Researchers at the University of Surrey studied the experiences of professional women returning to work after taking time off for family reasons. They focused on returner programs, which are employer-sponsored initiatives designed to help these women transition back into their careers.

The study reveals a mixed picture. While returner programs offer valuable support and reduce some of the stigma associated with career breaks, they do not address ongoing discrimination.

A troubling paradox

The study found a troubling paradox. Returner programs may reduce immediate workplace stigma but do not address deeper issues. Women who successfully re-enter their professions often experience job downgrades and limited career progression, especially in the private sector.

“Returner programs are a positive step in supporting women re-entering the workforce,” the researchers explain. “However, our research shows they have limitations. These programs can address some initial challenges, but they do not tackle the systemic inequalities that lead to job downgrades and hinder career advancement for women. A multi-faceted approach that addresses both individual challenges and broader societal barriers is necessary to create a truly fair workplace for all.”

The research highlights the programs’ role in helping women overcome the stigma often attached to career gaps. Through elements like coaching, mentoring, and access to professional networks, these programs can empower women to re-enter their fields.

Hidden costs

However, the study goes beyond identifying barriers and highlights the ‘hidden costs’ of returner programs. Many participants reported significant financial investments, such as interview training and professional certifications. Additionally, the research suggests that even with successful re-entry, women may face long-term career consequences.

The study emphasizes the limitations of individual and organizational coping mechanisms. While these strategies may help women navigate daily workplace interactions, they do not dismantle systemic inequalities.

“There is a need for broader societal changes to address structural and cultural barriers that continue to disadvantage women returning to work,” the authors conclude. “Only then can we create a truly inclusive and fair workplace for women at all stages of their careers.”