The Impact of External Coaching on Women's Return to Work
As more women re-enter the workforce after extended career breaks, particularly following maternity leave, the challenges they face can be significant. To facilitate a smoother transition and harness the full potential of returning female employees, many UK companies are turning to external coaching services. This report delves into the advantages of such coaching for both the individuals and their employers, supported by pertinent UK statistics.
Challenges Faced by Returning Women
Women resuming their careers after a hiatus often encounter several obstacles:
Diminished Confidence: A study by Mumsnet in 2022 revealed that over half (57%) of women felt a decline in their confidence regarding their professional skills post-maternity leave.
Evolving Work Environments: The dynamic nature of workplaces means that roles, technologies, and team structures may have changed during their absence, necessitating a period of readjustment.
Balancing Responsibilities: Juggling professional duties with personal commitments, especially childcare, remains a significant challenge. The Office for National Statistics (ONS) reported in 2019 that 56% of UK mothers adjusted their employment terms—such as reducing hours or opting for less demanding roles—to manage childcare responsibilities.
Benefits of External Coaching
Engaging external coaching services offers tailored support to address these challenges, leading to:
Enhanced Self-Confidence: The International Journal of Evidence Based Coaching and Mentoring highlighted that leadership coaching aids clients in improving self-awareness and self-confidence.
Improved Work Performance: According to the Institute of Coaching, 70% of coaching clients reported enhancements in work performance, communication, and relationships.
Effective Goal Setting: Coaching assists individuals in defining clear career objectives and developing actionable plans to achieve them.
Advantages for Employers
Companies that invest in external coaching for returning female employees can anticipate several organizational benefits:
Increased Employee Retention: Providing support during the transition back to work fosters loyalty and reduces turnover.
Enhanced Productivity: Employees who receive coaching often exhibit improved performance, directly benefiting the company's bottom line.
Positive Return on Investment (ROI): The 2009 ICF Global Coaching Study found that 86% of companies recouped their coaching investment, with 19% reporting an ROI of 50 times the initial investment.
Conclusion
Investing in external coaching for women returning to the workforce is a strategic move for UK companies. It not only empowers employees to navigate the challenges of re-entry but also yields tangible benefits for employers, including enhanced performance, increased retention, and a substantial return on investment. By prioritising such support, companies can harness the full potential of their returning talent, fostering a more inclusive and productive workplace.