Returning to the Workforce

How returnships can benefit more than companies when done right

BY KEN GLADNEY

THE PANDEMIC HAS SHINED A LIGHT on people leaving the traditional workforce for a period of time, including when and how they will adjust to going back. While people leave the workforce for a variety of reasons, it’s important to recognize that experienced professionals have taken extended career breaks long before the last couple of years.

How does a seasoned professional return to the workplace after a break of several years? The list can be daunting as one considers the changes in technology, new regulatory or compliance processes, or recertification. Companies can ease the process by designing a “ReEntry” or returnship program which allows professionals to return to the work environment through an internship.

Structuring a ReEntry Program

Rewarding careers do not always follow a conventional path. Stepping away from the traditional workforce can often provide those individuals with a new perspective that they can bring back to the office, if and when they choose to return. ReEntry programs allow organizations to provide individuals looking to return to the workplace with an opportunity to join a structured program making the transition as successful as possible.

The program consists of professional skills workshops, on-the-job training, coupled with coaching and developmental experiences to help fellows ramp-up with ease and prepare for a long-term career. ReEntry fellows will refresh their professional and technical skills and be paired with a mentor who will provide them with the support and guidance needed to relaunch their career. The end goal is to place high-performing participants who successfully complete the program into full-time positions within the firm.

Giving People a Second Chance

One in three Americans have an arrest or conviction record, creating significant barriers to employment and economic opportunity for a substantial number of working-age adults. In supporting these individuals with their re-entry into the workforce, companies can provide new ways for these individuals to contribute to their community and local economies, giving them a second chance to make a difference.

Furthermore, companies can be drivers of change and create greater economic opportunity for more people by using its business resources and expertise—including data, research, talent, and philanthropic investments—as well as through collaboration with policy, business, and community leaders.

Diversity, Equity, and Inclusion is Good for Business

A diverse and inclusive culture for employees and business is important to ensure that everyone feels comfortable and that they have a place to fit in. Through evaluating diverse recruiting practices, training, products and services, and supplier diversity, companies can change their DNA and showcase their diverse, inclusive culture. Incorporating ReEntry and Second Chance programs takes diversity, equity, and inclusion one step further by providing a structured program to help those who have been out of the workforce succeed.

Returning professionals can bring diversity, a fresh perspective, and a wealth of experience which companies can benefit from as well. Integrating returning professionals and providing a second chance can yield benefits beyond just a rewarding career and make a difference in your local community.

Ken Gladney is executive director and DEI director at J.P. Morgan Asset Wealth Management based in Newark, Delaware.