How to help women rejoin the workforce
Women take time out from paid employment for a variety of reasons - to start a family, to take care of relatives, to up-skill, to have a break from work. But these reasons are usually only temporary; women soon find themselves preparing to return to the workforce. Although the responsibility rests initially with the individual (see topic 100, ‘How to ready yourself for re-entry to the workforce’), a caring organisation has an important role to play in preparing for, and facilitating, the process. Here’s how you can help in the transition...
1. Be prepared.
Being prepared for re-entry involves two things - understanding the advantages and disadvantages of re-entry, and having a clear policy to deal with this important and increasing phenomenon.
The majority of women re-entering the workforce are highly motivated, mature, experienced, talented, relatively settled and stable, and committed, and they possess practical organisation and time management skills. The downside could be that they demand more flexible working arrangements and display an initial lack of confidence, particularly if they have been absent for an extended period. Your policy and procedures should address this area of equal employment opportunity. Other organisations’ policies in this area will be a valuable source of information.
2. Promote the ‘right’ culture.
Any feelings of apprehension about re-entering the workforce can dissipate if the environment is supportive and employees make the newcomers feel welcome. You are ideally situated to judge whether the prevailing attitude within the organisation is supportive of a smooth transition. If it isn’t, training or some other form of educational intervention may be necessary.
Your aim should be to take whatever action is necessary to help the new or returning staff member become, in the shortest possible time, a fully functioning member of the organisation.
3. Review current work practices.
To maximise the benefits of women rejoining the workforce, more flexible working hours and work practices may be required, and this could be good news for everyone in the organisation. The need to review some practices can lead to an overall review of work practices, resulting in increased efficiencies. More flexible operating procedures can benefit employees and customers.
