Women Returners champions returnships in the North of England: Interview with Jude Harvey

Women Returners has just opened an office in Leeds led by Jude Harvey. In this blog, we talk to Jude about Women Returners' plans for expansion in the North of England.

Why has Women Returners decided to open an office in Leeds?

Quite simply because we want to champion the growth of returnships and supported hire programmes in the North of England. We've been working with organisations to help professional women return to work in the region for some time. Last year we ran the first cross-company return to law programme in Leeds and Manchester and we work with companies such as FDM, Mott MacDonald and Balfour Beatty on cross-UK programmes with opportunities in the region. We believe there's huge potential to bring the benefits of returnships to many more organisations and the highly skilled and experienced individuals who live in the North.

What is your focus for 2020?

I'm passionate about partnering with organisations to run more returner programmes in the North. Our vision is to make hiring of professionals who have taken an extended career break a normal part of regular recruitment. Large organisations here have the same challenges as everyone else, but they may have not used the solutions some of the companies in the South East have.

We'll be getting the word out that we're here.

On Tuesday 25 February (11am to 12pm) we're running a free webinar for returners - How to Return to Work After a Career Break. I'd encourage anyone who's thinking of returning to work to join myself and my colleague Kate Mansfield as we draw on hundreds of case studies to discuss returnships, strategic volunteering, networking and a variety of non-standard job-hunting techniques which career returners have used successfully to get back into work. You can find out more and register here.

And I also want to encourage individual returners to join our free Women Returners Professional Network. They'll find lots of support and advice and will be the first to hear about new opportunities in their area.

We'll also be engaging with businesses and demonstrating how returnships can help tackle challenges around recruiting talent and impact inclusion and diversity. On Tuesday 17 March (9.30am to 10.30am) we're running a free Employer Webinar so that employers can learn more about the benefits of returner programmes. Employers can find out more and register here.

What is your background?

I was born in Scotland and have lived in Leeds for 15 years - I'm married to a Yorkshireman. I worked in diversity and inclusion - and prior to that learning and development - for a number of years. While I was head of diversity and inclusion at a large telecoms company I looked at returner programmes which led me, naturally, to working with Julianne and the Women Returners team, as the experts in this area.

We worked together for about four years. I'd see women arrive at the beginning of the programmes we ran with little confidence but lots of talent and ability and then move confidently into permanent positions four months later. This was something that I personally found incredibly rewarding.

Having worked client-side, I understand some of the challenges that organisations face and can advise them on how Women Returners' solutions help address these.

I joined Women Returners in September last year and I'm hugely excited about our expansion plans.

Which geographical areas will you focus on?

We'll be focussing on growing programmes centred on the northern hubs of Leeds, Manchester, Liverpool, Leicester, York, Newcastle, Sheffield and Bradford as there are lots of key businesses in these areas.

Employers who are interested in learning more about returnships and how to recruit high-calibre professionals into their organisation should contact me at jude@womenreturners.com

Interview with Women Returners' Head of Coaching

In this blog, we speak to Women Returners' Head of Coaching, Karen Danker, about her background, why she joined Women Returners, what her role entails and her hopes for the future...


What is your professional background, Karen?

I started my career as a solicitor and then moved to a City law firm to run their graduate recruitment and development function. After a brief career break in the US with my young family, I returned to the UK and joined Women Like Us (now Timewise), a brilliant flexible working consultancy, where I first gained real insight into the challenges women often faced returning to work after a career break. I loved working with them to help them find quality flexible work that matched their seniority and skills, and to provide great talent to organisations. Most recently, I worked in the charity sector, running leadership development programmes for young adults and professional women. The common thread that’s run through my different roles has been this real driver to enable others to develop and flourish so that they can fulfil their potential in line with their skills and values.

Why did you decide to join Women Returners?

I'd known about Women Returners for quite a long time and had been following their progress. I was really excited about what they were doing - championing a route back to work that really helped maximise the success for returners. I also knew they were a voice within Government and had built partnerships with big corporates. I was excited by the impact they were having. 

Their values also chimed with mine - and that's become increasingly important to me as I've got older. Their aim to make a positive difference to society was a key driver for me. They're professional, innovative and ambitious and that for me makes them a really dynamic organisation to be part of.

What is your role at Women Returners?

I joined in January 2019 focusing on one-to-one coaching at first. As Head of Coaching, the main part of my role now is to be the focal point for our brilliant team of coaches and to make sure we continue to innovate, evolve and develop our materials and resources - and, of course, ourselves as coaches.

What do you think makes Women Returners' coaching work?

Firstly, we have a team of really skilled, talented coaches with backgrounds in the corporate world. They understand both our clients' business needs and the experience of being on a long career break and the challenges of returning to a professional role. They're also incredibly warm and empathetic people. So for returners who start on day one feeling a little anxious about returning to work, our coaches really help them start well and progress successfully.

Secondly, we work with our clients from the beginning to understand what their business needs are so that we can tailor a programme to support them. A key objective for us is to set up programmes for success from the onset. We offer initial training for a client's recruitment team and line managers so that they understand upfront the return-to-work marketplace and the practical steps they need to put into place to allow returners to perform at their best both at interview and when they join the organisation.

For returnship programmes, we run our Career Returners Coaching Programme which has been specifically tailored to address the practical and psychological challenges faced by professionals re-entering the workforce. The coaching workshops are very effective as they coincide with various transition stages the returners are going through. Our coaching for supported hire roles follows a similar pathway. The coaching is tailored to the group or individual and includes building professional confidence, sustainable working patterns, networking skills and action-planning for success.

We also offer a variety of Return to Work coaching for individuals outside of our corporate programmes, which include CV, LinkedIn and interview preparation coaching. 

We get fantastic feedback so we know the process works!

Finally, how do you see the job market for returners developing?

My hope is that, with people having longer working lives, taking career breaks for all sorts of reasons will become the norm. I'd also like to see supported routes back into work become a normal part of any recruitment strategy to find senior talent. I'd like to see all returners have the ability to hit 'play' on their ambitions and careers knowing that they will be sought-after by top organisations. And when they do return, to know that they will be supported, trained and mentored so that they can get back up to speed really quickly. I hope all organisations will recognise that if they're not doing this they are missing out on some great talent.

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Rachel's story: Returning to medicine after 12 years

"The post was well supported but returning was very scary. I was convinced I had a giant beacon on my head which said: “I am old and weird.” But it got better, and I started to really enjoy the feeling of confidence I got from returning and doing something as me, not as mum."

I started medical school in 1987. I went to St Andrew’s University for the pre-clinical course and did a BMedSci (Hons), then successfully applied to Trinity College, Cambridge, for my clinical years, graduating in 1994. I did my house jobs in Addenbrookes and Huntingdon, then did a medical SHO post, before becoming an SHO in histopathology in Nottingham in 1995, progressing to lecturer/honorary registrar.

In 1998 I took a sabbatical to do a postgraduate diploma in law, as I was contemplating a career as a coroner. During this year, I became pregnant and had my first baby in 1999. Although I did finish the law degree, I then decided I wanted to stay at home and I had another child in 2002. Although I continued paying my GMC fee, and stayed registered, I really stopped thinking of myself as a doctor.

In 2011 my husband decided he wanted to set up his own company, which also meant he was at home on some days, which he never had been before. So, after 12 years at home, I felt the time was right for me to return to work. I had already contemplated being a classroom assistant after helping in school whilst not working (not for me) and re-training in nutrition (expensive course). Then one day, it occurred to me I was still a registered doctor...
 
So, I picked up the phone, and asked the Royal College of Pathologists if I could come back? The answer was yes - but they didn’t know how.

After many rounds of phone calls to various people in histopathology (all encouraging) it became clear that to retrain, I needed “foundation competences”, which I’d never even heard of. This required returning to a junior acute medical post. However, I couldn’t apply to the formal foundation programme as I had too much experience. So, as this issue appeared insoluble, I applied for a part-time locum post in histopathology, and, much to my surprise, got it.

I commuted to London, from Derbyshire, for a year. The post was well supported but returning was very scary. I was convinced I had a giant beacon on my head which said: “I am old and weird.” But it got better, and I started to really enjoy the feeling of confidence I got from returning and doing something as me, not as mum. But I still couldn’t apply to the histopathology training programme, although I explored every way to overcome the foundation competences issue.

Finally, seeing no other way, I applied for a locum post on a foundation programme rotation, as a 50% job share. I revised clinical knowledge hard and made sure I was up to date on acute scenarios by completing Intermediate and Advanced Life Support. I was well supported in my initial placement, but it was a very hard year. However, I did feel competence and confidence return, with, to be honest, improved empathy and kindness from the life experience I had gained on my years out.

I then successfully reapplied to the histopathology training programme. I stayed working part-time and am now a specialty registrar in paediatric and perinatal pathology.

The things I found most helpful when I was returning to work were:
- lots of revision, so that I felt I knew something 
- updating my skills to make me safe
- my hairdresser, so I felt I didn’t look quite so mumsy
- being myself and confident about why I had taken time out

I would have liked, but didn’t get:
- a peer group for support
- a good IT induction and reskilling
- a more formal, structured revision course
- easier access to information

Dr Rachel Rummery, B Med.Sci(Hons), MB, ChB (Cantab), DipRCPath, PGDL.
Health Education England National Fellow, Supported Return to Training
Specialist Registrar, Paediatric and Perinatal Pathology

Make your CV stand out: Use Action Verbs

If you’ve taken a long career break it could be many years, and possibly even decades, since you last wrote a CV. Don't just redo an old version, as CVs are now written in a very different way (see How to Write Your Post-Break CV).

One of the major changes is the shift from talking about your past responsibilities to highlighting your achievements. Gone are the days when simply describing your previous roles was enough to secure an interview. Now you need to explain what you achieved in previous jobs which made you stand out. 

We suggest you aim for 3-5 bullet points for each of your previous roles (and for your career break if you have done any work/volunteering/studying or developed skills in other ways such as relocation). 

Beginning your bullet point with an action verb is a great way to start off.


What are action verbs?

These are some examples:

achieved     completed     conducted     implemented    improved     negotiated

produced     secured        created         established       launched     developed

organised    revitalised     evaluated      restructured     simplified    drove

Why are action verbs important in your CV?

• Action verbs describe your past achievements in a compelling way that highlights your strengths and suitability for the role you’re applying for. 
• Action verbs keep bullet points short - particularly important if you have lots of past experience and are trying to keep your CV to the recommended maximum two sides of A4. For example, ‘Delivered XYZ project on time and within budget’, reads better than ‘I was responsible for delivering XYZ project on time and within budget.’
• Action verbs have more impact. They are specific, strong and powerful. If a recruiter has lots of CVs to sift through, action verbs make your achievements stand out. They also help if employers use applicant tracking software programmed to look for specific words to describe the experience needed for a role. 
• Action verbs help you to be specific in describing what the results of your actions were and how you achieved them.
• Action verbs can highlight your relevant skills/competencies (see below)

Which action verbs should you use? 

• Scan the job advert and job description, similar job ads in the same industry, and the company's website to see which verbs they use. Describing your past experiences using these words will give you the best chance of making your CV fit the bill. 
• Look at this action verb list which groups action words by skills group. Think about which skills you want to demonstrate - again, matching this back to the skills/competencies asked for on the job advert
• Don't use the same action verb more than twice. Use an online thesaurus or the action verb list to avoid repetition and keep the recruiter's interest.

Do read our other blogs How to Write Your Post-Break CV and Return to Work CV Tips for other advice on writing your back-to-work CV.


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Rachel's story: Returning to work with Mastercard

"Women Returners was the only website I found which offered an opportunity to re-engage with respected corporates on a dedicated, supported programme." Rachel, 10-year career break

Prior to my career break I worked for a global IT company. I had joined from University and stayed with the company through different market sectors from Local Government to Telecommunications across client facing Business Development and Account Management roles to then leading the market sector.

I had my family whilst still working for my first company and I was lucky enough to benefit from a great HR department and to be able to flex my time down to four days per week after each child, moving back up to full time shortly afterwards.

I wanted the best of both worlds – to be a hands on parent and to have a career, but this became increasingly challenging as my husband travelled and worked long hours. In the end something had to give and we agreed that something was my career.

I knew if I stayed at home I would need something to keep me engaged so I joined the school Parents Teachers Association and quickly became Chair. I found this sense of giving back to the community so rewarding that by the time I finished my term I was already looking for something else which would work around the children and a busy home life.

My husband had been a Non-Executive Director on the Board of an NHS Trust and knew this would be perfect for me, so he connected me and it grew quickly from there. I became a Governor for a Mental Health Trust, and then a Non-Executive Director for Buckinghamshire Healthcare NHS Trust (BHT). I still sit on the Board at BHT where I chair the Commercial Development Committee. I am also a Director of Buckinghamshire Healthcare Projects Limited, a wholly owned subsidiary of the Trust which I set up to drive commercial income for the Trust.

I then joined Citizens Advice as a Trustee and was then headhunted for other Non-Exec roles across other sectors. At this point, my husband suggested I go back to work full time.

Easier said than done.

I was at a loss to know how to re-engage. I had a few false starts – I knew returnship was a theme and found a few different websites, most wanting money and delivering very little value, before I was told about Women Returners. Women Returners was the only website I found which offered an opportunity to re-engage with respected corporates on a dedicated, supported programme. After 10 years it was very obvious that although I had built a portfolio Non-Exec career, I needed support to transition back into a full time role at a level comparable to my skills and experience.

Mastercard stood out for exactly this reason. The seniority of the role offered and the fit with my skills was unique. Most of the other roles on offer were looking for specific professional qualifications in either Project Management, Accountancy or Programming rather than General Management and Account Management experience.

The application process was a wholly supportive and positive experience. It wasn’t drawn out or onerous. After the initial online application I was contacted for a telephone interview with HR, then I had follow up interviews in person with my prospective Manager before I was contacted again by HR with the offer to join.

I was absolutely delighted.

Mastercard recruits for potential, weights emotional intelligence and is open minded enough to consider that not only could the skills I had developed in my career transport into Payments, but also that I had the opportunity to add value and innovation by bringing a different perspective.

I joined Mastercard in January 2018 and am delighted to say I am still here. I’m having the most amazing time. It feels like I’ve always been here – a part of the Mastercard family.

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How to be a Successful Returner Candidate

There are many reasons why employers want to attract those returning to the workplace after an extended break. Returning professionals offer a wealth of experience, maturity and a fresh perspective. Employers are now starting to recognise this and other positives of bringing returners into their organisation. By hiring returners an employer is able to tackle skills shortages, improve gender and age diversity, tap into a high-calibre talent pool, and improve their organisation’s attractiveness to potential employees in general.

But what do employers look for in individual candidates and how can you make the most of your skills and experience when you apply for a returner programme or any open role?

Here are our five top tips:

1. Don’t try to hide your break on your CV or make excuses for it in the interview. If you're applying for a returner programme, it is especially important to mention that you have been on a career break, including the length of your break at the time the programme starts. You risk being excluded from these opportunities if you try to cover up your break. If it’s been a while since you updated your CV and cover letter, read our blogs How to Write Your Post-Break CV and How to Write a Back-To-Work Cover Letter.
   
2. Don’t undersell yourself. Learn to tell your story. Make sure you’re aware of, and appreciate, all the skills, experience and perspective that you can bring to an organisation. It’s likely that you will return to the workplace recharged, refreshed and enthusiastic to take on the challenge with new skills developed during your break. Make the most of this in interviews. This is the time to blow your own trumpet!
   
3. Low professional confidence is common in women who have taken a career break. If you feel this is an issue for you, take steps to build your confidence back up again so that you believe in yourself and in your skills and experience. And don’t forget to read the success stories on our website for proof that, no matter how long your break, you can get back into a great job.
   
4. Research and prepare thoroughly for interviews. Consider why you are a great fit for the organisation/role and articulate what sets you apart. Develop detailed examples of your competencies and skills - including transferrable ones - and prepare answers to typical questions.
   
5. Show your enthusiasm and positivity. How you behave and the way in which you communicate is just as important as what you say in an interview. Make sure the interviewer can see the energy and motivation you'll bring to their organisation!

Remember that employers aren't doing you a favour. They have sound business reasons for encouraging returners back into the workplace to take on stimulating and rewarding roles. Taking the time to prepare yourself to make the most of this will put you in a strong position to resume a successful career.

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Adopting the right mindset for your return to work

For many people, September brings with it that old ‘back to school’ feeling – a sense of fresh starts, renewed energy and optimism. And, of course, September is a great time to kickstart your return to work journey as companies tend to start hiring again after the summertime lull. So how do you capitalise on this 'new start' feeling to help you achieve a successful return to work? One of the most important things is to adopt the correct mindset. 

If you’ve been out of the workplace for a number of years, it can be hard to approach your journey with unremitting optimism and indeed this can be damaging to your progress and self-esteem. Being too optimistic, without adding a dose of realism, can lead to unrealistic expectations. For example, underestimating the effort needed or a feeling that if you just keep using the same job search methods, even if they're not working, everything will ‘come right’ in the end. 

On the other hand, we often find that the returner who claims she is being 'realistic' actually has a pessimistic perspective and that she too quickly dismisses the possibility of finding a rewarding job. The ‘pessimistic realist' tends to believe the worst, quickly becomes disillusioned when she hits a few setbacks and decides that returning to work is hopeless and not worth the effort. 


A more effective mindset

Far better to adopt a mindset of ‘realistic optimism’ - as psychologist Sandra Schneider advocates. Schneider tells us that optimism and realism are not in conflict - we need both. Realistic optimists are cautiously hopeful that things will work out the way they want and will do everything they can to ensure a good outcome. The realistic optimist finds out the facts and acknowledges the challenges and constraints she faces. Her optimism comes into play in her interpretation of ambiguous events. She recognises that many situations have a range of possible interpretations and chooses a helpful rather than an unhelpful one. She gives people the benefit of the doubt, is aware of the positives in her current situation and actively looks for future opportunities. 


Here's an example in practice. You send a ‘getting back in touch’ email to a former work colleague and don’t receive a response after a week. It’s all too easy to conclude that she just isn’t interested in talking to you, but consider other interpretations. Perhaps she’s on holiday, swamped with work and hasn’t had time to reply, or the email has landed in her junk mailbox. Now decide how to respond: contact her through a mutual friend, resend the email in a week, contact her via LinkedIn or even pick up the phone and call her. If she still doesn't respond, choose a realistically optimistic interpretation (e.g. she's too busy) and focus on making other connections.

Tips to develop your mindset

Here are 5 of our tips to help you adopt a more ‘realistic optimism’ mindset for your return to work:

1. Combine a positive attitude with a clear evaluation of the challenges ahead. Don’t expect your journey to be a smooth one - you are likely to have setbacks - but trust that you have the ability to get yourself back on track
2. Avoid dwelling on the negatives or jumping to overly negative conclusions. Recognise this ‘negativity bias’ is a result of how our brains are built (read more on this here)
3. Don’t wait for the right time – it may never come. Simply taking action will move you forward
4. Focus on what you can control rather than worrying about what you can't 
5. If you think that lack of confidence is making you pessimistic, check out our advice on how to re-establish your confidence  

There is evidence that 'realistic optimism' can boost your resilience and motivation, improve your day-to-day satisfaction with life and lead to better outcomes. And be reassured that it's not about your genes - we can all learn to be realistic optimists!


If you are interested in Sandra Schneider's research see:
Schneider, S.L. (2001). In search of realistic optimism: meaning, knowledge and warm fuzziness. American Psychologist, 56(3), 250-263.

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