Returnships offer both returners and employers the most flexibility while minimising risk.
Australian returnship programs are being rolled out with the intention of creating pathways for reintroducing skilled workers to the labour pool. These programs are aimed at professionals who have taken time away from their career paths due to raising a family, becoming a caregiver or serving the military. Returnships enable this skilled demographic to update their skills and become re-accustomed to the demands of the workforce.
Riia O’Donnell reporting for HR Dive explains, “Returnships offer the possibility of improving culture and diversity while broadening an employer’s talent pool. When implemented properly, they could well be a game-changer for employers’ talent acquisition efforts.
Like internships, returnships typically run for a set period, often a few months. This has the twofold benefit of offering both returners and employers flexibility. Employers reduce their risk by engaging with the “relauncher” on a temporary basis before deciding to offer them a position; returners receive opportunities, training, update their pre-existing knowledge-base and partake in meaningful work.
Leading organisations offering returnship programs include IBM, GM, Johnson & Johnson, and Deloitte. Deloitte was surprised to discover their program was so in-demand that they had to expand it.
If you’re considering implementing a returnship program, there are a few finer points to be wary of.
Organisations should be careful not to stereotype returners. For example, men are caregivers too and a program targeted solely at women could be considered discriminatory. Also, it is important to assess cumulative experience to avoid equal pay violations, or understand the legality surrounding unpaid work if the returnship is unpaid.
Source
Returnships: Solving both resume gaps and skills gaps
Riia O’Donnell
HR Dive