What is a returnship?
‘Returnships’ are structured programs that vary in duration, but typically include professional development, work experiences and networking. These programs offer women a time-bound and/or phased return to the workforce. Sometimes called adult internships or 'soft landings', these programs allow leaders to ease back into working. Companies like Grub Hub, IBM, Asana, and other across the healthcare, aerospace, and financial services sectors offer now returnships.
Where do we go from here?
Increasingly, companies recognize the lost human capital when women and working mothers opt out of the workforce. To reduce a brain drain and to optimize organizational talent, here are 3 things companies can do to support women and working moms who have left the workforce (or are contemplating doing so) :
Enable flexibility. Employers are grappling with ways to create conditions that help women and working moms thrive. For example, a notable Charlotte-based health company and a Minneapolis based insurance company started offering part-time employment opportunities and remote opportunities to meet the needs of working mothers. In supporting all employees, organizations must understand what leaders at all levels of the organization need and respond accordingly.
Create pathways for workers to maximize their careers. Forbes calls 'relaunchers' or those looking to re-enter the workforce after a career break, a hidden pool of talent. At the same time, HBR reported that nearly 4 in 10 women voluntarily left work at some point in their career. To optimize talent, companies have found success in partnering with transitional programs that connect employers with women looking to rejoin the workforce. Additionally, some programs help leaders stay in the workforce through flexible options during a motherhood journey or throughout life's twists and turns.
Prioritize inclusive leadership. Focusing on fostering inclusive workplaces helps women leaders feel seen, heard and valued. So, building supportive environments can increase the likelihood that women leaders may want to stay. Deloitte's Women @ Work 2024 report found that inflexible work arrangements and non-inclusive workplaces were reasons women cited for leaving the workforce. Ensuring that leaders in your organizations effectively support women, while also creating empowering and psychologically safe environments is essential.
Even when life happens, I believe that women and working moms deserve opportunities to succeed at work. If women have the skills and will to achieve their professional goals, organizations should create the pathways to support them and help them to thrive at work. This will require agility and creativity, however, I'm convinced that creating empowering work environments for women and working moms is possible and benefits all.
Desiree Coleman-Fry advances equity and empower women through speaking, writing and curating conversations. Find me on all social media platforms: @desireescoleman
