{"id":46050,"date":"2022-11-10T14:19:56","date_gmt":"2022-11-10T19:19:56","guid":{"rendered":"https:\/\/www.kaspersky.com\/blog\/?post_type=emagazine&#038;p=46050"},"modified":"2022-11-10T14:19:56","modified_gmt":"2022-11-10T19:19:56","slug":"return-to-work-programs","status":"publish","type":"emagazine","link":"https:\/\/www.kaspersky.com\/blog\/secure-futures-magazine\/return-to-work-programs\/46050\/","title":{"rendered":"How return-to-work programs boost retention for women in tech"},"content":{"rendered":"<p>Mothers returning to work after a career break to raise children face many challenges, from closed doors to employers penalizing resum\u00e9 gaps to being expected to take a backward step for a more family-friendly role.<\/p>\n<blockquote><p>Returners aren\u2019t just mothers back from parental leave. They include fathers, carers, those recovering from health conditions and those who\u2019ve taken time out to study or pursue other passions. But a resum\u00e9 gap seems to hit women hardest.<\/p>\n<\/blockquote>\n<p>Research by the Association of British Insurers in 2018 found <a href=\"https:\/\/www.abi.org.uk\/globalassets\/files\/publications\/public\/diversity\/tackling_the_gender_seniority_gap_what_works_for_the_insurance_and_long_term_savings_industry.pdf\" target=\"_blank\" rel=\"noopener nofollow\">having children leads to women earning 20 percent less than men long-term<\/a>. UK charity Pregnant then Screwed\u2019s data shows around <a href=\"https:\/\/pregnantthenscrewed.com\/over-a-third-of-mothers-who-return-to-work-make-a-financial-loss-or-only-break-even-due-to-the-unaffordable-cost-of-childcare\/\" target=\"_blank\" rel=\"noopener nofollow\">62 percent of women returners work fewer hours, change jobs or stop working<\/a> because of high childcare costs.<\/p>\n<h2>Support in returning to work<\/h2>\n<p>How can companies support women to thrive in the workforce while closing the gender pay gap? Harvard Business Review names <a href=\"https:\/\/hbr.org\/2021\/02\/5-ways-to-bring-women-back-into-the-post-pandemic-workforce\" target=\"_blank\" rel=\"noopener nofollow\">\u201creturnships,\u201d or return-to-work programs, as one of the top five ways<\/a>.<\/p>\n\t\t\t\t\t<div class=\"c-promo-post\">\n\t\t\t\t\t\t<div class=\"o-row\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"o-col-12@sm\">\n\t\t\t\t\t\t\t<article class=\"c-card c-card--link c-card--hor@xs c-card--small@xs\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"c-card__figure c-card__figure--small@xs c-card__figure--medium@sm\">\n\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/www.kaspersky.com\/blog\/secure-futures-magazine\/retaining-women-tech-infographic\/43842\/\" class=\"c-card__figure-link\">\n\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/media.kasperskydaily.com\/wp-content\/uploads\/sites\/92\/2022\/03\/02095755\/237_engaging-women-header-500x500.jpg\" class=\"attachment-card-default size-card-default wp-post-image\" alt=\"engaging women\" data-src=\"https:\/\/media.kasperskydaily.com\/wp-content\/uploads\/sites\/92\/2022\/03\/02095755\/237_engaging-women-header-500x500.jpg\" data-srcset=\"\" srcset=\"\">\t\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"c-card__body  \">\n\t\t\t\t\t\t\t\t\t<header class=\"c-card__header\">\n\t\t\t\t\t\t\t\t\t\t<p class=\"c-card__headline\">Related article<\/p>\n\t\t\t\t\t\t\t\t\t\t<h3 class=\"c-card__title \">\n\t\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/www.kaspersky.com\/blog\/secure-futures-magazine\/retaining-women-tech-infographic\/43842\/\" class=\"c-card__link\" target=\"_blank\" rel=\"noopener nofollow\">\n\t\t\t\t\t\t\t\t\t\t\t\t<span>Infographic: Why women leave tech careers, and what to do about it<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<svg class=\"o-icon o-svg-icon o-svg-right\"><use xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\" xlink:href=\"https:\/\/www.kaspersky.com\/blog\/wp-content\/plugins\/kaspersky-emagazine\/assets\/sprite\/icons.svg#icon-arrow-long\"><\/use><\/svg>\t\t\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t<\/h3>\n\t\t\t\t\t\t\t\t\t<\/header>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"c-card__desc \">\n\t\t\t\t\t\t\t\t\t\t\t<p>Women leave tech careers more often than other careers, but there\u2019s much leaders can do to keep women on board.<\/p>\n\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<footer class=\"c-card__footer\">\n\t\t\t\t\t\t\t\t\t\t<div class=\"c-card__list\">\n\t\t\t\t\t\t\t\t\t\t\t<ul class=\"c-list-labels js-has-reading-time\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<li>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"c-list-labels__link\" href=\"https:\/\/www.kaspersky.com\/blog\/secure-futures-magazine\/category\/leadership\/\" target=\"_blank\" rel=\"noopener nofollow\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span>Leadership<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<li><span class=\"js-reading-time\"><\/span> min read<\/li>\n\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"u-hidden js-reading-content\">\n\t\t\t\t\t\t\t\t\t\t\t\t\tIn tech, there's much talk of what we can do to recruit more women. But we rarely talk about that even bigger problem: Once we recruit women into tech roles, they're more likely to leave the career than men. The good news is, leaders can do a lot to change that.\r\n\r\n\r\nHow leaders can help more women (and men) stay engaged at work\r\nWhen it comes to retaining more women, the changes you make will likely benefit all staff. Work on these six areas to help keep everyone in your team engaged.\r\n1.\u00a0\u00a0\u00a0 Get better at onboarding\r\nKaren Holtzblatt of WITOps says, \"50 percent of women are not clear about what to do to be successful. All new hires need to develop strong connections and knowledge and skill to succeed. Use our Team Onboarding Checklist to onboard right.\"\r\n2.\u00a0\u00a0\u00a0 Encourage valuing and belonging\r\n\"Women need to feel belonging and value in their team,\" says Karen Holtzblatt. WITOps have engaging, practical activities to foster more supportive workplace behaviors.\r\n3.\u00a0\u00a0\u00a0 Use tools to reduce bias\r\n\"Map the full employee experience and identify where bias influences career paths. Use tools and processes that mitigate human and automated biases,\" says Dr. Patricia Gestoso, BIOVIA's Head of Scientific Customer Support in Kaspersky's Women in Tech report 2021.\r\n4.\u00a0\u00a0\u00a0 Be all about mentoring\r\nMentoring helps more women rise through the ranks, says global tech leader Margaret Dawson. Leaders should take opportunities to mentor and encourage team members to get a mentor.\r\n5.\u00a0 \u00a0Take breaks and switch off\r\n'Always on' work culture is bad for productivity and health, and affects women more because they're more likely to have care responsibilities. Lead by example: Take regular breaks, switch off after hours and encourage all in your team to do the same.\r\n6.\u00a0\u00a0\u00a0 Identify and challenge ways your business centers men\r\nAre employee benefits male-coded, like tickets to sporting events? Is competitiveness overly encouraged? Do after-work drinks loom large? Review benefits and offer what more women need, like flexible work and good parental leave.\r\nInfographic references\r\n1 Accenture Resetting Tech Culture report 2021\r\n2 Accenture Resetting Tech Culture report 2021\r\n3 Pew Research\r\n4 New study reveals key to the gender gap in C-suite\r\n5 Karen Holtzblatt, WITOps\r\n6 Kaspersky Women in Tech report 2020-21\r\n7 WITOps onboarding research\r\n8 WITOps onboarding checklist\r\n9 Fostering more supportive behaviors\r\n10 Kaspersky Women in Tech report 2020-21\r\n11 Mentoring is hard but rewarding, and it's everyone's job\r\n12 ACCA Global: The always-on culture is bad for productivity and health\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t<\/footer>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<\/article>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\n<p>PWC research shows <a href=\"https:\/\/www.pwc.co.uk\/services\/economics\/insights\/women-returners.html\" target=\"_blank\" rel=\"noopener nofollow\">better supporting returners could raise UK women\u2019s earnings 1.1 billion British pounds<\/a> (around 1.5 billion US dollars) while boosting the UK economy 1.7 billion British pounds ($2.3 billion US dollars.)<\/p>\n<p><a href=\"https:\/\/www.glassdoor.com\/blog\/facebook-return-to-work\/\" target=\"_blank\" rel=\"noopener nofollow\">Meta, formerly Facebook, launched its returnships program<\/a>. People who\u2019ve been away from work for two years or more and want to re-enter full time are eligible for the 16-week, immersive, paid program. If you show ability to succeed after training and mentorship, you\u2019re considered for a full-time position.<\/p>\n<h2>Returning without starting from scratch<\/h2>\n<p>With a nearly four-year resum\u00e9 gap after having two children, <a href=\"https:\/\/www.pathforward.org\/participant-spotlight-zandra-otubamowo\/\" target=\"_blank\" rel=\"noopener nofollow\">IT professional Zandra Otubamowo anticipated picking up her career where she\u2019d left it<\/a>. But after a string of rejections, she had to consider starting from scratch. She says, \u201cI had many mixed feelings, but the one that stands out was the frustration of trying to get something you know you want, but it\u2019s not coming, and you don\u2019t know what else to do.\u201d<\/p>\n<p>Otubamowo continues, \u201cIn that gap, it\u2019s not like I was sitting at home, just taking care of my family. I was still learning about the technical world, doing training and connecting with people. So what didn\u2019t I have? I felt like the gap was the reason.\u201d<\/p>\n<p>A friend told Otubamowo about Meta\u2019s Return to Work program. She applied immediately and started her role as Technical Program Manager in September 2020. <a href=\"https:\/\/about.fb.com\/news\/2021\/07\/facebook-diversity-report-2021\/\" target=\"_blank\" rel=\"noopener nofollow\">Meta hopes its Return-to-Work initiative will help double female employees globally by 2026<\/a> \u2013 women are currently around 37 percent of their workforce.<\/p>\n<p>\u201cThe support in the program was like being put into a bubble to protect us, which you don\u2019t get when you just come in normally,\u201d Otubamowo says. \u201cFrom my manager to my mentor and my buddy, there were so many people put in place for me to make sure I succeed. You\u2019re coming into a space where things are moving so quickly, but in the program, people help you move at your pace. I don\u2019t think I could have survived otherwise.\u201d<\/p>\n<p>\u201cWe need more women to feel comfortable coming back into the workforce and not feel like they have to take a paycut or fall behind \u2013 that you are going to be given what you deserve,\u201d says Otubamowo.<\/p>\n<h2>Bridging the gender gap<\/h2>\n<p>Financial services group <a href=\"https:\/\/www.nomura.com\/europe\/careers\/returners\/\" target=\"_blank\" rel=\"noopener nofollow\">Nomura launched its Returners Program<\/a> in 2019 as part of a plan to increase numbers of women in the business. The program gives 12 weeks\u2019 induction, training and coaching to anyone who\u2019s had a career break of 18 months or more, after which candidates can apply for positions at the company. Most succeed.<\/p>\n<p>Nomura is aiming for 33 percent female employees and has so far reached 31 percent. They want 19 percent working at senior level and have reached 14 percent.<\/p>\n<p>After a seven-year career break to care for two young daughters, <a href=\"https:\/\/reasonstobecheerful.world\/returnships-internships-for-adults-women-covid\/\" target=\"_blank\" rel=\"noopener nofollow\">Rachael Grieve recalls jumping back into the job market in 2019 and finding nothing but despair<\/a>. The yawning gap in her resum\u00e9 left her with few opportunities that suited her experience and ideal schedule.<\/p>\n<p>After a failed interview for an office manager position, \u201cI went home and burst into tears, thinking, \u201cThat\u2019s it \u2013 I\u2019m done.\u201d It felt like all these doors were closed. I still remember that desperation and fear, especially after interviews destroy your confidence. You find yourself stuck as to where to go.\u201d<\/p>\n<p>Soon after, a chance conversation with a friend who still worked at her previous employer, Nomura, led to Grieve returning and setting up the company\u2019s Returners Program.<\/p>\n<p><a href=\"https:\/\/www.meda.org\/marketplace\/internships-for-adults-are-helping-women-rejoin-the-workforce\/\" target=\"_blank\" rel=\"noopener nofollow\">Shereen Peeroo Finney, a cybersecurity architect, joined Nomura in 2019<\/a> through the program after taking two years away to reassess her career direction and retrain.<\/p>\n<blockquote><p>She thinks it\u2019s the support of a structured program with a cohort to bond with that makes the difference between a returner thriving and struggling.<\/p>\n<\/blockquote>\n<p>\u201cWe had resum\u00e9 advice, practice interviews, external mentoring and a 90-day plan. The program helps you regain confidence a lot faster,\u201d Peeroo Finney says.<\/p>\n<h2>Securing the right support and partners for success<\/h2>\n<p>Tackling gender inequality isn\u2019t easy, admits Grieve, now Nomura\u2019s global head of learning and development for technology. She feels strongly about leading this program, so it becomes a standard part of Nomura\u2019s diversity, equality and inclusion strategy.<\/p>\n<p>\u201cOur Chief Information Officer from day one was 100 percent supportive,\u201d Grieve says. \u201cIt made a massive difference to be given the platform and sponsorship. I also made sure all senior managers understood the caliber of candidates we were getting through it.\u201d<\/p>\n<p>Specialist firm <a href=\"https:\/\/inclusivity.co.uk\" target=\"_blank\" rel=\"noopener nofollow\">Inclusivity Partners<\/a> helps run Nomura\u2019s returnship program and similar programs for Shell and Virgin Money.<\/p>\n<p>Inclusivity Partners founder Stephanie Dillon says, \u201cIf you want to make the difference for women, they need a job. They need pension contributions. They need financial independence. With return programs, you\u2019re providing a job opportunity. Now [when the candidate is] back in the market, other companies think, \u201cthat\u2019s a good candidate,\u201d rather than fixating on the career break.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Many women find returning to work after having children means judgment and discrimination. Now some tech firms are offering \u201creturnships\u201d after a career break.<\/p>\n","protected":false},"author":2656,"featured_media":46051,"template":"","coauthors":[4109],"class_list":{"0":"post-46050","1":"emagazine","2":"type-emagazine","3":"status-publish","4":"has-post-thumbnail","6":"emagazine-category-women-and-diversity","7":"emagazine-tag-retention","8":"emagazine-tag-women"},"hreflang":[{"hreflang":"x-default","url":"https:\/\/www.kaspersky.com\/blog\/secure-futures-magazine\/retaining-women-tech-infographic\/43842\/"}],"acf":[],"_links":{"self":[{"href":"https:\/\/www.kaspersky.com\/blog\/wp-json\/wp\/v2\/emagazine\/46050","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.kaspersky.com\/blog\/wp-json\/wp\/v2\/emagazine"}],"about":[{"href":"https:\/\/www.kaspersky.com\/blog\/wp-json\/wp\/v2\/types\/emagazine"}],"author":[{"embeddable":true,"href":"https:\/\/www.kaspersky.com\/blog\/wp-json\/wp\/v2\/users\/2656"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.kaspersky.com\/blog\/wp-json\/wp\/v2\/media\/46051"}],"wp:attachment":[{"href":"https:\/\/www.kaspersky.com\/blog\/wp-json\/wp\/v2\/media?parent=46050"}],"wp:term":[{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.kaspersky.com\/blog\/wp-json\/wp\/v2\/coauthors?post=46050"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}