Enfield Council has launched a paid six-month Returners programme to support professional workers looking to return to work after a prolonged career break.
The “Career Returners @ Enfield” programme is open to people who have taken a career break of two years or more, for caring or other reasons.
Participants will be placed in teams where their skills and experience will be valued and utilised, and will receive coaching and training to refresh their skills and rebuild their professional confidence. At the end of the programme they will be well-placed to apply for permanent roles within the Council.
Enfield Council is targeting specialist professions such as lawyers, planners, surveyors and accountants because they are traditionally roles which are difficult to recruit to.
The programme is primarily aimed at Enfield residents who have taken an extended career break and are keen to return to work in their chosen profession. Anyone who meets the criteria, whether they live in Enfield or not, is welcome to apply.
Enfield Council’s Cabinet Member for Finance & Efficiency, Cllr Dino Lemonides, said: “The returnship concept is a great idea and will be an excellent addition to our existing initiatives to create a diverse and balanced workforce of highly professional and effective individuals which provides excellent customer services.
“We fully appreciate the value and potential of bringing back in former professionals to work for the Council. We appreciate that people who have taken a long break benefit from a transition period to get back up to speed so our programme includes coaching support from Women Returners to help facilitate that process.”
Julianne Miles, Managing Director and Co-founder of Women Returners, said:
“We’re excited to be working with Enfield Council on the first local council returner programme. It’s very challenging to return to work after a long break and Enfield’s programme will enable highly qualified and skilled professionals to resume the careers they feared might be lost.
“Returnship programmes such as this work for both the individual and the organisation.
“Organisations can fill their skills gaps and bring forward more female leaders; returners benefit from a supported route back to work, filling their ‘CV gap’ and regaining their professional self-belief.”