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How EY can help
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The EY Reconnect returnship program is a paid, 12-week program currently offered in the NY metro area for people who have had an extended break from the world of work and would like to reconnect with their career. Learn more.
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Many of them are likely to remain out of the workforce for years, as career gaps make it increasingly difficult to return to the world of work. Returnships — structured return-to-work programs designed to recruit and reskill mid- to senior-level professionals — can help ease the transition back to the workforce and help companies strengthen their talent pool.
Career gaps are not new — women, in particular, have often struggled to return to paid employment after leaving the workforce to attend to increased commitments at home. But since the pandemic uprooted traditional working practices, a growing number of professionals are re-evaluating their work lives and choosing to step away from their jobs. Studies show that millennials are primed to take career breaks at higher rates than previous generations to focus on childcare, eldercare, relocation, health and other personal commitments.[²]
At the same time, companies are more committed than ever to diversity, equity and inclusion, or DEI. Demand for DEI managers grew 23% globally in 2019,[³] evidence that employers are motivated to take action on DEI priorities. Organizations that lead in diversity take bold steps in their business practices to strengthen their inclusion and build a people-centered culture. Companies may need to adopt new methods to attract and engage diverse talent in a post-pandemic world.
Returnships recognize that these professionals have much to offer — not only their previous industry experience, but also the skills they’ve developed during their time outside of the workforce.
Returnships typically include a cohort model, reskilling and upskilling, mentorship and the opportunity for full-time employment following successful completion of the program. Designed to reduce the risk of hiring candidates with multiyear career gaps, companies with returnships have found that returners are worth the investment, with over 80% receiving full-time offers at the end of the program.[⁴]
Here are four ways returnships support companies in meeting their talent needs in a post-pandemic world.
1. Uncover a hidden pool of highly qualified talent
Despite years of evidence from highly successful returnships at Fortune 500 companies, the myth persists that career gaps indicate a weakened drive and skills. Applicants with career breaks are often overlooked in the traditional recruitment process, further blunting returners’ confidence after years out of the workforce.
In reality, returners offer both their industry knowledge and a range of insights and skills gained from their career break. Organization, adaptability, prioritization, maturity and self-awareness are some areas that may be strengthened during career gaps. A renewed commitment to paid employment also spurs many returners to pursue formal and self-driven learning opportunities during their hiatus from work. Employers find that returners are highly motivated to refresh their skills and can quickly identify areas where they can add value to the organization.