Women returners provision and outcomes

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Nene College, Faculty of Management and Business , Northampton
ContributionsNene College. Faculty of Management and Business.
The Physical Object
Pagination[24] leaves ;
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Open LibraryOL17371294M

Women Returners Employer Partners. These UK organisations work with Women Returners to actively recruit returning professionals, through periodic or ongoing returner programmes or on a direct hire basis.

See our Returner Programme page for details of current and past programmes. Do tell the organisation that you heard about them through Women. UK Returnships & Returner Opportunities You can find a variety of opportunities for returning professionals below: returnships, supported hiring programmes, supported hiring jobs and corporate events (see our Returner Programme Dictionary).

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Do tell the company that you found the opportunity through Women Returners. Sign up to our network to be personally emailed about our new partner. About Women Returners We are experts in enabling the return to work of highly-qualified professionals, mainly women, after Women returners provision and outcomes book extended career break.

We set up Women Returners for Employers to create a bridge between experienced professional women (and men) with a CV gap and organisations with skills and diverse talent gaps. The £1 billion potential of women returners Key findings • Aroundfemale professionals, including directors, engineers, scientists, researchers, doctors, lawyers and accountants, who are currently on career break want to return to the workforce in the future.

Through our ever-expanding Women Returners Professional Network, a network community of 6, returning professionals, mainly in the UK and Ireland, we link employers with the hard-to-reach group of high-calibre women on career break.

We are the main recruitment source for UK returner programmes with leading employers. In order to map any variations within the actual returner category we also identified recent returners—women who have made a recent transition back to work following a period of maternity or family care.

2 A recent returner in the BHPS was defined as a woman who was employed at some time in the 10 years between – to –, following which she left the labour market to Cited by: Promoting the participation of women returners in the workforce: guidelines for the design and delivery of returner courses.

Sue Saxby-Smith and Jan Shepherd, University of Surrey, UK. Paper presented at SCUTREA, 30th Annual Conference, JulyUniversity of Nottingham. Introduction and Context.

Women returners November • ‘Occupational downgrading’ occurs when highly qualified or highly skilled women enter into job roles for which they are overqualified. • Some women who are returning from career breaks choose freely to take lower-level jobs or less File Size: 2MB.

This paper argues the case for the provision of a book-like presentation computer-assisted learning (CAL) system, manipulated with much the same Women returners provision and outcomes book as a real book, with built-in video/animation facilities, that might provide a more suitable environment, particularly in tertiary education, than that provided by conventional CAL systems.

42% of women are likely to work part-time, compared with just 12% of men.6 This likelihood increases as women get older, with half of women over 50 working part-time.

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7 For women who wish to return to the workplace, evidence gathered by the APPG suggests that there is. Support for women returners is key to closing the gender gap Many businesses are guilty of failing to be supportive and inclusive of women returning to work.

We must learn from our mistakes or Author: Jonathan Boyers. The numbers of women students in the Department of Computing at Newcastle upon Tyne Polytechnic are little different from those of other comparable departments (14% this year, 11% last year). The Department offers a range of courses including part-time and sandwich HND’s in Computer Studies, a BSc in Computing for Industry, a part-time BSc in Author: Jacquie Powney, Janet Toland.

8th April is International Women’s Day, with a theme this year of #PressforProgress. At Women Returners, we continue to #PressforProgress in supporting women back into suitable roles in the workplace after an extended career break.

Alongside the free support we give to returners through our Network, our main way of achieving our objectives is through our efforts to make 'returnships' and. Women Returners and Potential Returners: Employment Profiles and Labour Market Opportunities—A Case Study of the United Kingdom Jennifer Tomlinson, Wendy Olsen and Kingsley Purdam Women who have previously left the labour market to have children or to care for a family member represent a large proportion of the present and potential workforce.

The CVs were retained on disk to allow the women to return to College at any time after the end of the course to amend or print out more copies of the document. Using the computer in this way effected the planned but unstated development of cognitive outcomes in terms Cited by: 1.

The linkage between HRM, CSR and performance outcomes. in particular an improved childcare provision; and concern for job security.

Description Women returners provision and outcomes PDF

plus), people with disabilities, women, women returners. The Bank of England is partnering with Women Returners to launch their second Career Returners Programme for experienced professionals who have had a career break of two or more years.

The Career Returners Programme offers a paid six-month placement, starting in Septemberwith the possibility of a permanent role at the end of the assignment. UK return-to-work success stories It can be inspiring and reassuring to read about other women who have made a successful return to work after a long break.

These role models show that it is possible to find a fulfilling role, even when you’ve been out of the workforce for many years, and illustrate the variety of paths that you can take. PDF | Women returning to work after a break have been the target of programmes and initiatives within the adult and higher education sectors for many | Find, read and cite all the research you.

The 'CV gap' barrier: Evidence it exists & how to get over it See our Women Returners Professional Network website for returnship & returner programme information, events, resources, return-to-work success stories & coaching support. Search This Blog. INTRODUCTION. Persistently elevated rates of adverse pregnancy outcomes including low birthweight births among low-income and African-American women are a high-priority public health problem, 1 contributing to the U.S.

ranking of 31st among 40 industrialized nations in infant mortality in 2 Care coordination services, which are activities that help to link pregnant women to an array of Cited by:   Women and Work APPG launches its first annual report: Women Returners.

Tuesday 24 January Tweet. A cross party group of MPs yesterday called on the Government and employers across the country to do more to help women enter and re-enter the workforce.

Case Study on Edith Cowan University using the Blueprint to create a one day career development workshop for women returners. Women Returners - Australian Blueprint for Career Development | Department of Education, Skills and Employment - Document library, Australian Government.

Research suggests that collaboratively delivered maternity care can positively impact health outcomes. However, women’s perspectives on models of care involving interprofessional collaboration between midwives and health visitors are not well understood.

Accounts of women’s maternity care experiences are key to improving maternity services. This study considered women’s Cited by: 7.

This study explores outcome variation among women offenders who participated in gender-responsive substance abuse treatment (GRT).

In order to identify subgroups of participants that may differentially benefit from this treatment, secondary analyses examined the interaction between randomization into GRT and a history of abuse (physical/sexual) on depression and number of substances used post Cited by: A half-century ago, women comprised only a tiny fraction of practicing attorneys.

Today, nearly half of law school graduates are female. Phyllis Kitzerow explores the experiences of women in the legal profession over the past fifty years, charting the sometimes surprising impact of shifting social norms on pathways to professional and personal by: 1.

Full text of "ERIC ED Women's Training Provision. Evaluation Report." See other formats. Vocational Guidance and Counselling for Women Returners, Study No.

A, co-ordinated by Dr Lynne Chisholm (CYRCE e. Other research includes a longitudinal study based in the West of Scotland of the social, economic and personal outcomes of adult learning; and issues in access to adult learning for ethnic minorities.

voluntary organisations: the Women's Institute (WI) and the Workers' Educational Association (WEA). Provision is delivered at over sites across the county. These range from college main sites through large schools to village or WI halls, libraries, family centres and people's homes.

Each of the contractors. She has published papers on the outcomes of vocational learning; access to adult learning for ethnic minorities; vocational guidance and counselling for women returners; and the implications of the flexible labour market for adult education and training.

She has also published work on Northern Ireland. Her languages include English and French. Empowerment of Women: Perceptions and Realities Hardcover – January 1, See all formats and editions Hide other formats and editions PriceFormat: Hardcover.Women are much more likely to work part-time than men.

In around million women aged 16 to 64 were in work (42 per cent part-time) and million men (12 per cent part-time). Even among those who worked full-time there were differences in the average hours worked per week.Vocational Guidance and Counselling for Women Returners, Study No.

00 -A, co-ordinated by Dr Lynne Chisholm (CYRCE e. V). Other research includes a longitudinal study based in the West of Scotland of the social, economic and personal outcomes of adult learning; and issues in access to adult learning for ethnic minorities.