modern workforce is increasingly recognizing the importance of diversity and inclusion. Parental responsibilities often disproportionately affect women, and programs like “returnships” help bridge the gap by giving them a second chance to advance their careers. Moreover, these programs provide a win-win for both employers and employees – companies can tap into a pool of highly skilled professionals, while parents can ease their way back into the workforce.
The Benefits for Employers
“Returnships” offer numerous benefits for employers, beyond just promoting diversity and inclusion. By providing a structured and supportive program for returning professionals, companies can attract a talent pool that is highly engaged and motivated. These individuals often bring valuable skills and experiences from their time outside the workforce, such as time management, adaptability, and multitasking abilities. Additionally, “returnships” can be used as a pipeline for hiring talent, allowing companies to assess potential candidates before making a permanent offer.
The Impact on Working Parents
For parents looking to re-enter the workforce, “returnships” provide a valuable opportunity to transition back into a full-time job. These programs offer flexibility, allowing parents to adjust their hours and commitments based on their family’s needs. The structured training and mentoring provided during a “returnship” also helps parents update their skills and make a smooth transition back into the workforce. And for many parents, a “returnship” provides a sense of confidence and validation that they can still thrive in their careers while balancing their family responsibilities.
Challenges and Solutions
Despite the numerous advantages, “returnships” are not without their challenges. One of the main barriers for parents is the lack of affordable childcare options. Companies can help mitigate this problem by offering on-site childcare or flexible working hours. Additionally, the stigma associated with taking a career break for caregiving responsibilities can deter some parents from applying for “returnships.” Employers can combat this by promoting their “returnship” programs and advocating for the value of parental responsibilities in the workplace.
Conclusion
The “returnship” revolution is a positive step towards promoting diversity and inclusion in the workforce. By providing a supportive and structured program, companies are helping parents re-enter the workforce and unlocking a pool of highly skilled and motivated talent. With the continued success and positive impact of “returnships,” we can hope to see more companies adopting these programs and breaking down barriers for working parents.
In conclusion, “returnships” have truly revolutionized the way employers and society as a whole view working parents. These programs are a win-win for both parents and companies, offering flexibility, opportunities for growth and development, and promoting diversity and inclusion. It’s an exciting time for working parents, and with the increasing adoption of “returnships,” we can expect to see even more positive changes in the future.
