Despite the attention given in recent years to the need to support people back into the workplace following career breaks and maternity leave, the reality is that the same obstacles and difficulties remain.
84% of women on career breaks are keen to return to work...
67% consider retraining to a different job to achieve flexibility
In our work we encounter the problem from both angles: from our client organisations who struggle with the cost, both financial and in performance terms, of losing talented people from their companies, and from our private clients who struggle to make a successful return to work that will allow them to embrace the flexibility they need.
Cost to replace a lost professional starts at £8k+
Additional evidence of these difficulties comes from a new study which shows that 75% of people who are keen to return to work following a career break or maternity leave, consider that the workplace culture is too inflexible to enable it.
Support to return of critical importance
The study found that supportive factors included a culture of understanding among managers - eighty-eight per cent of respondents said a manager who wanted them to succeed was the most important reason for them to come back to work.
The need to ensure that flexible working arrangements are not only in place but actually implemented is critical, as is ensuring that returners and their managers are properly supported to ensure a successful transition back.
84% of women on career breaks are keen to return to work...
67% consider retraining to a different job to achieve flexibility
In our work we encounter the problem from both angles: from our client organisations who struggle with the cost, both financial and in performance terms, of losing talented people from their companies, and from our private clients who struggle to make a successful return to work that will allow them to embrace the flexibility they need.
Cost to replace a lost professional starts at £8k+
Additional evidence of these difficulties comes from a new study which shows that 75% of people who are keen to return to work following a career break or maternity leave, consider that the workplace culture is too inflexible to enable it.
Support to return of critical importance
The study found that supportive factors included a culture of understanding among managers - eighty-eight per cent of respondents said a manager who wanted them to succeed was the most important reason for them to come back to work.
The need to ensure that flexible working arrangements are not only in place but actually implemented is critical, as is ensuring that returners and their managers are properly supported to ensure a successful transition back.
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