BOOMERANG RESEARCH
During these times of economic change, organisations are fighting harder for survival and are dependent on retaining their talent to ensure sustainability. When the future is uncertain, the risk of losing key individuals is especially high and organisations are at risk of losing women returners. The reasons for this loss of talented women vary from organisation to organisation. Some are caused by under-developed diversity and talent management strategies, or existing policies that are not operational due to lack of expertise or conflict of priorities within different levels of the organisation. Some can simply be that there is a lack of training to support women in their transition back to the workplace.
If you would like to participate in the Boomerang 2009 Women Returners Research, please emails us at:
research@boomerangresources.com
There is considerable research and data to support the need for investment in training and development in the area of women returners in public sector organisations. “Local Government Authorities are facing problems attracting specialists & middle managers; 80% do not have talent retention plans and 20% do not have active diversity strategies.” – Society CPO
CASE STUDIES
Women Returners Case Study – Coaching Programme Retains Senior Manager
Evelyn* returned to her demanding senior management role after having her first child at 40. Prior to having her daughter, she was a committed individual, dedicated to her colleagues and team and worked long hours to manage her workload and achieve the high standards she strived for. She was well respected within the organisation and perceived as a rising star…… More
Women Returners Perspective – Taking the decision to return to work
Janice* is on additional maternity leave with her second daughter. At the time of writing this she was undecided as to whether she would return into her middle management role. Going back to work after her first child was relatively easy for Janice. She was quickly able to establish a pre-work routine and her daughter was happy at nursery. The difficult part was changing her hours so that she could get back from work in time to pick up her child…… More .
Women Returners Perspective – Challenge, Change and Perceptions
Daniela* is currently on maternity leave with her second child. She has a daily commute of at least 1.5 hours each way and works in an administrative role. After her first child she returned to work 4 days a week. Planning to return to work at the end of her maternity leave, Daniela hopes to work 1 day a week from home and 3 in the office…… More .
