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With the job market and the financial situation many are facing, returnships are on the rise around the country. In this newsletter we are breaking down what it is, who it impacts and how we can implement these programs into our organizations.


"As employers struggle to fill critical job openings amidst record-low unemployment—and aim to increase diversity in their workforces—organizations have become increasingly interested in welcoming the return-to-work talent pool back to the office. “When we got started [in 2016], there were fewer than 100 companies that were offering these programs in the US,” says Winston. “There are now between 200 and 225 companies that have ever offered programs in the US, and more internationally.” Learn more


"Recruiting and retaining talent remain top of mind for employers. According to Gartner, companies should expect their turnover rates to increase by about 4 percent for the foreseeable feature, and a recent ASAE and Avenue M Group text poll reported that the majority of associations saw double-digit turnover rates last year. Knowing this, organizations should consider an often-untapped pool of applicants—people who are looking to return to the workforce after a career break.

This group has traditionally had a difficult time returning to the workforce because false assumptions are made when it comes to resume gaps and their ability to pick up where they left off. Jennifer Scott, executive vice president of partnerships, giving, and events at the Society of Women Engineers (SWE), has found that that the assumptions couldn’t be further from the truth.

“Many folks reentering the workforce have spent time updating their skills,” she said. “They are taking certificate courses through open-source learning, and some have gotten their master’s degrees. The talent is there.” Learn more


"Have you heard about “returnships”? Perhaps the word makes you think of a consumer policy on sending back purchases? Or something Amazon offers to its Prime members? It’s actually none of those. For individuals who have stepped away from the workforce for any reason, it means a smart approach to help in returning to a valued position.

In the early 2000’s, I took a break from work to focus on raising my children, as countless other women have done and continue to do. The experience caused a great deal of stress, especially when my eldest son was diagnosed with chronic health issues that required frequent hospitalizations and healthcare expenses started adding up. Simultaneously, there was the loss of a career I had worked so hard at, not to mention my income. I wouldn’t change the time spent with my boys for a second — okay maybe just a second or two on the worst days — but I wish there had been a way to return to the workforce without being penalized for prioritizing my family. Those few years might as well have been a decade!" Learn more

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