Background
There are a number of circumstances in which someone might return to work after a period of absence. This can be because they are returning after maternity, paternity or adoption leave, or after taking a break for other caring purposes such as to look after a sick relative.
For women returning to the workplace after a period of maternity leave or a longer leave of absence, there may be additional support needs if they have a job which requires physical activity. See our FREE Post-Pregnancy Rehabilitation & Support Programme for further information.
Some may be re-joining the workplace after a long time out, for example, they may have given up work for several years to be a full-time parent or have been working in a different industry and have recently returned to the horseracing sector.
Regardless of circumstances, their return is more likely to be successful with the right support.
What are the benefits of providing support for those returning?
There can be a stigma attached to those returning, especially if they have been away for some time, and there are likely to be concerns about the levels of support they will receive from their employers.
What can employers do?
Anyone returning to the workplace is likely to need some time to adjust and may take a little time to get back into the swing of things That said, employers need to recognise the barriers to those returning. Those coming in after a longer period of absence, for whatever reason, may need some additional support in the early days to help them reach their full potential. A key factor for anyone returning to the workplace is often to build their confidence, and this should be borne in mind alongside any technical skills that need to be learned or reacquired.
Establishing a structure for return, even if it is ‘light touch’, and explaining this to the individual returning will help them to feel more confident and comfortable from the outset and increase the chances of a successful reintroduction. There is industry-specific support available via here through Careers Advice & Training Services.
Some ideas for action
- Mentoring programmes are a good idea, particularly as there are so many mature and experienced people with a lot to offer in the horseracing industry.
- This could take a less formal approach by assigning a workplace buddy who has had a similar experience, for example for new and returning parents linking up with current parents can be helpful for guiding them through their re-entry to the workplace.
- Putting in place a return-to-work plan to ease the transition. For those who have been out of the workplace for some time, ensure that this includes the necessary re-skilling. Where appropriate consider a phased return. This can be particularly appreciated by first-time parents, who may prefer a gentler approach that allows them to negotiate their new dual role over time.
- Encouraging communities of support, for example, of parents to support each other and having a forum to discuss challenges, plus share experiences, insights and advice. There are a number of ways of providing support for this, providing a platform for communication (online or otherwise) and organising events.
- Recognise that supporting parenthood is not just about those who have young and pre-school children, but also those who have older children and may also be in need of similar support structures.
- Encouraging senior employees (both women and men) to take time out to accommodate family life and do so visibly.
- Obtaining feedback from employees who have also taken time out from the workplace to ensure that others can learn from their experiences. Check in with line managers to ensure that they feel able to support returners and address any issues that arise, having open and honest discussions.
For some additional reading and resources for this page click here.
