Investing in Women and Men Returning to the Workplace

Women and men wishing to return to the work place after a career break are a valuable source of experience. They bring with them an accumulation of skills.Some of these from past employment but also skills they have developed and acquired while meeting the diverse demands of running home and family.

This un-tapped labour market can offer a real solution to companies skill shortage problems. Employers can maximise the investment in recruiting women and men returnees by being fully prepared in the issues and perceptions surrounding the reintegration process. The coaching and training provides management with the advantage of retaining and developing this valuable pool of labour.

'ntegration training' provides all managers responsible for recruiting, the opportunity to visit all the key areas concerning women and men who wish to return to the work place.

Participants learn how to overcome their own perceptions regarding 'returnees' and how to help the 'returnee' to clearly identify their strengths and weaknesses in the job they wish to do.They have the opportunity to consider how things might be changed in their organisation enabling the 'returnee' to reintegrate more easily.

THE BENEFITS TO THE ORGANISATION

• Greater understanding of the benefits to the organisation in the re-employment of 'returnees'.
• Learn how to develop and implement innovative recruitment strategies, targeting the female and male 'returnee'.
• Gain a greater understanding of the 'returnees' individual style of learning and how to motivate and ultimately retain them
• Managers are able to freely explore their own barriers and perceptions towards the 'returnee', and develop strategies and a positive recruitment and retention action plan
• Encourage a supportive networking system
• Encourage management to openly discuss the issues faced by the 'returnee' and promote open communication at all levels
• Promote the values of flexibility and diversity including introducing quality part time work
• Encourage networking and methods of drawing on mentors to support the new 'returnee'
• Build self confidence in the 'returnees' own abilities and put measures in place to maximise the future opportunities in the workplace
• Encourage support and feedback at all levels within the organisation