Hear from Lydia Martin former delegate on f1 Recruitment Limited returners programme #back2business
Launching the latest Women in the Boardroom report, Deloitte’s Global Chair, Anna Marks concluded that, “a tangible increase in momentum is needed to reach gender parity in the boardroom.” What is missing from DEI strategies to increase momentum and close the gap?
Returners. Women on a career break represent a high calibre talent pool that should be factored into every strategy to increase diversity and inclusion, especially at the senior level. Over half of career returners have more than ten years’ experience and all bring a perspective that is currently underrepresented. Employers that make conscious efforts to recruit people returning to work after a career break demonstrate their commitment to inclusivity and secure the financial rewards associated with a diverse workforce.
There is a strong business case and ESG case for actively recruiting through returnships, such as those offered by Accenture, Dell and IBM. Especially in the tech industry, where technical knowhow is paramount and ever-changing, bespoke programmes are an ideal way to bring returners up to speed. In many other industries, more can be done within the framework of existing recruitment practice, simply by placing a greater value on talents than recent experience or up-to-date technical knowledge. In PR, for example, the strongest candidates stand apart for brilliance in areas such as creativity, news sense and strategic thinking. These are instincts that are hard to find and even harder to teach. Most importantly, they don’t expire. Evidence of expertise in these areas from before a career break is just as relevant as it ever was.
Yet women on a career break continue to be overlooked for jobs that match their level of capability, with 40% of them naming recruiter bias against the CV gap as the greatest barrier. This cohort of experienced candidates must be specifically included in the drive to remove bias from recruitment. Rather than dismissing CVs with a gap, talent acquisition teams should systemically give applicants the opportunity to talk compellingly about their careers and demonstrate understanding of their industry.
Recruiters should recognise that returners are vital if firms are to achieve a more diverse workforce, meet a need for experienced talent and close the gender pay gap at a senior level. They have an opportunity to make a leading commitment to diversity and inclusion by being among the first to explicitly invite applications from returners. The cohort should be factored into every DEI recruitment strategy, whether through official returnship programmes or through a commitment to countering bias and valuing talent over recent experience.
Lydia Martin, Healthcare Associate Director, APCO
After starting her career in healthcare PR at Hill and Knowlton, and spending eight years in central Government communications, Lydia Martin took a career break to look after her children. Her return to work was kick-started by the #BacktoBusinessship 2020, f1 Recruitment Limited recruitment’s returnship programme. Soon afterwards, Lydia secured charity and NHS contracts before landing her current role at advocacy and advisory firm, APCO. Here, she provides valued strategic counsel and media relations support to help clients in healthcare and life sciences build their reputation.
#Back2Business #CareerComeback #Marketing #Communications #SportsMarketing #LondonEvents #ProfessionalDevelopment