About Women Returners
Women Returners provides specialist consultancy and coaching services to organizations to enable them to design, promote, and deliver practice returner programs, consistent with both diversity and talent recruitment objectives. It is based in London, England.
Missing: Women Returners's Product Demo & Case Studies
Promote your product offering to tech buyers.
Reach 1000s of buyers who use CB Insights to identify vendors, demo products, and make purchasing decisions.
Missing: Women Returners's Product & Differentiators
Don’t let your products get skipped. Buyers use our vendor rankings to shortlist companies and drive requests for proposals (RFPs).
Latest Women Returners News
Mar 3, 2022
| Paid Program This International Women’s Day, women everywhere will continue to grapple with a life-changing question: caregiving or my career? But there’s a future where women can continue to work while raising children – or easily return to work after an extended break from their careers. Today, it’s up to employers to lead the way in creating equitable and flexible workplaces for diverse women, including mothers. Uncovering Bias Against Returning Workers Cinda Amyx thought she did everything right. When she left her job to raise her two young children, she used her downtime to get her MBA, and then her pre-doctoral. She started her own business and even offered services pro bono for some of the biggest names in Silicon Valley. But when she tried to return to work, she was rejected by employer after employer. Amyx is now a senior employee at multinational software firm, SAP . Her eventual return to work was enabled by the Path Forward program, which offers mid career internships for professionals resuming their careers. Roisin Monaghan, Vice President of Partner Marketing, SAP, made the decision between caregiving and career when her two children were born 15 months apart. Her salary would barely cover the cost of childcare. Like Amyx, after she left her job, she continued to find professional fulfillment by helping friends with their own businesses and taking an active role in her children’s PTA. Still, she yearned for the satisfaction of a job well done at work. Caregiving, Amyx and Monaghan note, is a notoriously thankless job. “I missed the work interaction. I missed feeling valuable. I missed bringing home a paycheck,” Monaghan says. “The financial independence for women is super important. It had been instilled in me by my mom, because she also went back to work when she was in her 40s. After more than 20 years, she returned to work in Ireland at a time where the man was the one who worked, and the woman stayed at home.” Monaghan imagined her return to work would be empowering and fulfilling, a way for her to set a hardworking example for her own children like her mother had for her. Yet for many returning women workers, the job search quickly becomes frustrating, demoralizing, and – as Monaghan described her experience – “soul crushing.” “Once an employer heard you were seven years out of the workforce, they didn’t even want to talk to you,” Monaghan returned to work at a time when programs like Path Forward were unheard of. Eventually, she found a job through a contracting firm, which placed her at SAP. Not long after, SAP hired her as a full-time employee. Though Monaghan and Amyx’s paths to SAP were different, their journeys shared shocking parallels that continued well after their return to the workforce. Both women needed to re-familiarize themselves with office lingo and industry terms, and they quickly learned to guard the fact that they were returning workers, even from their closest coworkers. “People’s demeanor changed after I told them I was a returnee who had been out of the workforce for some years,” Amyx says. “So, I stopped telling anyone until about two years into my new role. I felt like I had to hide an important part of myself when I should have been able to build strong relationships with colleagues.” Eliminating the Career-Break Penalty Employers passed on Amyx and Monaghan as “high-risk hires” because of their nonlinear resumes. Those businesses failed to see the skills these women gained and the value they brought from years spent as full-time moms. For Julianne Miles, CEO of Women Returners , widespread bias against candidates who have taken multiyear breaks is detrimental to both women and businesses alike, especially when there are skills shortages currently challenging economies around the world. “Employers worldwide are trying to find skilled, diverse and innovative talent, yet millions of women returners who could provide these benefits struggle to even get an interview,” Miles says. Women Returners is a consulting, coaching, and networking organization with the mission of removing what Miles calls the “career break penalty.” Women face this penalty after stepping out of the workforce for a variety of reasons – most commonly, to provide childcare or eldercare but also for health and relocation. The organization hopes to normalize extended career breaks, making them an accepted part of a 40- to 50-year career. “Creating supported routes back to work after long career breaks is really important for the future of work. People are working and living longer, and this will multiply the numbers of people who want or need to take career breaks,” Miles says. “Welcoming returners back to work is the right thing for employers to do not only for society, but also for their business.” Keeping Women Connected To The Workforce Many businesses responded to the immediate challenge of the pandemic by offering the option to work from home or with greater flexibility. These same ways of working can help many women remain part of the workforce while caretaking. For women like Amyx and Monaghan, staying connected to their employers would have provided them with a sense of professional fulfillment in the midst of raising their children. This could have prevented their sense of professional erosion and eliminated some of the challenges they faced upon returning to full-time work. Women should feel proud of their caregiving experiences, even if they have to take an extended leave from work. Miles believes that, no matter how flexible we make our workplaces, men and women alike will still need the ability to step out of the workforce – with the guarantee they’ll be able to return once they’re ready. Redefine employee experiences with human experience management solutions from SAP to help people feel connected, empowered and supported through every step of the employee journey.
Women Returners Web Traffic
Women Returners Rank
Women Returners Frequently Asked Questions (FAQ)
Where is Women Returners's headquarters?
Women Returners's headquarters is located at 20-22 Wenlock Road, London.
Discover the right solution for your team
The CB Insights tech market intelligence platform analyzes millions of data points on vendors, products, partnerships, and patents to help your team find their next technology solution.