The recent headlines highlighting the UK’s unprecedented economic inactivity rate have sparked considerable concern, revealing that over one-fifth of adults are currently not seeking employment.

For many individuals aiming to re-enter the job market after a career break, the hurdles can be equally daunting. A shortage of available roles, underemployment relative to one’s qualifications, and biases from employers contribute to the difficulties faced by those attempting to resume their careers, with around 75% reporting challenges in reintegrating into the workforce.

According to current statistics from the Office for National Statistics, approximately 1.5 million women and 200,000 men are taking a career break. While a significant number are caring for children, around 10% of women have left their jobs due to menopause-related difficulties, and Carers UK reports that around 600 individuals exit the workforce daily to provide care for elderly or disabled relatives.

PwC, a consulting firm, indicates that tackling the “career break penalty” and aiding these professionals could potentially enhance annual earnings by £1.1 billion, with a broader economic impact of £1.7 billion across the UK.

So why is there a lack of initiative to engage this skilled talent pool? Julianne Miles, co-founder of Career Returners, stated: “Engaging with career returners is economically wise. These returning professionals represent a concealed reservoir of talent, showcasing maturity, dedication, and a valuable diversity of perspectives, experiences, and ages.

“Moreover, it is ethically sound for responsible employers to utilize the capabilities of the entire population and acknowledge that career paths often have twists and turns. As working life extends into the decades, many individuals will likely seek or require career breaks at various points in their lives.”

Career Returners’ data reveals that 80% of the returners within their network have over five years of professional experience, with more than half having over ten years. Additionally, 90% are graduates, and 60% possess professional or postgraduate qualifications, while 50% come from minority ethnic backgrounds.

Despite their qualifications, returners contend with considerable obstacles, including what Miles describes as a “deep-seated recruitment bias against applicants who lack recent experience,” coupled with diminished professional confidence stemming from prolonged periods away from the workforce.

A new wave of career platforms aimed at support for returners is gaining traction, alongside companies introducing their customized “returnership” initiatives.

Convex, a global insurer and reinsurer, established its returnership program four years ago, featuring a six-month tailored employment scheme aimed at securing permanent positions for participants. The program has successfully integrated returners into crucial roles within the firm, which now advocates for similar initiatives across the financial services sector.

Ivee.jobs, a platform founded by sisters Amelia and Lydia Miller, was developed after witnessing their mother’s struggles to re-enter the workforce.

Statistics show that while 40% of women on career breaks previously held managerial or professional positions, those who have been out of the workforce for two years typically face an average pay decrease of 32%. Consequently, the platform aims to offer high-quality professional opportunities specifically for female returners.

Amelia noted, “Employers are eager to access qualified female professionals to foster diverse teams, and returners bring significant experience, resilience, and essential soft skills that enhance company performance.

“For many of these individuals, rediscovering their corporate identity is profoundly empowering and transforms their perception beyond that of a caregiver.”

Resuming Your Professional Journey

Taking a career break does not equate to stepping away from your professional trajectory. Here are some tips from Career Returners and Ivee.jobs for navigating your return to the workforce.

Address your career break on your resume. Personal experiences and skills acquired outside of conventional employment are valuable. Discuss what you’ve learned and how it enhances your qualifications during interviews.

Utilize this time to reevaluate your career aspirations. This period provides a unique chance to consider your future and pursue necessary skills development.

Adopt creative job search methods. Instead of solely applying for positions online, look for companies offering returnerships or join support networks. Reconnect with former colleagues on LinkedIn to expand your professional network.

Soft skills hold greater importance today than ever before. Highlight these attributes in your resume and during interviews, as they are critical alongside technical skills. Have you managed household budgets or resolved family disputes? Avoid seeking perfection; the first role may not be your ideal position, but it can serve as a crucial stepping stone in your journey back to work.

‘Prepare to Enter the Job Market with Confidence’

Sharada Vijay, who left her position as an insurance actuarial analyst due to the burdens of commuting and rising childcare costs, enrolled in the Convex returnership initiative after her youngest daughter began school. Now 41, she currently serves as head of data engagement at the firm.

Vijay, residing in Twickenham, southwest London, stated, “It is essential to recognize that taking a career break can be a legitimate decision. Focus on becoming as market-ready as possible and approach your re-entry with confidence.

“Currently, there is a shortage of opportunities for those who have taken career breaks, particularly in positions that facilitate meaningful reintegration. Returners often possess valuable past experience that accelerates their advancement in new roles, benefiting from the expertise gained previously. Organizations should treat returners as seasoned graduates, deserving of the same investment and opportunities.”

Week at Work

Volunteering Opportunities

The Ministry of Justice has launched an initiative to attract more individuals to volunteer as magistrates throughout England and Wales. This part-time voluntary role does not necessitate any formal qualifications or prior legal experience. Applicants must be aged between 18 and 74 and commit to a minimum of 13 days per year for at least five years. A representative commented, “Qualities valued in a magistrate include open-mindedness, logical reasoning, and teamwork capabilities.”

Emphasizing Work-Life Balance

This week marks National Work Life Week, with research indicating that achieving a work-life balance is increasingly vital to employees. Approximately 60% now consider it a top priority, surpassed only by salary expectations and ahead of career progression and impact opportunities. Max Specht, a workplace trends expert at the HR software company Personio, stated, “It is evident that work-life balance significantly influences employees’ experiences and engagement in their roles.”

Expense Reporting Issues

A new survey reveals that one in three employees have made business-related purchases and submitted the costs for reimbursement without pre-approval. Furthermore, 13% of respondents admit to claiming expenses for non-work-related purchases. Fewer than one-third of managers report feeling fully in control of employee spending, and two-thirds have witnessed misuse of company expense policies, according to the survey conducted by fintech company Caxton.

Concerns About Falling Behind

UK professionals are encountering a “confidence crisis”—75% are worried about lagging behind their peers, as found in a LinkedIn study. A notable 56% feel overwhelmed by the rapid changes in their job roles, with younger employees aged 25 to 34 exhibiting the highest levels of concern. Nevertheless, professionals are now dedicating an average of four hours weekly to upskill themselves in order to remain competitive in the current job market. Charlotte Davies, a career expert at LinkedIn, mentioned, “A growing number of workers seek assistance in addressing these challenges.”

Position of the Week

Midland Heart, a housing association, is on the lookout for a head of customer services to lead its customer experience team, ensuring timely and thorough investigation and resolution of housing complaints.

The successful applicant will serve as the cornerstone of the association’s complaint management process, helping to minimize service failures and unnecessary contacts, while implementing insights to enhance outcomes for tenants.

Key duties involve leading a team of complaint handlers, collaborating with internal and external stakeholders, ensuring accurate and timely reporting of business performance data, and working closely with customers and colleagues to facilitate internal support and achieve prompt resolutions.

The ideal candidate should possess senior management experience working alongside regulatory bodies or an ombudsman in complaints management and demonstrate resilience and focus in high-pressure situations. A strong commitment to compliance and performance management is essential.

Excellent communication skills are vital, as the candidate will need to articulate concepts clearly, earn the trust of direct reports, and influence senior leaders within the organization to back crucial initiatives.

Applications are due by October 20 at appointment.thetimes.com