Facilitating successful re-entries in the United States: Training and development for women returners

Abstract

Women returners are women who leave the paid workforce for a period of time following the birth of their child(ren) and subsequently seek to return to paid employment. As women returners attempt to re‐enter the workforce, many of them are in need of updating their skills or re‐training in a new set of skills. In this study, the training and development needs of women returners were examined. The Andragogy in Practice model was used to frame the study and construct a learner analysis of women returners. Implications for designing and implementing training and development programs for women returners in the United States are discussed.

Back on the career path : a qualitative study of employment transitions for women who take a career break and their re-entry experiences

“…After interrupting their careers to have children, attempting to return to a similar job is not easy for many women (Ericksen et al, 2008;Greer, 2013;Helford et al, 2012;Lovejoy & Stone, 2012;Orgad, 2016;Ravindran & Baral, 2014;Ronzio, 2012;Williams, 2010). The same occupation they once had may no longer be what they want to return to because long hours, travel and a full-time commitment is not manageable alongside the demanding needs of their family (Cahusac & Kanji, 2014;Landivar, 2014;Stone & Hernandez, 2013;Zimmerman & Clark, 2016).…”

“…The same occupation they once had may no longer be what they want to return to because long hours, travel and a full-time commitment is not manageable alongside the demanding needs of their family (Cahusac & Kanji, 2014;Landivar, 2014;Stone & Hernandez, 2013;Zimmerman & Clark, 2016). Additionally, outdated skills and an extended gap in employment may decrease their chances of finding a job at the same level as when they left (Greer, 2013;Lovejoy & Stone, 2012;Zimmerman & Clark, 2016). Frustrated and disappointed, women may struggle to understand their identity during this time as they are unable to re-establish the work-related identity they once had (Duberley & Carrigan, 2012).…”

“…Existing scholarship explores the reasons why working women opt out of the workforce (Cahusac & Kanji, 2014;Kanji & Cahusac, 2015;Landivar, 2014;Lovejoy & Stone, 2012;Mastracci, 2013;Stone & Hernandez, 2013;Wheatley, 2012;Williams et al, 2013;Zimmerman & Clark, 2016), as well as their struggle to opt back in (Cahusac & Kanji, 2014;Greer, 2013;Helford et al, 2012;Lovejoy & Stone, 2012;Rahim, 2014;Zimmerman & Clark, 2016), but very little research has been published on the experiences of former female professionals once the decision is made to return to work. Conroy and O'Leary-Kelly (2014) maintain that moving away from an identity as a stay-at-home mother [defined as forgoing any income-earning activities, either outside of or in the home, and not dividing time or focus between paid work and child care (Dillaway & Pare, 2008, p. 442)], can either be an opportunity for growth and positive identity development or a time of loss and immobility.…”

“…Understanding this liminal phase for female professionals transitioning back to the workforce has significance for researchers, practitioners, organizations and policymakers who struggle with a decreasing pool of professional and experienced female talent (Cabrera, 2009;Ericksen et al, 2008;Fitzenberger, Steffes, & Strittmatter, 2016;Ravindran & Baral, 2014), coupled with the high cost of retention, training, and re-hiring (Fitzenberger, Steffes, & Strittmatter, 2016). In addition, female corporate professionals who may be considering leaving the workforce to raise children could benefit from a greater awareness of what they may encounter when deciding to re-enter (Ericksen et al, 2008;Greer, 2013;Ladge & Greenberg, 2015;Williams et al, 2013;Zimmerman & Clark, 2016).…”

“…Without this support, their ability and desire to re-enter the workforce after having a child may diminish (Cahusac & Kanji, 2014;Ericksen et al, 2008;Landivar, 2014), driving many women to decide to stay home with their children for several years. When making the decision to leave their careers, little forethought is given to how one might re-enter the workforce years later (Greer, 2013).…”