{"id":3225,"date":"2022-06-20T14:11:21","date_gmt":"2022-06-20T14:11:21","guid":{"rendered":"https:\/\/backtoworkconnect.ie\/?page_id=3225"},"modified":"2022-06-20T14:11:21","modified_gmt":"2022-06-20T14:11:21","slug":"employers","status":"publish","type":"page","link":"https:\/\/backtoworkconnect.ie\/careerhub\/employers\/","title":{"rendered":"Employers"},"content":{"rendered":"

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Back To Work Connect<\/strong> launched in early 2020 with the focused vision of a world that values the contribution midlife worker\u2019s make to the economy and to facilitates their engagement in meaningful and financially viable employment opportunities.<\/h3>\n

Over the past few years, our continued goal is to raise awareness of the powerful impact & value the Returner community in Ireland can bring to the workforce.<\/h3>\n

We partner with forward-thinking organisations like yours \u00a0nationwide to design and create supportive & impactful return to work initiatives and ultimately, promote truly inclusive work environments for all.<\/h3>\n

Take the quiz<\/strong><\/h2>\n

?????<\/strong><\/h2>\n

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According to PwC\u2019s annual\u00a0Women in Work report<\/strong><\/a>, progress for women in the workplace could be back at 2017 levels by the end of 2021 as a result of the pandemic.<\/h3>\n

To undo this damage caused by COVID-19 \u2013 progress towards gender equality in the workplace must be accelerated. And we need companies across Ireland to get on board, fast.<\/h3>\n

At\u00a0Back to Work Connect,<\/strong> we are passionate about providing the tools, resources and support for women looking to re-enter the workforce following a career break. And so, our latest campaign calls on Irish organisations to adopt a Returner-friendly approach, aided by our\u00a0Returner Open badge<\/strong>.<\/h3>\n

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But first, what\u00a0(who)<\/em>\u00a0is a Returner?<\/strong><\/h2>\n

Unfortunately, there is often a disconnect between women looking to resume employment following a career break and the actual opportunities available to them. A fundamental reason for this can be linked to the many myths and misconceptions associated with the term\u00a0\u201cReturner\u201d<\/strong>.<\/h3>\n

These misconceptions lead to the undermining of an experienced, talented and hard-working pool of well-deserving female candidates who are eager to return to the workplace following a career gap.<\/h3>\n

Because of this career gap, female Returners can also face additional challenges such as gender pay gaps, unfair recruitment bias, assumptions, judgement and missed opportunities.<\/h3>\n

Among the most significant challenges is the misunderstanding of what Returners are looking for when re-entering the workforce.<\/h3>\n

Misconceptions like:<\/strong><\/h3>\n
    \n
  • \n

    Requiring special allowances<\/h3>\n<\/li>\n
  • \n

    Demanding hand-holding or extra attention<\/h3>\n<\/li>\n
  • \n

    Needing special training or additional resources<\/h3>\n<\/li>\n<\/ul>\n

    In reality, returners are looking for:<\/strong><\/h3>\n
      \n
    • \n

      Career development opportunities<\/h3>\n<\/li>\n
    • \n

      Support<\/h3>\n<\/li>\n
    • \n

      Job satisfaction<\/h3>\n<\/li>\n
    • \n

      Flexibility<\/h3>\n<\/li>\n
    • \n

      Identity\u00a0(outside of the Returner\u201d label)<\/em><\/h3>\n<\/li>\n<\/ul>\n

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      Returner-Friendly Recruitment<\/strong><\/h2>\n

      Highly experienced women who take career breaks for childcare or eldercare often face heavy recruitment bias due to a lack of\u00a0recent<\/em>\u00a0experience.<\/h3>\n

      When it comes to Recruitment, \u201cDiversity and Inclusion\u201d can, in some cases, become a tick box exercise. We call on Irish organisations to ditch the tick box exercise and work on tangible actions towards a more gender, age, cultural & ethnically diverse workforce.<\/h3>\n

      HR Managers, Team Managers & Recruiters, can all play a crucial role in changing this by:<\/h3>\n
        \n
      • \n

        Ensuring that their hiring process is\u00a0returner-friendly<\/strong><\/h3>\n<\/li>\n
      • \n

        Viewing\u00a0experience & skills\u00a0<\/strong>holistically- considering the experience gained during the career break and the personal skills that may have been developed.<\/h3>\n<\/li>\n
      • \n

        Displaying our\u00a0\u201cReturner Open\u201d\u00a0<\/strong>badge to communicate to Returners that you are open to applications.<\/h3>\n<\/li>\n<\/ul>\n

        Understanding the Value of Returners<\/strong><\/h2>\n

        Did you know that the most diverse companies are\u00a021%<\/strong>\u00a0more likely to see above-average profitability?<\/h3>\n

        Forward-thinking employers are continuing to prioritise diversity and inclusion in the workplace. Part of this process includes recognising the\u00a0value<\/strong>\u00a0Returner talent can bring to an organisation.<\/h3>\n

        When you hire a Returner, you are opening your organisation and teams up to some profound benefits. These benefits for both the organisation and the Returner are far-reaching, including;<\/h3>\n
          \n
        • \n

          Access to an experienced talent pool<\/h3>\n<\/li>\n
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          Gender & Age Diversity<\/h3>\n<\/li>\n
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          Progress towards reducing internal Gender Pay Gap<\/h3>\n<\/li>\n
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          Opportunity to tackle skills shortages<\/h3>\n<\/li>\n
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          Highly motivated candidates<\/h3>\n<\/li>\n
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          Cost-Effective Recruitment<\/h3>\n<\/li>\n
        • \n

          Opportunity to fill mid-to-senior level roles with experienced female talent<\/h3>\n<\/li>\n<\/ul>\n

          So, how can you attract this talent to your company?<\/h3>\n

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          By taking part in this short questionnaire, you\u2019re helping us achieve our mission towards a Returner-Open Ireland<\/h3>\n

          In return, our team is here to provide the tools & resources your organisation needs to take the next step in its returner-open journey.<\/h3>\n

          Thank You<\/h3>\n

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