How returnships are welcoming women back to engineering

There has been a phenomenal increase in the number of women choosing careers in engineering in the past few years, according to Elizabeth Donnelly, chief executive officer at the Women’s Engineering Society (WES).

“Our figures show the number of women in engineering was 650 in 2016/17, compared with 235 in 2005/6, an impressive increase of 277%,” she says.

Part of this is down to the success and popularity of returnships or mid-career schemes. “Returnships are a fantastic way for women to come back to a career they have previously had success in and possibly even a chance for them to make a switch to a different career with the skills they have already amassed,” Donnelly says. “These programmes build confidence, reinvigorate the desire for learning and development and upskill the individuals taking part.”

In 2017, the government pledged that it would provide £5m to fund returnships, but diversity and inclusion initiatives are also making a difference. Many large employers – including Amey, Arup, O2 and Vodafone – are now offering returnship schemes as part of their diversity strategies.

Natalie Desty, founder of Stem Returners, says such schemes have a positive impact on company culture. “It allows line managers to see for themselves that returning employees are just as capable after a break, and also opens minds to flexible and home-working options, which benefits everybody,” she says.

Almost all (98%) of the people placed by Stem Returners have gone on to accept a permanent position with the company.

They operate in the mid-career sector because this is, Desty says, where there is the biggest recruitment dip. “These programmes welcome back experienced and capable individuals into the mid-career space with lots of valuable and transferrable skills they have learned while on their break.” They often have the edge over younger employees because of their experience.

Related: Women in power: why the energy industry needs more female engineers

Ellie Zemani, an engineer and returner at Spirit Energy, says the best thing a company can do to show its commitment to women returners is provide strong role models. “I have two boys and took a year off for each. I came back full-time but worked reduced hours for the first couple of months,” she says.

Zemani was inspired by other women in her organisation. “We have had a couple of great examples, where women were promoted to senior leadership roles after returning from maternity leave or career breaks. For me, this sends the message that women – as well as men– can take a parental leave and stay on track.”

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