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| How midlife internships are helping workers back into top jobs after a long career break | How midlife internships are helping workers back into top jobs after a long career break |
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| Former professionals, some of whom have spent over a decade away from the workplace, are being enticed back by the growing popularity of midlife internships. | Former professionals, some of whom have spent over a decade away from the workplace, are being enticed back by the growing popularity of midlife internships. |
| The schemes aim to help highly qualified and experienced workers get back into top jobs after a long career break, typically – but not exclusively – taken for childcare reasons. | The schemes aim to help highly qualified and experienced workers get back into top jobs after a long career break, typically – but not exclusively – taken for childcare reasons. |
| “The typical scheme resembles a short-term consulting project,” said Julianne Miles, co-founder of Women Returners, the organisation that introduced the concept of the midlife internship to the UK in 2014. “Returners work on CV-worthy projects which draw on their existing skills and experiences and they are paid accordingly. They can rebuild their professional confidence and skills in a supportive peer environment, receiving training, mentoring and access to corporate networks. They also get to practically test out the role and assess whether they want to return to a demanding corporate job.” | |
| Related: The golden rules of internships | Related: The golden rules of internships |
| Midlife internships aim to bridge the gap between former professionals – for whom a return to the workplace can seem practically impossible and personally intimidating after a long break – and companies who want to increase diversity among their staff and access the hidden pockets of highly qualified, experienced and motivated professionals who offer maturity and stability. | Midlife internships aim to bridge the gap between former professionals – for whom a return to the workplace can seem practically impossible and personally intimidating after a long break – and companies who want to increase diversity among their staff and access the hidden pockets of highly qualified, experienced and motivated professionals who offer maturity and stability. |
| The concept of the midlife internship was introduced by Goldman Sachs in 2008 in the US, who trademarked their schemes as Returnships. Although a success at the time, the scheme stalled when the recession hit. | The concept of the midlife internship was introduced by Goldman Sachs in 2008 in the US, who trademarked their schemes as Returnships. Although a success at the time, the scheme stalled when the recession hit. |
| The concept finally reached the UK in 2014 when Women Returners helped to set up three pilot schemes. The following year there were nine schemes but this year, a record 21 schemes will run across a range of industries, with previous programmes undergoing substantial expansions. The schemes typically run for 12 weeks, and between 50% and 90% of participants are given permanent jobs at the end. | The concept finally reached the UK in 2014 when Women Returners helped to set up three pilot schemes. The following year there were nine schemes but this year, a record 21 schemes will run across a range of industries, with previous programmes undergoing substantial expansions. The schemes typically run for 12 weeks, and between 50% and 90% of participants are given permanent jobs at the end. |
| Last Thursday, both BA Systems and Building Research Establishment announced they would run pilot schemes. Open University recently launched a series of free, online courses, geared towards former professionals interesting in returning to work in the Stem industries after a long career break. | Last Thursday, both BA Systems and Building Research Establishment announced they would run pilot schemes. Open University recently launched a series of free, online courses, geared towards former professionals interesting in returning to work in the Stem industries after a long career break. |
| In April, Nicola Sturgeon announced that midlife internships will be included in the SNP manifesto. Women Returners has been approached by countries including Australia, India and Japan for help with introducing schemes. | In April, Nicola Sturgeon announced that midlife internships will be included in the SNP manifesto. Women Returners has been approached by countries including Australia, India and Japan for help with introducing schemes. |
| ‘The tide is turning,” said Miles. “Interest is building fast among an increasing number of companies in a variety of areas. Our end objective is that midlife internships will become as natural a part of recruitment as graduate internships.” | ‘The tide is turning,” said Miles. “Interest is building fast among an increasing number of companies in a variety of areas. Our end objective is that midlife internships will become as natural a part of recruitment as graduate internships.” |
| Morgan Stanley, which ran its first Return to Work scheme in 2014, told the Guardian that its experience was so positive that it has continued to expand its programme, rolling out to branches across the world. ‘This is a great way to access a hidden pool of really incredible talent who don’t have a clear path back to the workplace,” said Ailsa Saltrese, head of experienced recruitment at the financial services company. | Morgan Stanley, which ran its first Return to Work scheme in 2014, told the Guardian that its experience was so positive that it has continued to expand its programme, rolling out to branches across the world. ‘This is a great way to access a hidden pool of really incredible talent who don’t have a clear path back to the workplace,” said Ailsa Saltrese, head of experienced recruitment at the financial services company. |
| Returners to Morgan Stanley have taken average career breaks of five years but the company has welcomed back professionals who last worked in an office over a decade before. But whatever the length of the career break, said Saltrese, it takes a surprisingly short time for Returners to get back up to speed. | Returners to Morgan Stanley have taken average career breaks of five years but the company has welcomed back professionals who last worked in an office over a decade before. But whatever the length of the career break, said Saltrese, it takes a surprisingly short time for Returners to get back up to speed. |
| “Many of our Returners have done voluntary work or worked in areas other than finance during their time away,” she said. “Those in-depth, non-uniform experiences mean they have developed diverse approaches to work that are very valuable to us.” | “Many of our Returners have done voluntary work or worked in areas other than finance during their time away,” she said. “Those in-depth, non-uniform experiences mean they have developed diverse approaches to work that are very valuable to us.” |
| The 30% Club, which campaigns to increase gender diversity in business, has adopted the concept of midlife internships as one of their five key initiatives for this year. Nick Jarman, a member of the club’s steering committee and a partner at PricewaterhouseCoopers, said: “This is a practical, tangible, clear and clever way to gain access to a pool of talented people who otherwise would not return to work.” | The 30% Club, which campaigns to increase gender diversity in business, has adopted the concept of midlife internships as one of their five key initiatives for this year. Nick Jarman, a member of the club’s steering committee and a partner at PricewaterhouseCoopers, said: “This is a practical, tangible, clear and clever way to gain access to a pool of talented people who otherwise would not return to work.” |
| PwC started their own Back to Business scheme last year. “It was so successful that we’re increasing it to at least five times the size it initially was,” Jarman said. | PwC started their own Back to Business scheme last year. “It was so successful that we’re increasing it to at least five times the size it initially was,” Jarman said. |
| Case study: Rachel Tomkins | Case study: Rachel Tomkins |
| After a career in the military, I had been at home for nine years, raising three boys. When the youngest was ready for school, I decided that I wanted to return to my career in project management. | After a career in the military, I had been at home for nine years, raising three boys. When the youngest was ready for school, I decided that I wanted to return to my career in project management. |
| Although I wasn’t daunted by the prospect of returning to work, I didn’t feel I would be able to go back to full-time work and I assumed I couldn’t mange to fit in a commute, so would have to find something close to home. Those restrictions meant my options were very limited and I hit a wall. It seemed like the world of work was closed to me. | Although I wasn’t daunted by the prospect of returning to work, I didn’t feel I would be able to go back to full-time work and I assumed I couldn’t mange to fit in a commute, so would have to find something close to home. Those restrictions meant my options were very limited and I hit a wall. It seemed like the world of work was closed to me. |
| Then, as if by magic, I spotted an article about Women Returners. I rang them and was told that Tideway was about to introduce a returners’ scheme that was perfect for me: a tunnelling construction project to clean up the Thames. | Then, as if by magic, I spotted an article about Women Returners. I rang them and was told that Tideway was about to introduce a returners’ scheme that was perfect for me: a tunnelling construction project to clean up the Thames. |
| Related: No CVs, no job application forms: is this the future of hiring? | Related: No CVs, no job application forms: is this the future of hiring? |
| I applied, was invited for interview and offered a 12-week placement to start a couple of weeks later. The placement meant I had to commute and work full-time, which I had assumed was impossible for me, but I decided to make it work because it was a short-term opportunity. | I applied, was invited for interview and offered a 12-week placement to start a couple of weeks later. The placement meant I had to commute and work full-time, which I had assumed was impossible for me, but I decided to make it work because it was a short-term opportunity. |
| And it did work. Given the opportunity, I realised that commuting and working full-time weren’t the massive barriers I had thought they would be. When I was offered a permanent job at the end of the placement, I was thrilled to step back into my career and start work on a truly exciting and inspiring project. | And it did work. Given the opportunity, I realised that commuting and working full-time weren’t the massive barriers I had thought they would be. When I was offered a permanent job at the end of the placement, I was thrilled to step back into my career and start work on a truly exciting and inspiring project. |
| I believe that my time at home and life experiences outside of work have provided me with an invaluable opportunity to develop my personal and professional skillset that benefit my employers in a major way. | I believe that my time at home and life experiences outside of work have provided me with an invaluable opportunity to develop my personal and professional skillset that benefit my employers in a major way. |
| Running a busy household whilst undertaking a plethora of voluntary roles in the wider community, as well as dealing with the challenges that life throws at you, I believe, not only makes you a stronger person, but offers unbeatable training in negotiation, patience, empathy and humility as well as all the complex administration, strategy and planning that end up becoming second nature. | Running a busy household whilst undertaking a plethora of voluntary roles in the wider community, as well as dealing with the challenges that life throws at you, I believe, not only makes you a stronger person, but offers unbeatable training in negotiation, patience, empathy and humility as well as all the complex administration, strategy and planning that end up becoming second nature. |