We don’t live in an equal society. Even with the progress made in recent years, barriers to opportunity are still deeply rooted. That’s why Diversity & Inclusion (D&I) initiatives remain so important—they shine a light on inequality and push organisations to do better.
But working with Returners through Back to Work Connect has shown me something I feel strongly about: while Returners are often placed under the umbrella of D&I, hiring them shouldn’t be treated as a diversity initiative. It should be part of a company’s core hiring strategy.
Returners—people who’ve taken a career break for caregiving, health, or other life reasons—come back to the job market with experience, perspective, and drive. What holds them back isn’t a lack of skill or potential. It’s the outdated perception that a gap on a CV equals a gap in ability.
Because of this bias, many employers categorise Returner programmes as part of their D&I commitments. On one hand, I understand: Returners are disadvantaged by a system that doesn’t recognise non-linear career paths. But here’s the truth: this isn’t about inclusion as an “extra.” It’s about recognising the very real talent already standing at the door.
At Back to Work Connect, I’ve seen first-hand the impact Returners have when given the chance. They bring fresh energy, loyalty, problem-solving skills, and a resilience shaped by their life experiences. They don’t need to be “included” as if they’re an exception to the rule—they need to be seen as professionals who add value from day one.
That’s why we work directly with employers to:
- Connect you with Returner talent through our dedicated career hub and Returner Friendly Jobs board
- Provide Returner Friendly Recruitment Training, helping hiring teams adapt processes so Returners are supported—not screened out.
- Improve job descriptions with our new AI-powered tool ([link]) to remove hidden bias and make roles more accessible to all candidates.
So yes, D&I programmes remain essential. Returners do face inequality. But hiring Returners shouldn’t be treated like a charitable exception. It should be a normal part of any smart hiring strategy. Companies need talent. Returners bring it.
Because true equality isn’t just about policies or programmes. It’s about creating workplaces that welcome talent in all its forms, without hesitation. And Returners are talent—full stop.
Ready to start the conversation in your organisation?
Get in touch at gina@backtoworkconnect.ie
