What You Need to Know About Returnships

The U.S. Chamber of Commerce reported in 1989 that 86% of mothers cited home and family care as the leading reason for exiting the workforce. In 2021, 79% reported the same reason. No working mother decides to step away from the workforce lightly. Unfortunately, women overwhelmingly represent spouses who do not participate in the labor force to provide care. Yet whether driven by childcare needs, elder caregiving responsibilities, or mental health, time away from a career can often lead to one of the most daunting questions, “If I want to go back, how do I return?” The answer: a returnship. A growing trend reshaping how companies welcome back professionals who’ve taken a career pause, returnships give working mothers a chance to brush up on skills and ease back into a full-time job without having to start from scratch. A background gap is viewed as part of the returnee’s unique story.

What Are Returnships?

Returnships should not be mistaken for charitable initiatives; they are strategic investments in experienced talent. They are often recognized as a DEI initiative and talent pipeline driver, particularly for mothers seeking to reenter the workplace with dignity, support, and a clear path forward. Unlike internships targeting early-career candidates, returnships are tailored for individuals with prior professional experience. They have higher expectations and more tailored support, but competition for these roles can be fierce. Returnships are a structured, short-term paid program (usually lasting between 12 and 24 weeks) with specific eligibility criteria and application timelines. Participants are assigned real projects, receive mentorship from senior leaders, and are offered training to refresh technical and soft skills. They are more common in specific fields, such as tech, finance, and consulting. Goldman Sachs pioneered the concept with its Returnship program, which launched in 2008.

Eligibility for Returnships

Working mothers who feel disconnected from their previous industries, lack current references, or feel overwhelmed by technological change are prime candidates. Eligibility requirements vary by company, but returnships typically target individuals with a career break of two or more years. Some programs focus exclusively on mothers, while others are open to any caregiver or mid-career professional who stepped away for personal reasons. Companies often look for candidates with prior industry experience, transferable skills, and the willingness to learn and adapt.

Development of Returnship Programs

Over 100 companies work with Path Forward, a nonprofit that partners with employers to create mid-career return-to-work opportunities. These partnerships include major employers such as Walmart, Netflix, Audible, Amazon, Meta, Apple, PayPal, and SAP. They provide a Returnship Builder tool to assist companies in planning and implementing these programs effectively. Path Forward also helps the working mother returning to work restart their career after taking time off for family responsibilities. They provide resources like career advice, success stories, and the Returnship Matcher tool to help individuals find opportunities that fit their backgrounds and goals. Career coaches advise applicants to tailor their résumés to highlight skills over chronology, emphasize volunteer or caregiving experience, and demonstrate a growth mindset.

Companies Offering Returnships

Several Fortune 500 companies and industry leaders have established returnship programs in recent years, reflecting a broader shift toward inclusive hiring practices. Some of the most well-known include:

• Goldman Sachs’ Returnship program is a paid, 12-week initiative designed for professionals who have been out of the workforce for two or more years and are seeking to restart their careers. The program offers participants on-the-job learning, mentorship, and access to the financial firm’s resources across various divisions.
• IBM runs the “Tech Re-Entry” program, providing access to the latest tools and technologies, helping participants sharpen their skills and contribute to meaningful work. The program is currently offered in several countries, including the United States, Canada, India, China, the UK, Germany, and Australia, with plans for further expansion.
• Deloitte‘s Encore Program is a paid returnship designed for professionals who have taken a career break of at least six months. The program allows participants to refresh their skills through structured learning, and a network of Deloitte professionals supports participants.

Benefits of Joining a Returnship

For mothers reentering the workforce, returnships offer substantial benefits. While foundational skills may have been acquired through college or previous roles, even a short absence from the workforce can necessitate a skill refresh. Industries such as finance and healthcare are dynamic, with frequent updates to automation tools, data dashboards, and software-as-a-service (SaaS) programs. Additionally, regulations and compliance expectations in these sectors evolve regularly due to technological advancements, political shifts, and changes in consumer protection laws. Returnships provide structured opportunities to update these skills and stay current with industry standards. Self-doubt is a common challenge among working mothers returning to the workforce, influenced by external and internal perceptions. Societal biases, often called the motherhood penalty, suggest that mothers are less committed or current in their professional roles, leading to fewer opportunities and stalled promotions.

A New Era of Career Comebacks

Returnships directly address the broken rung in the corporate ladder, where men significantly outnumber women at the manager, director, and C-Suite levels, enabling women to re-enter the workforce at a level that aligns with their experience and potential. They offer a critical on-ramp back into leadership pipelines. Returnships acknowledge a fundamental truth: careers aren’t always linear, and taking a break, especially for caregiving, shouldn’t disqualify someone from meaningful work. For companies, returnships rebuild the pipeline of qualified female leaders, thus diversifying thought at the leadership level and creating more growth opportunities. By investing in returnships, companies send a clear message to women: careers can pause for personal needs, and still progress.

Conclusion

Returnships are revolutionizing the way companies approach hiring and supporting working mothers who have taken a career break. These programs provide a structured and supportive environment for individuals to refresh their skills, rebuild their professional networks, and regain confidence in their abilities. By investing in returnships, companies can tap into a talented pool of experienced professionals, improve diversity and inclusion, and create a more sustainable and equitable workforce.

FAQs

• What is a returnship? A returnship is a paid, short-term program designed for professionals who have taken a career break and are seeking to restart their careers.
• Who is eligible for a returnship? Working mothers who have taken a career break of two or more years, as well as caregivers and mid-career professionals who have stepped away from the workforce for personal reasons, are eligible for returnships.
• What are the benefits of joining a returnship? Returnships provide structured opportunities to update skills, rebuild professional networks, and regain confidence in abilities.
• Which companies offer returnships? Several Fortune 500 companies, including Goldman Sachs, IBM, and Deloitte, offer returnship programs.
• How can I find returnship opportunities? Individuals can search for returnship opportunities on company websites, job search sites, and through organizations such as Path Forward.