Return to work programs may have a hidden cost to women

Researchers explored experiences of professional women re-entering the workforce after taking time off for family reasons. The research focused on returner programs – employer-sponsored initiatives designed to ease the transition back into professional roles. The study reveals a complex picture. While returner programs offer valuable support and mitigate some of the stigma associated with career breaks, they fall short of addressing persistent discrimination.

The study found a troubling paradox:  

• Returner programs may reduce the risk of immediate workplace stigma but don't address deeper issues.

• Women who successfully re-enter their professions often experience occupational downgrading and limited career progression. Notably, the research suggests this is particularly true in the private sector.

What the researchers say: "While returner programs are a positive step in supporting women re-entering the workforce, our research suggests they have limitations,” the lead author explained. “We found that these programs can address some of the initial hurdles, but they don't dismantle the systemic inequalities that lead to occupational downgrading and hinder career progression for women. A multi-pronged approach that tackles both individual challenges and broader societal barriers is necessary to create a truly equitable workplace for all."

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

However, the study goes beyond simply identifying barriers; it also highlights the 'hidden costs' of returner programs. Many participants reported significant financial investments to participate, 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 don't dismantle systemic inequalities.  

"There is a need for broader societal shifts to address structural and cultural barriers that continue to disadvantage women returning to work. Only then can we create a truly inclusive and equitable workplace for women at all stages of their careers," the researchers commented.

So, what? The findings of this study are hardly new or surprising. Women have been facing career struggles and discrimination in employment for the last 10,000 years—ever since the introduction of farming.

The researchers are correct when they say that this is a societal problem as well as a career issue. It’s also a fundamental leadership issue. Many men find it hard to believe that a woman has the right to lead them, they seem to believe that their greater physical strength makes them better leaders even in areas where little or no physical strength is required. In some countries this is embedded in their constitution or their religious beliefs.

In reality the problem is partly unquestioned tradition and—maybe more importantly, as many recent studies have shown—men’s fear that women will displace them.