In a recent study conducted by the University of Surrey, researchers shed the light on the realities faced by professional women returning to work after career breaks for family reasons. Despite the promise of returner programmes—employer-sponsored initiatives aimed at easing re-entry into the workforce—the findings reveal persistent challenges in achieving gender equity.

Dr. Cecile Guillaume, lead author of the study Reader in Work, Employment, and Organisation Studies at Surrey Business School, explains the dual nature of returner programmes: While these initiatives provide crucial support and help alleviate the stigma surrounding career gaps, they often fall short in addressing systemic inequalities.

“While returner programmes are a positive step in supporting women re-entering the workforce, our research suggests they have limitations,” Dr Guillaume explains.

“We found that these programmes 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,” adds Dr Guillaume.

The study, published in the journal of the British Sociological Association, not only identifies the limitations of current returner programmes but also calls for a reevaluation of strategies aimed at fostering gender equity in the workforce. 

As workplaces continue to evolve, addressing these challenges remains crucial to creating environments where all professionals can thrive.

Moreover, the study highlights a troubling paradox: while returner programmes mitigate immediate workplace stigma, they do not tackle deeper issues such as occupational downgrading and limited career progression, particularly evident in the private sector.

Many women who successfully re-enter their professions find themselves facing professional setbacks and enduring financial costs, such as investing in interview training and professional certifications, the study finds. 

Nonetheless, despite the supportive elements embedded in these programmes—such as coaching, mentoring, and access to professional networks—the study emphasises their inability to address broader societal shifts necessary for achieving workplace equity.

“There is a critical need for comprehensive societal changes to dismantle the structural and cultural barriers that disadvantage women returning to work,” Dr. Guillaume emphasised.

“Only through a multi-faceted approach addressing both individual challenges and systemic inequalities can we create truly inclusive and equitable workplaces for women at all career stages.”